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Career mentoring in context: A multilevel study on differentiated career mentoring and career mentoring climate
Authors:Annelies E. M. Van Vianen  Doris Rosenauer  Astrid C. Homan  Christiane A. L. Horstmeier  Sven C. Voelpel
Affiliation:1. University of Amsterdam, The Netherlands;2. GfK SE, Nuremberg, Germany;3. Jacobs University Bremen gGmbH, Bremen, Germany
Abstract:This study explores how supervisor career mentoring contributes to contemporary organizational career development, which strives to foster employees' promotability while strengthening their intention to stay. Specifically, we focus on the implications of career mentoring in team contexts. Applying a multilevel framework, we distinguish between individual‐level differentiated mentoring (i.e., an employee's mentoring perceptions as compared to those of other team members) and group‐level career mentoring climate (i.e., the average perception across all group members). In a workplace setting, we collected data from vocational job starters (N ranged from 230 to 290) and their company supervisors (N ranged from 56 to 68). We find that career mentoring climate positively relates to promotability, more so than differentiated career mentoring. Both career mentoring climate and differentiated career mentoring are positively related to the intention to stay. At the individual level, this relationship is mediated by job satisfaction. We discuss theoretical and practical implications of differentiated and group‐level mentoring.
Keywords:career motivation  intention to stay  mentoring  multilevel framework  promotability
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