Supervisory mentoring and employee affective commitment and turnover: the critical role of contextual factors
Past research has largely ignored the role of contextual factors in the relationships between supervisory mentoring and individual and organizational outcomes. In order to fill this void, we investigate how job scope and career and development opportunities, two critical contextual factors, moderate...
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| Format: | Article |
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Elsevier
2017
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| Online Access: | https://eprints.nottingham.ac.uk/51187/ |
| _version_ | 1848798437329338368 |
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| author | Lapointe, Émilie Vandenberghe, Christian |
| author_facet | Lapointe, Émilie Vandenberghe, Christian |
| author_sort | Lapointe, Émilie |
| building | Nottingham Research Data Repository |
| collection | Online Access |
| description | Past research has largely ignored the role of contextual factors in the relationships between supervisory mentoring and individual and organizational outcomes. In order to fill this void, we investigate how job scope and career and development opportunities, two critical contextual factors, moderate the supervisory mentoring-affective commitment - turnover links. Integrating social exchange theory with insights from situational approaches to leadership, we hypothesized that (a) job scope would interact with supervisory mentoring in predicting affective commitment and (b) career and development opportunities would interact with affective commitment in predicting turnover such that the conditional effects of supervisory mentoring on turnover would be stronger at high levels of these contextual moderators. Results of a study conducted with a sample of 228 business alumni, using 15-month voluntary turnover as outcome, supported our predictions. We discuss the implications of these findings for mentoring research and practice. |
| first_indexed | 2025-11-14T20:19:45Z |
| format | Article |
| id | nottingham-51187 |
| institution | University of Nottingham Malaysia Campus |
| institution_category | Local University |
| last_indexed | 2025-11-14T20:19:45Z |
| publishDate | 2017 |
| publisher | Elsevier |
| recordtype | eprints |
| repository_type | Digital Repository |
| spelling | nottingham-511872020-05-04T18:33:10Z https://eprints.nottingham.ac.uk/51187/ Supervisory mentoring and employee affective commitment and turnover: the critical role of contextual factors Lapointe, Émilie Vandenberghe, Christian Past research has largely ignored the role of contextual factors in the relationships between supervisory mentoring and individual and organizational outcomes. In order to fill this void, we investigate how job scope and career and development opportunities, two critical contextual factors, moderate the supervisory mentoring-affective commitment - turnover links. Integrating social exchange theory with insights from situational approaches to leadership, we hypothesized that (a) job scope would interact with supervisory mentoring in predicting affective commitment and (b) career and development opportunities would interact with affective commitment in predicting turnover such that the conditional effects of supervisory mentoring on turnover would be stronger at high levels of these contextual moderators. Results of a study conducted with a sample of 228 business alumni, using 15-month voluntary turnover as outcome, supported our predictions. We discuss the implications of these findings for mentoring research and practice. Elsevier 2017-02-28 Article PeerReviewed Lapointe, Émilie and Vandenberghe, Christian (2017) Supervisory mentoring and employee affective commitment and turnover: the critical role of contextual factors. Journal of Vocational Behavior, 98 . pp. 98-107. ISSN 0001-8791 Supervisory mentoring; Affective commitment; Turnover; Job scope; Career and development opportunities https://www.sciencedirect.com/science/article/pii/S0001879116300847?via%3Dihub doi:10.1016/j.jvb.2016.10.004 doi:10.1016/j.jvb.2016.10.004 |
| spellingShingle | Supervisory mentoring; Affective commitment; Turnover; Job scope; Career and development opportunities Lapointe, Émilie Vandenberghe, Christian Supervisory mentoring and employee affective commitment and turnover: the critical role of contextual factors |
| title | Supervisory mentoring and employee affective commitment and turnover: the critical role of contextual factors |
| title_full | Supervisory mentoring and employee affective commitment and turnover: the critical role of contextual factors |
| title_fullStr | Supervisory mentoring and employee affective commitment and turnover: the critical role of contextual factors |
| title_full_unstemmed | Supervisory mentoring and employee affective commitment and turnover: the critical role of contextual factors |
| title_short | Supervisory mentoring and employee affective commitment and turnover: the critical role of contextual factors |
| title_sort | supervisory mentoring and employee affective commitment and turnover: the critical role of contextual factors |
| topic | Supervisory mentoring; Affective commitment; Turnover; Job scope; Career and development opportunities |
| url | https://eprints.nottingham.ac.uk/51187/ https://eprints.nottingham.ac.uk/51187/ https://eprints.nottingham.ac.uk/51187/ |