The Impact Of Mentoring On Proactive Behavior Of Post-90s Newcomers

As the pressure on employees to be flexible,innovative and professional grows,so does the need for self-guidance.At the same time,the post-90s employees have gradually stepped onto the stage of the workplace and brought new blood to the organizations.Therefore,scholars increasingly emphasize the importance of giving play to the initiative of newcomers(Mao and Li,2015).Due to the common attention of the practical and theoretical circles,it is of great theoretical and practical value to explore the influencing factors,mechanism and boundary conditions of the newcomers'proactive behavior.Based on social identify theory and Parker et al.(2010)'s model of proactive motivation process,this study selects mentoring as an independent variable to explore the influence of mentoring on newcomers' proactive behavior.Furthermore,in order to clarify the mechanism by which mentoring plays a role in newcomers,proactive behavior,this study introduces organizational identification as a mediator to explore its role in mentoring and newcomers' proactive behavior.In addition,this study also introduces the situational factor of job embeddedness to explore the boundary condition of the role of mentoring on organizational identification,and thus constructs a moderated mediation model,that is,job embeddedness moderates the indirect influence of mentoring on newcomers' proactive behavior through organizational identification.Using literature research method and questionnaire survey method,295 research samples collected by a large IT enterprise in China were investigated vertically through 3 stages and multiple data sources.SPSS21.0,Mplus7.0 and other data statistical analysis software were used to verify the model constructed by this research.The results show that:(1)mentoring has a positive effect on newcomers'proactive behavior,that is,mentoring is conducive to newcomers' proactive behavior;(2)organizational identification has a positive impact on newcomers' proactive behavior,that is,organizational identification is conducive to newcomers' proactive behavior;(3)organizational identification play a mediating role between mentoring and newcomers'proactive behavior,as mentoring to strengthen the emotional and identity of the organization as a newcomer,to promote newcomers' proactive behavior;(4)job embeddedness can enhance the relationship between mentoring and organizational identification,that is,when the level of job embeddedness is high,mentoring has a stronger positive impact on organizational identification;(5)job embeddedness can enhance the indirect influence of mentoring on newcomers' proactive behavior through organizational identification,that is,when newcomers' job embeddedness level is high,mentoring has a stronger indirect effect on their proactive behaviors through organizational identification.This study has important theoretical significance and practical enlightenment.Theoretically,first,this study chooses a more comprehensive and systematic scale of newcomers' proactive behavior,and enriches the antecedent study of newcomers'proactive behavior from the perspective of leadership behavior and expands the research on the consequences of mentoring.Second,this study enriches the mechanism of mentoring affecting newcomers' proactive behavior,and also broadens the role result and application path of organizational identification.Finally,this study lays a foundation for the paper analyzing the effectiveness of mentoring from the perspective of relationship with the organization,and also expands the research on job embeddedness from the perspective of positive leadership behavior and employee emotion.In practice,first,this study has a guiding effect on the policies that should be formulated by the organization.The organization can implement the mentoring system,and also incorporate the number of newcomers under the mentoring into the performance evaluation system,so as to enhance the mentor's emphasis on the mentoring of newcomers.Second,this study has a guiding effect on mentors' behavior.Mentors should recognize the importance of their own mentoring behavior,take the initiative to communicate with newcomers to help them be qualified for the work and build a relationship.At the same time,mentors should take the initiative to improve their mentoring ability,so as to provide more targeted and effective guidance to newcomers.Third,this study has a guiding effect on the emotion and behavior of newcomers.On the one hand,newcomers should actively accept the mentoring of their superiors to enhance their identification with the organization and their proactive behaviors.On the other hand,they should try to improve their skills and build a network of interpersonal relationships,and enhance their fit degree with the organization.