The Effect of Mentoring Functions in Foodservice Company on Organizational Commitment - Focused on Mediating Effect of Trust toward Supervisor -

외식기업의 멘토링 기능이 조직몰입에 미치는 영향 - 상사신뢰의 매개효과를 중심으로 -

  • Kim, Ji-Eung (Department of Foodservice Management, Shinsung University) ;
  • An, Ho-Ki (Department of Foodservice Management, Baekseok Culture University) ;
  • Lee, Eun-Jun (Department of Hotel Culinary & Catering Management, Chungwoon University)
  • 김지응 (신성대학 호텔조리제빵계열) ;
  • 안호기 (백석문화대학 외식산업학부) ;
  • 이은준 (청운대학교 호텔조리식당경영학과)
  • Published : 2009.12.31


The aim of this study was to better understand the factors of the mentoring function in the foodservice industry that improve the organizational commitment of subordinates, and to asses the roles that trust towards supervisors play in the relationship between the mentoring and organizational commitment. A survey was of subordinates who were conducting the mentoring in foodservice companies (hotels, family restaurants) located in Seoul and Gyeonggi area was conducted from May 1 to May 30, 2008. The questionnaires were distributed to 400 employees in 50 restaurants and, 341 of them were received and a total of 320 were finally analyzed. The results were as follows. First, the effect of mentoring functions on the organizational commitment of subordinates indicated that the career developing function and psychosocial function had a significant positive effect on the emotional commitment and normative commitment (p<.01), and the career developing function, psychosocial function and role modeling function had a significant positive effect on the enduring commitment (p<.01). Second, the mediating roles of supervisory trust in the relationship between mentoring functions and organizational commitment of subordinates indicated that supervisory trust mediated the relationship between the career developing function of the mentoring functions, and enduring commitment and normative commitment in addition, it met the mediating requirements in terms of the relationship between the role modeling function, and the emotional commitment, enduring commitment and normative commitment. Consequently, the high career developing function, psychosocial function and role modeling function in mentoring raised the level of organizational commitment;thus, the mentoring system should used as on of the mentoring functions in the foodservice industry and mentoring functions should be also established.


  1. Allen NJ, Meyer JP. 1990. The measurement and antecedents of affective, normative and continuance commitment to the organization, J. of Occupational Psychology, 63(1):1-18
  2. Aryee S, Chay YW. 1994. An examination of the impact of careeroriented mentoring on work commitment attitudes and career satisfaction among professional and managerial employees, British J. of Management, 5(4):241-249
  3. Baron RM. & Kenny DA. 1986. The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. J. of Personality and Social Psychology. 51(6): 1173-1182
  4. Burke RJ. 1984. Mentoring in organizations, Group and Organization Studies, 13(9):169-174
  5. Conger JA, Kanungo RN. 1987. Towards a behavioral theory of charismatic leadership in organizational settings, Academy of Management Review, 12(4):637-647
  6. Cook J, Wall T. 1980. New work attitude measures of trust, organizational Psychology, 53(1):39-52
  7. Crosby LA, Evans K, Cowles D. 1990. Relationship quality in services selling, an interpersonal influence perspective, J. of Marketing, 54(3):68-81
  8. Dreher GF, Ash RA. 1990. A comparative study of mentoring among men and women in managerial, professional, and technical positions, J. of Applied Psychology, 75(5):539-546
  9. Hunt D, Michael C. 1983. Mentorship, a career training and development tool, Academy of Management Review, 8(3):475-485
  10. Jones GR. 1986. Socialization Tatics, Self-efficacy and newcomer's adjustment to organizations, Academy of Management Journal, 29:262-279
  11. Jung 2004. Study of the effect of mentoring relationship on organizational outcomes in hotel industry. masters degree thesis. Sejong University
  12. Kim JE. 2009. A study on the effect of food service enterprise's mentoring on mutual trust and organization commitment. masters degree thesis. Kyonggi University
  13. Kim TH. & Sin WR. 1999. The relationship between mentoring functions and organizational commitment. J. of Management Research. 13(1):99-121
  14. Klauss R. 1981. Formalized mentor relationships for management and development program in federal government. PAR
  15. Kram KE. 1983. Phases of mentor relationship, Academy of Management J., 26(4):603-625
  16. Lee HR, Lee YM, Ahn YY. 2009. The effect of hotel employee's perceived mentoring function on their career commitment and team commitment. J. of Society of Hospitality Administration, 18(2):1-26
  17. Lee JG. & Kim HY. 1993. The role of mentorship in socializing new employees. Korean Academic Society of Business Administration. 22(2):269-294
  18. Lee JS. 2008. A study on the casual relationship between mentoring and organizational performance of the employees in the commercial sports Center. doctors degree thesis. Dankuk University
  19. Mayer RC, Davis JH. & Schoorman FD. 1995. An integrative model of organizational trust, Academy of Management Review, 20(3):709-734
  20. Mayer RC, Davis JH. 1999. The effect of the performance appraisal system on trust for management, A field quasi-experiment, J. of Applied Psychology, 84(1):123-136
  21. Noe RA. 1988. An investigation of the determinants of successful assigned mentoring relationships, Personnel Psychology, 41:457-479
  22. Park JA. 1996. The factors influencing mentoring and the relationship among mentoring, socialization and performance: Focused on the white-color workers. masters degree thesis. Advanced Institute of Science and Technology
  23. Park SS. 2007. An Effect of Mentoring’s Function on th Subjective Career Success and Career Commitment in the Hoter Industry. doctors degree thesis. Kyonggi University
  24. Russell JEA, Adams DM. 1997. The changing nature of mentoring in organizations, An introduction to the special issue on mentoring in organizations, Journal of Vocational Behavior, 51(1):1-14
  25. Scandura TA. 1992. Mentorship and career mobility, an emperical investigation, J. of Organization Behavior, 13(2):169-174
  26. Wayne SJ, Shore LM, Liden RC. 1997. Perceived organizational support and leader-member exchange, A social exchange perspective, Academy of Management J., 40:82-111
  27. Wayne SJ. Shore LM. & Liden RC. 1997. Perceived organizational support and leader-member exchange, A social exchange perspective, Academy of Management J. 40(1):82-111
  28. Zopiatis A. 2007. Hospitality internships cyprus: A genuine academic experience or a continuing frustration?, International J. of Contemporary Hospitality Management, 19(1):65-77