• Title/Summary/Keyword: mentoring function

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The Influence of the Mentoring Function and Mentor Trust on the Intention to Reparticipate in the Mentoring Program: Focused on University Students in Fashion Related Departments (멘토링 기능과 멘토 신뢰가 멘토링 프로그램 재참여의도에 미치는 영향: 패션관련학과 대학생을 중심으로)

  • Park, Hyun Hee
    • Journal of the Korean Home Economics Association
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    • v.50 no.6
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    • pp.77-87
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    • 2012
  • The purpose of this study is to investigate the influence of the mentoring function and mentor trust on the intention to reparticipate in the mentoring program, focusing on university students in fashion related departments. To achieve the purpose, research was conducted through a survey questionnaire. The questionnaire data from 223 university students in fashion related departments who experienced mentoring programs were analyzed. SPSS 18.0 and AMOS 7.0 statistical packages were used to investigate a structural model and test research hypotheses. The results derived from the analysis of the questionnaire survey were summarized as follows. First, the result showed that the mentoring function was composed of three factors: a sensitivity developmental function, psychosocial function, and fashion career developmental function. Second, the sensitivity developmental function, psychosocial function, and fashion career developmental function positively affected mentor trust. Third, the sensitivity developmental function positively affected the intention to reparticipate in the mentoring program, while the psychosocial function and fashion career developmental function did not influence the intention to reparticipate in the mentoring program. Fourth, mentor trust positively influenced the intention to reparticipate in the mentoring program. The results of the current study would be useful for the professor and university administrator who would like to establish a mentoring program in a fashion related department, by exploring the relation of mentoring function, mentor trust and the intention to reparticipate in the mentoring program.

Influence of Mentoring Type and Mentoring Function on the Organizational Commitment among the Security Organization (시큐리티조직의 멘토링유형과 멘토링기능이 조직몰입에 미치는 영향)

  • Kim, Chan-Sun
    • Convergence Security Journal
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    • v.11 no.5
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    • pp.21-29
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    • 2011
  • This study is to investigate how security organizational mentoring type and mentoring function affects organizatio nal commitment. This study had selected security from 5 different security organizations of 2010 which are located i n capital area. Using judgment sampling method, 198 security were drawn for the final study. The survey used in th is study is composed of 37 questions. To practice frequency analysis, factorial analysis, reliability analysis and regre ssion, a program called SPSSWIN 18.0 was used. The value of Cronbach's ${\alpha}$, which shows the reliability of the stud y, appeared to be over .622. The result is: First, security organizational mentoring type affects mentoring function. T hat is, when a systematic mentoring is activated, friendship protecting function, career managing function and sociopsychological function are promoted. Second, security organizational mentoring type affects organizational commitmen t. That is, when a systematic mentoring is activated, organizational commitment is promoted. Third, security organiz ational mentoring function affects organizational commitment. That is, increased friendship protecting function, career managing function, socio-psychological function and role model function results in increased organizational commitment.

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;An, Ho-Ki;Lee, Eun-Jun
    • Journal of the Korean Society of Food Culture
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    • v.24 no.6
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    • pp.739-748
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    • 2009
  • 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.

The Perceived Effects of Mentoring on the Mentee's Organizational Socialization - Among the Fashion Merchandisers and Designers - (멘토링이 멘티의 조직사회화에 미치는 영향 - 패션 머천다이저와 디자이너를 중심으로 -)

  • Kim Min-Sun;Shin Yong-Joo
    • Journal of the Korean Home Economics Association
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    • v.43 no.3
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    • pp.75-89
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    • 2005
  • The purpose of this study was to examine the effects of the mentoring function and its levels as perceived by the fashion merchandisers and designers in the fashion industry who are playing major roles in providing organizational socialization for mentees. A survey questionnaire was developed and conducted among 200 fashion merchandisers and designers in Seoul. For data analysis, the SPSS 10.0 program was employed and frequency analysis, factor analysis, reliability analysis, correlation analysis, recurrence analysis, T-test, and ANOVA were used to test the research questions. The results were as follows: (1) Although the overall level of the mentoring function recognized by the fashion merchandisers and designers in the study appeared to be high, there were no significant differences by their demographic attributes. (2) The level of the mentoring function acknowledged by the respondents demonstrated substantial differences according to their perception by the personal attributes and the degree of openness. (3) The level of the mentoring function and organizational socialization perceived by the respondents had a significant correlation. As the level of perceived mentoring function of the respondents increased, it appeared that the degree of their job satisfaction and organizational commitment increased. On the other hand, their role ambiguity and turnover intention decreased.

The Influence of Mentoring Function on Department Adaptation of University Students in a Fashion Related Department -The Moderating Role of Self-efficacy and Mentor Competence- (멘토링 기능이 패션 관련 학과 대학생의 학과적응에 미치는 영향 -자기효능감과 멘토역량의 조절효과-)

  • Park, Hyun Hee;Lee, Seung Min
    • Journal of the Korean Society of Clothing and Textiles
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    • v.36 no.10
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    • pp.1074-1086
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    • 2012
  • This study examines the influence of mentoring function on major adaptation of university students in a fashion related department and identifies the moderating role of self-efficacy and mentor competence on the effectiveness of a fashion mentoring function. Questionnaire data were gathered from 266 university students in a fashion related department with previous experience in a mentoring program. The results showed that the psychosocial function, sensitivity developmental function, and the fashion career developmental function had a positive impact on the department adaptation (adaptation for professor and adaptation for learning). In addition, there were moderating effects of self-efficacy on the influence of the fashion career developmental function on professor adaptation and the moderating effects of mentor competence on the influence of the sensitivity developmental function on professor adaptation. The results of this study provide various guidelines for professors or administrators of fashion related departments who are interested in mentoring systems.

The Effects of Mentee's Characteristics and Value Orientation on Informal Mentoring Function of ROK Military (멘티의 성격특성과 가치성향이 군(軍) 조직의 비공식적 멘토링 기능에 미치는 영향)

  • Lee, Ho Bok;Lee, Kyu-Man
    • Management & Information Systems Review
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    • v.32 no.4
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    • pp.81-101
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    • 2013
  • The purpose of this study was to examine the effects of mental similarity and internal locus of control, which are the characteristics of an organizational member, and individualism and power distance, which are an individual's sense of value, on mentoring function in an informal mentoring relationship of ROK army. For corroborative analysis, the sample was collected from 547 questionnaires, which contain validate data out of 1,000 questionnaires distributed to junior officers working at ROK army's division level unit. The data proved that, First, mental similarity and internal locus of control positively effected upon mentoring function. Second, individualism positively effected upon mentoring function while power distance had a negative effect on it. Thus in an informal mentoring relationship of ROK army, a mentee perceived as he or she gains more support from mentoring function when a mentee recognizes higher mental similarity, individualism, and is in an internal locus of control. On the other hand, a mentee who perceived higher power distance felt as he or she gets less support from mentoring function. Through this investigation, the significance of influential components of mentoring function in a mentoring relationship of ROK army was demonstrated, and these research results could be highly supportive for a future research based on mentoring relationship.

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The Effects of Mentoring Network of Single Mothers with Dependent Children on Mentoring Function and Empowerment (한부모 여성의 멘토링 연결망 특성이 멘토링 기능 및 임파워먼트에 미치는 효과 연구)

  • Lee, In-Sook
    • Korean Journal of Social Welfare
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    • v.61 no.4
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    • pp.61-84
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    • 2009
  • This study is to analyze the nature of mentoring network of single mothers with dependent children and to show the mentoring network effect on mentoring function and empowerment applying social network approach. 439 single mothers with dependent children in Busan and Gyeongsangnam-do have been surveyed about mentoring network properties. The results are 1. The mentoring relationships between single mothers have been shown in various size and relationship characters. The out-degree of Their network is low, the range is narrow, and the tie-strength is weak. 2. When the effect of mentoring network characteristics on mentoring function has been analyzed, in career functions, the range of network and the strength of relationships are represented as significant variables among the mentoring network characteristics, in psychosocial functions, the size of network and the strength of relationships are shown as significant variables, and the inverted-U-shaped relationship according to the size of network has not been revealed. In role modeling function only the size of network is represented as a significant variable. 3. The direct effect of mentoring network of single mothers with dependent children has not been much on empowerment and the career related function among mentoring functions has been revealed as the variable, which affect on empowerment. Based on these results the suggestions and implementations are mentioned in this paper.

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Effect of mentoring function on job satisfaction, organization commitment, and turnover intention in the newly employed dental hygienists (멘토의 기능이 신입 치과위생사의 직무만족, 조직몰입, 이직의도에 미치는 영향)

  • Yun, Hyun-Kyung;Choi, Mi-Sook;Choi, Gyu-Yil
    • Journal of Korean society of Dental Hygiene
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    • v.16 no.1
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    • pp.69-75
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    • 2016
  • Objectives: The objective of this study was to examine the effect of mentoring function on job satisfaction, organization commitment, and turnover intention in the newly employed dental hygienists. Methods: Two hundred and fourteen dental hygienists in Daegu and Gyeongbuk completed a self-reported questionnaire from January to May 2013. The instrument for the questionnaire consisted of mentoring function, mentoring personality, job satisfaction, organizational commitment, and turnover intention. The data were analyzed by frequency analysis, ANOVA, correlation analysis, and multiple regression analysis. Results: The longer duration of the mentoring for the newly employees strengthened job satisfaction and organization commitment. The mentoring function had a positive effect on job satisfaction and organization commitment, and decreased turnover intention. The higher quality of personality overcome the turnover intention. Conclusions: The mentoring is very important to enhance the job satisfaction and organization commitment in the newly employees. Loner duration of work(${\beta}=.268$, p=0.008) explained higher job satisfaction. Higher quality of personality(${\beta}=0.279$, p<0.001) also had higher job satisfaction. The explanation power of the model was 36.5% and the revised model explanation was 35.6%. The effective mentoring is closely related to job satisfaction and organization commitment and it can reduce turnover intention.

The Moderating Effects of Self-directed Learning Ability on the Relationship between Mentoring Function and Career Commitment in Registered Nurses (간호사의 멘토링 기능과 경력 몰입의 관계에 대한 자기주도학습 능력의 조절 효과)

  • Joo, In Seo;Bae, Eul Kyoo;Kim, Dae Young
    • Journal of Korean Public Health Nursing
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    • v.30 no.3
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    • pp.405-419
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    • 2016
  • Purpose: The purpose of this study was to examine the moderating effects of self-directed learning ability on the relationship between mentoring function and career commitment in registered nurses. Methods: A total of 396 registered nurses from 19 hospitals located in Incheon were included in this study. Collected data were analyzed by confirmatory factor analysis, reliability analysis, descriptive statistics analysis, Pearson product moment correlation and hierarchical regression analysis with SPSS and AMOS 18.0 program. Results: The mentoring function and self-directed learning ability showed to have a positive effect on career commitment. Self-directed learning ability showed to have a moderating effect on the relationship between mentoring function and career commitment. Conclusion: To enhance the level of career commitment perceived by registered nurses, hospital organizations need to implement effective mentoring programs and develop self-directed learning ability in nurses.

The Impact of the Mentoring Functions on the Motivation to Adopt Knowledge, the Success of Knowledge Transfer (멘토링 기능이 신입 판매원의 지식채택 동기, 지식이전 성공에 미치는 영향)

  • Lee, In Suk;Choi, Sun Gyu;Ji, Seong Goo
    • Knowledge Management Research
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    • v.11 no.3
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    • pp.13-29
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    • 2010
  • This study aims to investigate the effect of mentoring functions (career development, role modeling, and psychosocial function) on the motivation to adopt knowledge and the success of knowledge transfer in formal mentoring relations. There are considerable empirical investigation into the antecedents and consequences of mentoring, such as organizational commitment, organizational citizenship behavior, job satisfaction, In this paper, based on the relevant literatures, hypotheses are established and empirically tested that are about the effect of mentoring functions on the motivation to adopt knowledge, and the effect of motivation to adopt knowledge on the success of knowledge transfer. Using a sample of 287 service industry employees, the empirical results shows that career development and role modeling functions ware positively related to motivation to adopt knowledge, but psychosocial function was not significantly related. In addition, the motivation to adopt knowledge was positively related to the success of knowledge transfer. Based on these findings, implication and future direction are discussed.

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