What matters in the relationship between mentoring and job-related stress? the moderating effects of protégés' traditionality and trust in mentor

Jing Qian; Xiaosong Lin; Zhuo R. Han; Zhen X. Chen; Jay M. Hays

doi:10.1017/jmo.2014.46

What matters in the relationship between mentoring and job-related stress? the moderating effects of protégés' traditionality and trust in mentor

Jing Qian, Xiaosong Lin^*, Zhuo R. Han, Zhen X. Chen, Jay M. Hays

^*Corresponding author for this work

Research output: Contribution to journal › Article › peer-review

9 Citations (Scopus)

Abstract

Mentoring received by protégés has been shown to play an important role in relieving protégés' job-related stress. However, literature on the relationship between mentoring and job-related stress has yielded mixed and inconclusive results. Our research seeks to reconcile the conflicting implications by examining protégés' individual traditionality and trust in mentor as moderators on the relationship between mentoring and job-related stress. We tested the hypotheses with data from a sample of 210 protégés from a large company in China. Results of our two-way and three-way interaction effect tests revealed that: (1) traditionality moderated the negative relationship between mentoring and job-related stress in such a way that the relationship was stronger for protégés with higher rather than lower traditionality; (2) the influence that mentoring had on job-related stress was strongest for protégés with both high traditionality and a high level of trust in mentor.

Original language	English
Pages (from-to)	608-623
Number of pages	16
Journal	Journal of Management and Organization
Volume	20
Issue number	5
DOIs	https://doi.org/10.1017/jmo.2014.46
Publication status	Published - 1 Sept 2014

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10.1017/jmo.2014.46

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abstract = "Mentoring received by prot{\'e}g{\'e}s has been shown to play an important role in relieving prot{\'e}g{\'e}s' job-related stress. However, literature on the relationship between mentoring and job-related stress has yielded mixed and inconclusive results. Our research seeks to reconcile the conflicting implications by examining prot{\'e}g{\'e}s' individual traditionality and trust in mentor as moderators on the relationship between mentoring and job-related stress. We tested the hypotheses with data from a sample of 210 prot{\'e}g{\'e}s from a large company in China. Results of our two-way and three-way interaction effect tests revealed that: (1) traditionality moderated the negative relationship between mentoring and job-related stress in such a way that the relationship was stronger for prot{\'e}g{\'e}s with higher rather than lower traditionality; (2) the influence that mentoring had on job-related stress was strongest for prot{\'e}g{\'e}s with both high traditionality and a high level of trust in mentor.",

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author = "Jing Qian and Xiaosong Lin and Han, {Zhuo R.} and Chen, {Zhen X.} and Hays, {Jay M.}",

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AU - Qian, Jing

AU - Lin, Xiaosong

AU - Han, Zhuo R.

AU - Chen, Zhen X.

AU - Hays, Jay M.

PY - 2014/9/1

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N2 - Mentoring received by protégés has been shown to play an important role in relieving protégés' job-related stress. However, literature on the relationship between mentoring and job-related stress has yielded mixed and inconclusive results. Our research seeks to reconcile the conflicting implications by examining protégés' individual traditionality and trust in mentor as moderators on the relationship between mentoring and job-related stress. We tested the hypotheses with data from a sample of 210 protégés from a large company in China. Results of our two-way and three-way interaction effect tests revealed that: (1) traditionality moderated the negative relationship between mentoring and job-related stress in such a way that the relationship was stronger for protégés with higher rather than lower traditionality; (2) the influence that mentoring had on job-related stress was strongest for protégés with both high traditionality and a high level of trust in mentor.

AB - Mentoring received by protégés has been shown to play an important role in relieving protégés' job-related stress. However, literature on the relationship between mentoring and job-related stress has yielded mixed and inconclusive results. Our research seeks to reconcile the conflicting implications by examining protégés' individual traditionality and trust in mentor as moderators on the relationship between mentoring and job-related stress. We tested the hypotheses with data from a sample of 210 protégés from a large company in China. Results of our two-way and three-way interaction effect tests revealed that: (1) traditionality moderated the negative relationship between mentoring and job-related stress in such a way that the relationship was stronger for protégés with higher rather than lower traditionality; (2) the influence that mentoring had on job-related stress was strongest for protégés with both high traditionality and a high level of trust in mentor.

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What matters in the relationship between mentoring and job-related stress? the moderating effects of protégés' traditionality and trust in mentor

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