멘토링 실행이 조직에 미치는 영향 연구: 멘토링 효과인식과 조직문화의 조절된 매개 모델

The purpose of this study was to investigate (1) how a formal mentoring program relates to organizational-level outcomes and (2) what are the contextual factors affecting the relationship between a formal mentoring program and the outcomes. As for the organizational-level outcomes of a formal mentoring program, this study focused on collective organizational commitment and collective turnover (i.e., turnover rate at the organizational level). The data for this study were sourced from the Human Capital Corporate Panel survey conducted by the Korea Research Institute for Vocational Education and Training. In particular, data collected from 159 firms at two different time points over a 3-year period were used. A series of analyses revealed that the perceived effectiveness of mentoring (at time 1) mediated the relationship between the implementation of a formal mentoring program (at time 1) and collective organizational commitment (at time 2). Furthermore, the moderated mediation analysis revealed that human relations culture—with strong emphasis on values such as relationship, respect, participation, openness, and human development—conditionally affected the indirect effect of the implementation of a formal mentoring program (at time 1) on collective organizational commitment (at time 2) via perceived effectiveness of mentoring (at time 1) such that the indirect effect was stronger when the organization had a stronger emphasis on the values associated with human relations culture. On the other hand, the analyses did not support the expected effect of a formal mentoring program on turnover rate.