The relationship between mentorship and organizational citizenship behavior mediated by organizational commitment : A case study of high-tech industry in Taiwan

• Main Authors: Bing-Pei Chen, 陳秉沛
• Other Authors: Min-Hsun Kuo
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/36428732998730128071

碩士 === 國立中央大學 === 人力資源管理研究所 === 98 === Mentorship is one of the methods of knowledge transfer. From the perspective of many domestic and international scholars, organizational commitment and organizational citizenship behavior can be an outcome of mentoring function, and organizational commitment can be a cause of organizational citizenship behavior. Therefore, between mentoring function and organizational citizenship behavior, organizational commitment can be regarded as a mediator. This study is aimed to understand whether employees’ perception of mentoring function influences their commitment and whether this commitment also influences their organizational citizenship behavior. Moreover, this study was designed to examine if employees’ organizational commitment mediates the positive relationship between mentoring function and organizational citizenship behavior. We collected empirical data from the employees (protégés) in high-tech industry in Taiwan. A total of 600 questionnaires were mailed out. A total of 282 questionnaires were usable and the return rate was 48.67%. After recording and transforming survey data, we conducted statistical analysis, including correlation and regression analysis. Our finding can be summarized as the followings. First, when protégés perceive more mentoring function, they are more likely to have organizational commitment. Second, when protégés increase their organizational commitment, they are more likely to exhibit organizational citizenship behavior. Third, when protégés perceive more mentoring function, they are more likely to exhibit organizational citizenship behavior. Fourth, protégés’ organizational commitment could partially mediate the positive relationship between mentoring function and organizational citizenship behavior. Fifth, the dimension of organizational commitment could fully or partially mediate the positive relationship between the dimension of mentoring function and the dimension of organizational citizenship behavior. The contribution of this study is that we find out formal mentorship can help protégés exhibit organizational commitment and organizational citizenship behavior. Consequently, we suggest organizations establish formal mentorship to help their employees exhibit behaviors that are beneficial to the organization.