Career mentoring in context: A multilevel study on differentiated career mentoring and career mentoring climate
Annelies E. M. Van Vianen, Doris Rosenauer, Astrid C. Homan, Christiane A. L. Horstmeier, Sven C. Voelpel
Human Resource Management · 2018 · Volume 57 · Issue 2
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 (Nranged from 230 to 290) and their company supervisors (Nranged 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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