An Investigation Of The Mechanism Between Feedback Seeking Behavior And Job Satisfaction Of Prot(?)g(?)

In the era of knowledge economy,the market competition environment is becoming more and more intense.Since the excellent talents are the most important competitive advantage of a company,more and more companies have introduced the mentoring program as an important tool to cultivate talents and retain the talents.Meanwhile,companies are moving towards the learning organizations,and encouraging their employees to take the initiatives for learning and have constant progress.Therefore,more and more importance has been attached to the research of feedback-seeking behaviors;as a proactive behavior,feedback-seeking behaviors are the important resources and measures used by the employees for the self-regulation and adaptation to the organizational environment.However,there have rarely literatures on the research of introducing the protégé's feedback-seeking behaviors into the mentoring,and most focused on the subjective perspective of the mentor.Starting from the mentor's initiative,this paper creatively explores the mechanism of the protégé's feedback-seeking behaviors and job satisfaction in a mentoring program;it also studies the causal relationship between the protégé's feedback-seeking behaviors and the mentor's help.In addition,this paper also considers the mediating effect of the Leader-Member Exchange between the protégé's feedback-seeking behaviors and the job satisfaction.It aims to verify the mediating effects of the mentor's help under the controls of Leader-Member Exchange.On the basis of literature sorting,it proposes a theoretical hypothesis;in order to verify the theoretical models,this paper mainly conducts two empirical researches:Study 1 is a cross-section research and using the collections of online questionnaires,correlation analyses and regression analyses were conducted on 309 employees who took part in the work and six conclusions were derived: first,a remarkable positive correlation exits between the protégé's feedback-seeking behaviors and the mentor's help;second,there was a substantial positive correlation between the mentor's help and protégé's job satisfaction;third,the mentor's help played an mediating role between the feedback-seeking behaviors and protégé's job satisfaction;fourth,there was a substantial positive correlation between the feedback-seeking behaviors and Leader-Member Exchange;fifth,there was a remarkable correlation between the Leader-Member Exchange and protégé's job satisfaction;sixth,Leader-Member Exchange played an mediating role between the feedback-seeking behaviors and protégé's job satisfaction.Study 2 is a follow-up study,which aimed to further verify the causal relationship between the protégé's feedback-seeking behaviors and the mentor' help.In this study,we used a questionnaire survey of mentor-protégé pairing sample from a five-star hotel in Shanghai to avoid the homologous deviation.We collected the samples in two time point with an interval of two months.Finally,we collected 99 valid samples.And the correlation analyses and regression analyses were conducted and the results revealed that: the protégé's feedback-seeking behaviors featured substantial promotion function to the mentor's help.However,the mentor's help exerted insignificant effects on the protégé's feedback-seeking behaviors.Through the above research,this paper provides some suggestion to the corporate practice management.At the same time the companies should pay attention to the protégé's proactive behavior.and create an organizational atmosphere which encourages the protégé to actively seek feedbacks.