企业师徒非正式指导关系的形成及其对员工职业发展的影响

摘要/Abstract

摘要：

师徒指导关系(导师制)被定义为资深者和资浅者之间的一种关系,通过这种关系资深者向资浅者的职业生涯发展提供引导、支持和反馈。本文分三个阶段追踪调查了中国某高新技术企业处于职业发展早期174名员工。在此基础上,探讨了员工主动性个性特征在师徒非正式指导关系形成中的重要作用,及非正式师徒指导关系的不同功能(如职业指导、心理社会指导、保护与指引)对员工职业成功(包括主观成功及客观成功)的区别影响。基于结构方程模型的研究结果表明:(1)员工主动性个性特征越明显,越容易形成非正式的指导关系;(2)关系及建言两种主动性行为在这一关系中起到了中介作用;(3)一段良好的职业指导关系能显著提高员工的主观与客观职业成功。最后,本文讨论了研究结果的理论贡献以及对中国企业人力资源管理实践的指导意义,并提出了一些可行的未来研究方向。

关键词: 非正式指导关系, 主动性个性特征, 关系行为, 建言行为, 职业成功

Abstract:

Mentoring is defined as a personal relationship between a more experienced senior employee(mentor) and a less experienced junior one(protégé) in which the mentor provides support, direction, and feedback regarding the protégé's career plans and personal development. Using a sample of 174 junior employees in China, we examine the role of proactive personality in the receipt of different forms of early career informal mentoring, the mediating roles of networking and voice behaviors between this relationship, and the differential relationships that different functions of informal mentoring(i.e., psychosocial mentoring, vocational mentoring, protection and guidance) have with subjective and objective career success. Structural equation modeling results indicate that proactive personality is positively related to both psychosocial and vocational mentoring, and that the relationships are mediated by networking and voice behaviors. Vocational mentoring is positively related to both subjective and objective career success. None of the other forms of mentoring is related to career success. At the end, we discuss implications for mentoring theories and research, as well as the management of the Chinese work force. We also provide some promising directions for future researches on mentoring.

Key words: informal mentoring, proactive personality, networking behavior, voice behavior, career success

徐洁, 梁建. 企业师徒非正式指导关系的形成及其对员工职业发展的影响[J]. , 2015, 27(11): 96-106.

Xu Jie, Liang Jian. The Development of Informal Mentoring and Its Influence on Employee Early Career[J]. , 2015, 27(11): 96-106.

参考文献

[1] Kram K. E. Mentoring at work:Developmental Relationships in Organizational Life[M]. Glenview, IL:Scott, Foresman and Company, 1985
[2] Eby L. T. D. T., Allen T. D., Hoffman B. J., Baranik L. E., Sauer J. B., Baldwin S., Evans S. C. An Interdisciplinary Meta-analysis of the Potential Antecedents, Correlates, and Consequences of Protégé Perceptions of Mentoring[J]. Psychological Bulletin, 2013,139(2):441-476
[3] Allen T. D., Eby L., Poteet M., Lentz E., Lima L. Career Benefits Associated With Mentoring for Protégés:A Meta-analysis[J]. Journal of Applied Psychology, 2014,89(1):127-136
[4] Dougerty T. W., Turban D. B., Haggard D. L. Naturally Occurring Mentoring Relationships Involving Workplace Employees[M]//Allen T. D., Eby L.(Eds.):The Blackwell Handbook of Mentoring:A Multiple Perspective Approach. Blackwell Publishing Ltd., 2007
[5] Ragins B. R., Cotton J. L. Mentor Functions and Outcomes:A Comparison of Men and Women in Formal and Informal Mentoring Relationships[J]. Journal of Applied Psychology, 1999,84(4):529-550
[6] Wanberg C. R., Kammeyer-Mueller J., Marchese M. Mentor and Protégé Predictors and Outcomes of Mentoring in a Formal Mentoring Program[J]. Journal of Vocational Behavior, 2006,69(3):410-423
[7] 张正堂,金岚,刘颖.完善导师制度促进新员工组织社会化[J].中国人力资源开发, 2008,(4):24-27
[8] Bateman T. S., Crant J. M. The Proactive Component of Organizational Behavior:A Measure and Correlates[J]. Journal of Organizational Behavior, 1993,14(2):103-118
[9] Mullen C. A., Cox M. D., Boettcher C. K., Adoue D. S. Breaking the circle of one:Redefining Mentorship in the Lives and Writings of Educators(2nd ed.)[M]. New York:Peter Lang, 2000
[10] Turban D. B., Dougherty T. W. Role of Protégé Personality in Receipt of Mentoring and Career Success[J]. Academy of Management Journal, 1994,37(3):688-702
[11] 韩翼,周洁,孙习习,杨百寅.师徒关系结构、作用机制及其效应[J].管理评论, 2013,25(7):54-66
[12] Chun J. U., Sosik J. J., Yun N. Y. A Longitudinal Study of Mentor and Protégé Outcomes in Formal Mentoring Relationships[J]. Journal of Organizational Behavior, 2012,33(8):1071-1094
[13] Yang L. Q., Xu X., Allen T. D., Shi K., Zhang X., Lou Z. Mentoring in China:Enhanced Understanding and Association With Occupational Stress[J]. Journal of Business and Psychology, 2011,26(4):485-499
[14] 王忠军,龙立荣.员工的职业成功:社会资本的影响机制与解释效力[J].管理评论, 2009,21(8):30-39
[15] Crant J. M. Proactive Behavior in Organizations[J]. Journal of Management, 2000,26(3):435-462
[16] Crant J. M., Kim T. Y., Wang J. Dispositional Antecedents of Demonstration and Usefulness of Voice Behavior[J]. Journal of Business and Psychology, 2011,26(3):285-297
[17] Gong Y., Cheung S. Y., Wang M., Huang J. C. Unfolding the Proactive Process for Creativity Integration of the Employee Proactivity, Information Exchange, and Psychological Safety Perspectives[J]. Journal of Management, 2012,38(5):1611-1633
[18] Brown D. J., Cober R. T., Kane K., Levy P. E., Shalhoop J. Proactive Personality and the Successful Job Search:A Field Investigation with College Graduates[J]. Journal of Applied Psychology, 2006,91(3):717-726
[19] Li N., Liang J., Crant J. M. The Role of Proactive Personality in Job Satisfaction and Organizational Citizenship Behavior:A Relational Perspective[J]. Journal of Applied Psychology, 2010,95(2):395-404
[20] Allen T. D. Protégé Selection by Mentors:Contributing Individual and Organizational Factors[J]. Journal of Vocational Behavior, 2004,65(3):469-483
[21] Parker S. K., Collins C. G. Taking Stock:Integrating and Differentiating Multiple Proactive Behaviors[J]. Journal of Management, 2010,36(3):633-662
[22] Grant A. M., Ashford S. J. The Dynamics of Proactivity at Work[J]. Research in Organizational Behavior, 2008,28:3-34
[23] Thompson J. A. Proactive Personality and Job Performance:A Social Capital perspective[J]. Journal of Applied Psychology, 2005,90(5):1011-1017
[24] 周小虎,刘冰洁,吴雪娜,贾苗苗.员工导师网络对员工职业生涯成功的影响研究[J].管理学报, 2009,11(6):1486-1491
[25] Wang J., Kim T. Y. Proactive Socialization Behavior in China:The Mediating Role of Perceived Insider Status and the Moderating Role of Supervisors' Traditionality[J]. Journal of Organizational Behavior, 2013,34(3):389-406
[26] Chen C. C., Chen X. P., Huang S. Chinese Guanxi:An Integrative Review and New Directions for Future Research[J]. Management and Organization Review, 2013,9(1):167-207
[27] Van Dyne L., LePine J. A. Helping and Voice Extra-role Behaviors:Evidence of Construct and Predictive Validity[J]. Academy of Management Journal, 1998,41(1):108-119
[28] Detert J. R., Burris E. R. Leadership Influences on Employee Voice Behavior:Is the Door Really Open?[J]. Academy of Management Journal, 2007,50(4):869-884
[29] Crant J. M., Kim T. Y., Wang J. Dispositional Antecedents of Demonstration and Usefulness of Voice Behavior[J]. Journal of Business and Psychology, 2011,26(3):285-297
[30] Milliken F. J., Morrison E. W., Hewlin P. F. An Exploratory Study of Employee Silence:Issues that Employees Don't Communicate Upward and Why[J]. Journal of Management Studies, 2003,40(6):1453-1476
[31] 段锦云.家长式领导对员工建言行为的影响:心理安全感的中介机制[J].管理评论, 2012,24(10):109-142
[32] Ng T. W. H., Eby L. T., Sorensen K. L., Feldman D. C. Predictors of Objective and Subjective Success:A Meta-analysis[J]. Personnel Psychology, 2005,58(2):367-408
[33] Kammeyer-Mueller J. D., Judge T. A. A Quantitative Review of Mentoring Research:Test of a Model[J]. Journal of Vocational Behavior, 2008,72:269-283
[34] Eby L. T., Rhodes J. E., Allen T. D. Definition and Evolution of Mentoring[M]//Allen, T. D., Eby, L.(Eds.):The Blackwell Handbook of Mentoring:A Multiple Perspective Approach. Blackwell Publishing Ltd., 2007
[35] Podsakoff P. M, MacKenzie S. B., Lee J., Podsakoff N. P. Common Method Biases in Behavioral Research:A Critical Review of the Literature and Recommended Remedies[J]. Journal of Applied Psychology, 2003,88:879-903
[36] Brislin R. W. The Wording and Translation of Research Instrument[M]//W. Lonner, J. Berry(Eds.), Field Methods in Cross-cultural Research. Beverly Hills:Sage, 1986
[37] Dreher G. F., Ash R. A. A Comparative Study of Mentoring among Men and Women in Managerial, Professional, and Technical Positions[J]. Journal of Applied Psychology, 1990,75(5):539-546
[38] Metz I. Organizational Factors, Social Factors, and Women's Advancement[J]. Applied Psychology:An International Review, 2009,58(2):193-213
[39] Youndt M. A., Subramaniam O., Snell S. A. Intellectual Capital Profiles:An Examination of Investments and Returns[J]. Journal of Management Studies, 2004,41(2):335-361
[40] Van Dyne L., LePine J. A. Helping and Voice Extra-role Behaviors:Evidence of Construct and Predictive Validity[J]. Academy of Management Journal, 1998,41(1):108-119
[41] Ng T. W. H., Eby L. T., Sorensen K. L., Feldman D. C. Predictors of Objective and Subjective Success:A Meta-analysis[J]. Personnel Psychology, 2005,58(2):367-408
[42] Gattiker U. E., Larwood L. Subjective Career Success:A Study of Managers and Support Personnel[J]. Journal of Business and Psychology, 1986,1(2):78-94
[43] Watson D., Clark L. A., Tellegen A. Development and Validation of Brief Measures of Positive and Negative Affect:The PANAS scales[J]. Journal of Personality and Social Psychology, 1988,54(6):1063-1070
[44] Eby L. T., Butts M., Lockwood A., Simon S. A. Protégés' Negative Mentoring Experiences:Construct Development and Nomological Validation[J]. Personnel Psychology, 2004,572(2):411-447
[45] Chen X. P., Eberly M. B., Chiang T. J., Farh J. L., Cheng B. S. Affective Trust in Chinese Leaders Linking Paternalistic Leadership to Employee Performance[J]. Journal of Management, 2014,40(3):796-819
[46] Liang J., Farh C. I., Farh J. L. Psychological Antecedents of Promotive and Prohibitive Voice:A Two-wave Examination[J]. Academy of Management Journal, 2012,55(1):71-92