Mentoring and organizational citizenship behavior: Estimating the mediating effects of organization‐based self‐esteem and affective commitment

Abstract

Abstract This study explored how perceptions of reciprocal support in mentoring influence mentors' and protégés' intent to extend work‐related help to coworkers in organizations. Our findings shed light on the role that organization‐based self‐esteem (OBSE) and affective organizational commitment (AOC) play as mediators in transmitting the effect of perceived reciprocal support in mentoring to mentors' and protégés' intent to engage in organizational citizenship behavior (OCB). A central premise of this study was that positive feelings of reciprocal learning and growth for mentors and protégés produce interdependence and inclinations towards organizational citizenship. Mentors (n = 82) and protégés (n = 160) from three U.S.‐based corporations were surveyed. Results of mediation analyses employing multiple mediation model testing shows statistical and practical significance for protégés' AOC and OBSE as mediators. The lack of support for any mediators for the mentors indicates that the process underlying the link between mentoring and OCB may differ for mentors and protégés. We discuss the implications of these findings for organizational mentoring and human resource development and offer suggestions for future research.

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