How Do Mentoring Functions Impact The Creative Behavior

With the acceleration of globalization, China is keeping steady economic growth. More than that, China’s momentum of becoming the world’s economic center is also gradually revealed. More and more multinational enterprises has open their door to China, taking China as a potential investment market, as well as bringing the advanced management practices. Mentoring is generally associated with positive results, its contributions make it more and more popular whether in industry or academic fields. As far as practical meaning’s concern, information age and globalization has already come, increasingly fierce market competition requires organizations to change the management mode. The learning organization and organizational knowledge management can help enterprises to better cope with the dynamic competitive environment, and maintain sustainable competitive advantage. Knowledge innovation is an important factor for enterprises to achieve competitive advantage, only the enterprise staff are willing to share their knowledge, can knowledge be spread within the enterprise, so as to lead creative behavior. However, knowledge management is facing with a challenge, which the accumulation of intangible assets in group is dynamic and unstructured, and subtle process are not easily transformed to a formal training program or capture-able information. The purpose of this article is to analyze the relationship between mentoring functions, knowledge sharing, creative behavior and general self-efficacy. Base on the theoretical and empirical research, an model of how do the mentoring functions affect knowledge sharing to promote the development of creative behavior has established. The study can explain why new staff can quickly grasp the work related content, and are more willing to conduct knowledge sharing in organizations with the help of experienced employees. The study used convenient sampling to collect data, so the sample was collected from the staff in financial fields and the method of sampling was in accordance with formal mentoring type. During the data processing, SPSS18.0were used to test and describe the correlations and relationships between four variables, so as to verify knowledge sharing’s mediating effect and self-efficacy’s moderating effect. The research will make readers better understand the complexity of the internal organizational learning and the action mechanism between each variable.So the results will be helpful to organization’s management practical level. Most undergraduate and graduate students’research model rarely contain mediation variables and moderation variables at the same time. This limitation is also widespread in academia. However, many cases in real life may need to analyze both mediating and moderating effect. This paper put the four variables in a framework to discuss their relationships, which has internally broadened the understanding of the relevant theory. Organizations should be aware of the necessity of mentoring’s establishment, knowledge sharing’ influence and self-efficacy’s cultivation. Only in this way can we find better method to motivate all staff be more active in knowledge sharing within the organization and to create a supportive working environment for innovation behavior, which is crucial of faster responding to the external and internal challenges. But due to researcher’s limited level, this research inevitable exists some shortcomings. So in the future, the samples should be expanded more industries to test results’ generality and accuracy. The principle of mentoring functions is not simple. The further research needs to take gender, age, extraversion, perceived attitude, contact frequency, etc into consideration. And the future research should base on a wider range of organizational support. What’s more, the author can use social support to bring a wide range of information for thesis writing.