Mentoring and Turnover Intentions in the Military : Mediating Role of Multidimensional Commitment and Moderating Role of Gender within Mentor-Protégé Dyads
The present study examines the relationships among mentoring (M), organizational commitment (OC), intention to leave (IL), and relational demography (DS) in a sample of Company Grade Officers (CGOs) at a single Air Force base in Los Angeles, Calif. This study proposes a mediational model in which the effect of M, the predictor variable, on IL, the criterion variable, is mediated by OC. This was partly confirmed. The quality level of mentoring was found to be negatively associated with protégé intention to leave. However, the quality level of mentoring was found to be positively associated with protégé affective commitment but not with protégé normative or continuance commitment. Protégé affective commitment was, as hypothesized, negatively associated with protégé intention to leave. Additionally, the study proposed that M plays a stronger predicting role in the relationship between M and IL in the presence of mentor-protégé dyads that are similar in terms of gender. This hypothesis was also confirmed
Year of publication: |
2020
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Authors: | Rich, Kenneth |
Publisher: |
[S.l.] : SSRN |
Subject: | Coaching | Mitarbeiterbindung | Employee retention | Militär | Armed forces | Arbeitsmobilität | Labour mobility | Geschlecht | Gender |
Description of contents: | Abstract [papers.ssrn.com] ; Abstract [doi.org] |
Saved in:
Extent: | 1 Online-Ressource |
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Type of publication: | Book / Working Paper |
Language: | English |
Notes: | Nach Informationen von SSRN wurde die ursprüngliche Fassung des Dokuments August 8, 2013 erstellt Volltext nicht verfügbar |
Other identifiers: | 10.2139/ssrn.2307742 [DOI] |
Source: | ECONIS - Online Catalogue of the ZBW |
Persistent link: https://www.econbiz.de/10014154885
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