Mentoring matters: decoding the impact of downward envy on interpersonal conflict, workplace ostracism, and displaced aggression

Abstract

Purpose

This study investigates how downward envy affects interpersonal conflict, workplace ostracism and displaced aggression in the mentoring context. It seeks to deepen our understanding of how these dynamics influence a mentor–protégé relationship.

Design/methodology/approach

Employing a three-wave research design, this study uses a sample of 176 participants in mentoring relationships to test our proposed moderated mediation model.

Findings

Downward envy can increase interpersonal conflict, workplace ostracism and displaced aggression. A mentor’s social comparison orientation moderates these effects by amplifying the negative impacts of downward envy.

Research limitations/implications

These findings have practical implications for both mentors and protégés.

Practical implications

These findings have practical implications for both mentors and protégés.

Originality/value

This study contributes to the literature by focusing on downward envy within the mentoring context, yielding valuable insights to navigate mentoring experiences at work.

Citation

Li, M., Qin, Y. and Le, J. (2024), "Mentoring matters: decoding the impact of downward envy on interpersonal conflict, workplace ostracism, and displaced aggression", Journal of Managerial Psychology, Vol. ahead-of-print No. ahead-of-print. https://doi.org/10.1108/JMP-12-2023-0768