Hong Deng hong.deng@durham.ac.uk
Honorary Professor
The "double-edged sword" effects of career support mentoring on newcomer turnover: How and when it helps or hurts.
Deng, Hong; Guan, Yanjun; Zhou, Xinyi; Li, Yixuan; Cai, Di; Li, Nan; Liu, Bing
Authors
Professor Yanjun Guan yanjun.guan@durham.ac.uk
Dissertation/SCA/SBP Supervisor
Xinyi Zhou xinyi.zhou@durham.ac.uk
PGR Student Doctor of Philosophy
Yixuan Li
Di Cai
Nan Li nan.li2@durham.ac.uk
Research Assistant/Associate
Bing Liu
Abstract
Research on mentoring programs has portrayed them almost exclusively beneficial for newcomer retention. Drawing from the social cognitive model of career management and the boundaryless career perspective, we depart from this predominant view and examine the "double-edged sword" effects of career support mentoring on newcomer turnover. We propose that career support mentoring received by newcomers is likely to elicit both internal proactive socialization and external career self-management, which act as countervailing forces driving newcomer turnover in opposite directions (i.e., the retention pathway and the unintended detrimental pathway). We further propose that the organizational role of the mentor-supervisor versus nonsupervisor-is critical in determining which pathway prevails. We conducted two multiwave newcomer studies to test our hypotheses. In Study 1 ( = 495), we found that received career support mentoring was associated with lower newcomer turnover probability through the serial mediation of internal proactive socialization and perceived internal marketability but higher newcomer turnover probability through the serial mediation of external career self-management and perceived external marketability. In Study 2 ( = 193), we found that received career support mentoring was associated with lower newcomer turnover intention through the serial mediation of internal career advancement expectation and internal proactive socialization but higher newcomer turnover intention through the serial mediation of external career advancement expectation and external career self-management. In both studies, the unintended detrimental pathway was significant only when a newcomer's mentor was not a supervisor. (PsycInfo Database Record (c) 2023 APA, all rights reserved).
Citation
Deng, H., Guan, Y., Zhou, X., Li, Y., Cai, D., Li, N., & Liu, B. (2023). The "double-edged sword" effects of career support mentoring on newcomer turnover: How and when it helps or hurts. Journal of Applied Psychology, 109(7), 1094-1114. https://doi.org/10.1037/apl0001143
Journal Article Type | Article |
---|---|
Acceptance Date | Oct 1, 2023 |
Online Publication Date | Oct 12, 2023 |
Publication Date | Oct 12, 2023 |
Deposit Date | Dec 21, 2023 |
Publicly Available Date | Dec 21, 2023 |
Journal | Journal of Applied Psychology |
Print ISSN | 0021-9010 |
Electronic ISSN | 1939-1854 |
Publisher | American Psychological Association |
Peer Reviewed | Peer Reviewed |
Volume | 109 |
Issue | 7 |
Pages | 1094-1114 |
DOI | https://doi.org/10.1037/apl0001143 |
Public URL | https://durham-repository.worktribe.com/output/1863065 |
Files
Accepted Journal Article
(929 Kb)
PDF
You might also like
Downloadable Citations
About Durham Research Online (DRO)
Administrator e-mail: dro.admin@durham.ac.uk
This application uses the following open-source libraries:
SheetJS Community Edition
Apache License Version 2.0 (http://www.apache.org/licenses/)
PDF.js
Apache License Version 2.0 (http://www.apache.org/licenses/)
Font Awesome
SIL OFL 1.1 (http://scripts.sil.org/OFL)
MIT License (http://opensource.org/licenses/mit-license.html)
CC BY 3.0 ( http://creativecommons.org/licenses/by/3.0/)
Powered by Worktribe © 2024
Advanced Search