Research On The Effect Of Mentoring Relationship On Employees' Job Performance

As an important concept in the field of organization behavior and human resource, Performance is vital to the enterprize's survival and development, so every enterprise pay more attention to its performance. Mentoring is an interactive relationship, which is aim to help the staff to develop their skills, adapt the working environment, and obtain career progress. Career success reflects the achievements staffs obtain during their working time. Affective commitment is reflection of employee's emotional attachment to the organization, identification, and dedication to the work. Therefore, from the perspective of mentoring, we will discuss the relationship between mentoring and job performance, affective commitment, career success, which can help us understand the status of mentoring in nowdays enterprise environment, also can predict employees affective commitment, performance and career success. The result can be used for the human resource management and provided some advices to personal development.Based on the Western theory of mentoring relationship, we discuss the influence and the path of mentoring on job performance, including its antecedent (affective commitment) and consequence (career success).Then we try to find some differences in performance in the different mentoring stages. The sudy adapt questionnaire investigation, which have investigated 379 employees in nearly 10 companies in Suzhou city and its surrounding areas. The results showed that:(1) Mentoring relationship can directly influence affective commitment;(2) Mentoring relationship has indirect affects on job performance through affective commitment.(3) Mentoring relationship has significant effect on career success, mentoring can influence career success through job performance indirectly; also vocational support has direct affect on career success. (4) At different mentoring stages, protégé's career support, psychology support, job performance, career success is different; constrast with the learning phase and separate phase, mentoring protégéreceived is more than in initial phase; task performance is best in independence phase, and career achievements are most in redefinition phase.