The association of formal and informal public accounting mentoring with role stress and related job outcomes |
| |
| Authors: | Ralph E Viator |
| |
| Institution: | 1. The University of Illinois at Urbana-Champaign, 4004 Business Instructional Facility, 515 East Gregory Drive, Champaign, IL, 61820, USA;2. The University of Washington, Foster School of Business, Box 353200, Seattle, WA, 98195, USA;3. Portland State University, Karl Miller Center 360M, 631 SW Harrison St, Portland, OR, 97201, USA;1. College of Business, Florida State University, 821 Academic Way, Tallahassee, FL, 32306, USA;2. Eller College of Management, University of Arizona, 1130 E. Helen St., Tucson, AZ, 85721, USA;3. Sykes College of Business, The University of Tampa, 401 W. Kennedy Blvd., Tampa, FL, 33606, USA;1. Auburn University, Harbert College of Business, Department of Management, 405 W. Magnolia Avenue, Auburn, AL 36849, USA;2. Northeastern University, D’Amore-McKim School of Business, Management and Organizational Development Group, 360 Huntington Avenue, Boston, MA 02115, USA;3. Northern Arizona University, W. A. Franke College of Business, Department of Management, 101 E McConnell Drive, Flagstaff, AZ 86011, USA;1. Leuphana University of Lüneburg, Institute of Management & Organization, Universitätsallee 1, 21335 Lüneburg, Germany;2. University of Potsdam, Chair of Accounting and Auditing in the Private and Public Sector, August-Bebel-Str. 89, 14482 Potsdam, Germany |
| |
| Abstract: | This paper examines the association between mentoring (both formal and informal) and three measures of role stress (role conflict, role ambiguity, and perceived environmental uncertainty), as well as two job outcomes (job performance and turnover intentions). The statistical analysis is based on structural equation modeling, using responses from 794 employees of large public accounting organizations. The results suggest that in addition to providing the traditional career development and psychosocial support functions, informal mentors provide protégés with information that clarifies their organizational role (reduces role ambiguity). However, mentoring benefits may come at a cost: higher role conflict. The study found limited positive effects attributed to formally assigned mentors. |
| |
| Keywords: | |
| 本文献已被 ScienceDirect 等数据库收录！ |
|
