Research On The Influence Of Mentoring Relationship On Emploee’s Job Crafting

As the advent of the new age,top-down vertical management is difficult to meet the needs of the rapid growth of organizations.Organizational structure and work design are moving towards decentralization.Employees become the main part involved in job design,which can improve the response ability of the organization and promote talent-post matching.The organization needs to be committed to improving the knowledge and ability of employees,to satisfy the psychological needs of employees,so that employees have the ability and motivation to participate in the job design.The mentoring relationship plays an important role in this process.By establishing mentoring relationships,the mentees’ sense of self-worth and ability can be stimulated,and they can be motivated to participate the work design,and promote personal and organizational development.Previous studies have confirmed the role of mentoring relationship on employees’ proactive behavior,but the role of mentoring relationship on employees’ job crafting as a kind of proactive behavior has yet to be explored.Previous studies have focused on the advantages of the mentoring relationship,but not enough attention to its disadvantages.The mentoring relationship can provide employees with work and psychological resources,on the one hand,it can improve the knowledge and ability of employees,satisfy the psychological needs of employees,and enable employees to make proactive behaviors;On the other hand,the satisfaction of resources may cause psychological dependence on the mentee and inhibit the proactive behavior of employees.Through the review of previous research,according to the self-determination theory and power dependence theory,and explores the mechanism of mentoring relationship on job crafting,corresponding hypotheses are put forward and a theoretical model of the mediation to be regulated is constructed.We collected 403 valid data by questionnaire method.Then statistical analysis software was used for reliability and validity test、correlation test and hypothesis test.The conclusions are as follows:(1)The mentoring relationship has a significant positive impact on job crafting.(2)The psychological empowerment plays a mediating role between mentoring relationship and job crafting.(3)The psychological dependence plays a mediating role between mentoring relationship and job crafting.(4)The relationship between mentoring relationship and psychological empowerment was negatively moderated by error aversion culture,and the relationship between mentoring relationship and psychological dependence was positively moderated by error aversion culture.Based on the research conclusions,this study puts forward corresponding management implications.The organization should establish a formal mentoring relationship through institutionalization and establish a regular assessment supervision and reward and punishment mechanism to ensure the full play of the role of the mentoring relationship,and in this process,attention should be paid to improving the psychological empowerment and reducing the psychological dependence of employees,so as to inhibit the negative effect of the mentoring relationship and strengthen the positive role of the mentoring relationship.In addition,provide a positive organizational culture that provides favorable conditions for the mentoring relationship to function,thereby promoting the job crafting.