Study On The Effect Of Mentoring Relationship On Job Satisfaction And Career Satisfacion

In human resource literature, how to obtain and continuously improve the humanresource is always one of the most important issues worth research. As one method ofhuman resource development, mentoring relationship offers benefit to mentor, protégéand organization, which has been testified by numerous researches. Meanwhile, as fewresearch specially studied on it, the effect mechanism of mentoring relationship to jobsatisfaction and career satisfaction has not been clear.Directed by mentoring relationship theory and reciprocity theory, the paperconsiders reciprocity as an inside mechanism of organization behaviors and theirinteraction, and based on the distinction of job satisfaction and career satisfaction, itestablishes the effect model of supervisor-subordinate mentoring relationship.According to related advice, the model classifies supervisor-subordinate mentoringrelationship into such two types as career mentoring and social psychology mentoring,and then under the moderating effect of balance reciprocity and mediating effect ofgeneral reciprocity, the paper analyses the influence of career mentoring and socialpsychology mentoring on job satisfaction and career satisfaction.Based on the 201 questionnaire investigation data of manufacturing companies inChina, the paper empirically testifies the effect model of supervisor-subordinatementoring relationship and related research hypothesis. The result suggests theconclusions as follows. First, supervisor-subordinate mentoring relationshipsignificantly and positively effects job satisfaction and career satisfaction. Besides,social psychology mentoring exerts more influence on job satisfaction, whereas careermentoring on career satisfaction. Second, balance reciprocity moderates therelationship between career mentoring and job /career satisfaction. Third, generalreciprocity mediates the relationship between social psychology mentoring and job/career satisfaction, and partially mediates the relationship between social psychologymentoring and job satisfaction whereas completely mediates the relationship betweensocial psychology mentoring and career satisfaction.Job satisfaction and career satisfaction are different concepts and have effectmechanism. The designation of motivation policy not only should emphasize on employee satisfaction of present specific job, but also on their career development inthe long run, as well as the difference between needs of different employees. In thisway organization would better inspire the employees'potential, improve their jobintention and lower the rate of turnover. In order to improve job satisfaction and careersatisfaction of manufacturing field, establishing mentoring relationship system andconducting mentoring program are in need. At the same time, it is necessary to takereciprocity into the construction of motivation mechanism, so as to nurse companyculture of reciprocity and trust, and build friendly job environment.