The role of mentors’ paradox mindset on career mentoring: application of attachment theory

Abstract

Purpose This study aims to investigate the relationship between mentors’ paradox mindset and career mentoring directly and indirectly through self-efficacy and work engagement, drawing insights from attachment theory. Design/methodology/approach A serial mediation model was tested using survey data from 297 employees working in a bank company in China. Findings Paradox mindset had a significant indirect effect on career mentoring through self-efficacy and work engagement, self-efficacy had a significant indirect effect on career mentoring through work engagement, and paradox mindset had a significant indirect effect on career mentoring through self-efficacy and work engagement. Practical implications The results offer practical insights for human resource managers by investigating how mentors’ mindsets affect their psychological states and behaviors. By training and developing mentors’ paradox mindset, mentors can better deal with tensions with a high level of self-efficacy and work engagement in the increasingly changing and demanding work environment and foster functional mentoring relationships. Originality/value Findings of this study provide fresh insights into the relationship between individual differences and mentoring relationships by uncovering the critical role of paradox mindset in enhancing self-efficacy and work engagement. Moreover, the interaction of mentors’ paradox mindset and self-efficacy advances previous studies on attachment theory by investigating the underlying mechanisms of mentoring relationships involving affectionate or emotional factors.

The impact of inclusive mentoring and identity work on self-efficacy in career advancement and career commitment among underrepresented early-career faculty and post-doctoral fellows

“…We also found that mentorship that addressed diversity and fostered independence was significantly associated with self-efficacy in career advancement among post-doctoral fellows and early-career faculty from underrepresented groups. These are consistent with previous findings that show that mentor mindset (e.g., addressing diversity, understanding, and facilitating identity work) has a significant effect on the self-efficacy and work engagement of mentees [21].…”