Enhancing the ties that bind: mentoring as a moderator

Abstract

Purpose

The purpose of this paper is to examine the moderating role of mentoring on the relationships between perceived organizational support, supervisor support, and job fit on turnover intentions.

Design/methodology/approach

The paper explains the topics, provides background and discussion of the main concepts. The study uses regression analyses to test the moderating relationships using a total sample of 610 employees split among three separate organizations.

Findings

The results suggest that mentoring becomes more effective in reducing turnover intentions as employees experience increasing levels of perceived organizational support, supervisor support, and job fit.

Practical implications

The results suggest mentoring can be beneficial to both organizations and individuals. Organizations benefit by improving employee retention. Likewise, individuals benefit through strengthened relationships provided by mentoring and the associated positive outcomes.

Originality/value

The paper makes a contribution to the literature by being among the first to examine mentoring as a potential moderator in the context of perceived organizational support, supervisor support, job fit, and turnover intentions.

Citation

Dawley, D.D., Andrews, M.C. and Bucklew, N.S. (2010), "Enhancing the ties that bind: mentoring as a moderator", Career Development International, Vol. 15 No. 3, pp. 259-278. https://doi.org/10.1108/13620431011053730