• 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.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.18 no.5
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• pp.45-61
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• 2023

The start-up rate is increasing due to the government's start-up support policy, but it is true that the continuous survival rate and growth rate of companies are lower than that of the start-up rate. As part of increasing the survival and growth rate of startups, the importance of start-up mentoring has been highlighted, and companies selected for the Government's startup support project are increasingly having mentoring opportunities for corporate growth. In order to determine the relationship between start-up mentoring and entrepreneurial alertness as a way to generate management performance, this study examined how start-up mentoring affects entrepreneurial alertness and management performance. In addition, the government's support project was divided into companies with less than three years of start-up and companies with more than three years of experience, which are the criteria for early and leap companies, and analyzed whether each group has a moderating effect. As a result of the analysis, it was found that the mentoring problem-solving function had a significant effect on the ability to evaluate entrepreneurial alertness, and the motivation function of mentoring had a significant effect on all factors of entrepreneurial alertness. In addition, although mentoring functions did not have a moderating effect on entrepreneurial alertness depending on the work history between companies less than 3 years and companies for more than 3 years, there was a difference in factors affecting entrepreneurial alertness between groups with low and high work history. The implications of this study can contribute to the advancement of start-up mentoring programs by studying the impact of mentoring factors on entrepreneurial alertness when providing mentoring to start-up companies selected for the government's start-up support project.

• Culinary science and hospitality research
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• v.17 no.1
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• pp.78-92
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• 2011

This study attempts to investigated the impact of mentoring function and job satisfaction and organizational commitment in the hotel kitchen employees. It is hypothesized that the function of mentoring will influence on the job satisfaction and organizational commitment. Data was collected from 362 in the Seoul, Jejn, Busan and Kyungju hotels. The result showed that all of those 3 sub causes of the mentoring functions was positively relation with job satisfaction; but the organizational commitment, only the role model function had a positive relation. This is the mentoring function, which the role to accomplish the role model function is most important to hotel kitchen employees. Furthermore, the hypothesis for the relation of job satisfaction and organizational commitment was turned down. The result of this study will be hopeful for the hotel industries which gave needs to establish to human resources management.

• The Journal of the Convergence on Culture Technology
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• v.6 no.3
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• pp.117-124
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• 2020

The purpose of this study was to discover the effects that mentoring functions have on a new employee's job satisfaction and turnover intention. The subjects of this study were new employees with less than five years of experience from K company. A regression analysis was performed on the collected data to examine the relationship between different variables. The study showed that out of the three mentoring functions consisting of career development, psycho-social, and role model, only the career development function had any significant effect. When the career development function of mentoring increased, the new employee's job satisfaction also increased while the turnover intention decreased. This data provides a basis for new employee training in the rapidly changing business sectors.

• The Korean Journal of Health Service Management
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• v.12 no.3
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• pp.41-52
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• 2018

Objectives: This study investigated the effect of mentoring function on job motivation and nursing performance through self-efficacy and outcome expectation. Methods: It was conducted with 226 nurses working in the 5 hospitals of B and G cities. The collected data were analyzed using SPSS Windows 18.0 and AMOS 16.0. Results: Mentoring was found to have a direct effect on outcome expectation (${\beta}=0.314$, p < 0.001), and outcome expectation had a direct effect on job motivation (${\beta}=-0.333$, p < 0.001) and nursing performance (${\beta}=0.341$, p < 0.001). Job motivation was found to affect nursing performance (${\beta}=0.268$, p < 0.001). Conclusions: The results of this study suggest that mentoring function plays an important role in improving nursing performance, so it is necessary to develop and apply a mentoring program for nurses.

• Fashion & Textile Research Journal
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• v.14 no.3
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• pp.390-399
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• 2012

The purpose of this study is to find the connectional structure of mentoring perceived by the 2-year college students who are majoring in fashion, and to develop the scale with which the mentoring effect can be measured on the basis of the results. To achieve the purpose, research was conducted through a survey questionnaire. The research was carried out obtaining data from the 2-year college students. Responses from this questionnaire were gathered from 265 students. The questionnaire was made with 31 mentoring scales and removed inadequate 18 questions for statistics analysis. The remaining questionnaires consisting of 13 questions were categorized into three factors. The first factor (5questions) relates to the sensitivity developmental function. The second factor (5questions) pertains to the psychosocial function and the third factor (3questions) was for the fashion career developmental function. The results derived from the analysis of the questionnaire survey are as follows: First, the role model function is not enticing enough for the student to continue role model or professor for future student. The students are more interested into discovering their own capability in fashion by entering a fashion company. Second, the result of this study was confirmed through descriptive statistics, exploratory factor analysis and confirmatory factor analysis. Third, the results of this study can be a guide-line for professors to help student to which is fashion in spite of outside comment and own future career task.

• The Journal of the Korea Contents Association
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• v.11 no.6
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• pp.326-336
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• 2011

The Purpose of this study was to examine effects of mentoring function on career development and organizational effectiveness in private security service organization. Example number used on interpretation finally using purposive sampling method after this study establishes 5 places private security service company's security guard by population in Seoul on March, 2010 is total 227 people. Reliability of questionnaire appeared Cronbach's ${\alpha}$ value more than .667. Conclusions that appears in this study is as following. First, private security service organization's Mentoring function affects in career development. That is, if friendship, patronage, career management, society mind, and role model are mobilized, innovative own development, special capacity development, and information competitive power development are helped. Second, private security service organization's Mentoring function affects in organization effectiveness. If friendship, patronage, career management, society mind, and role model are mobilized, career satisfaction, organization immersion, and job satisfaction increase. On the other hand, change of jobs intention decreases if function of society mind is mobilized. Third, private security service organization's career development affects in organization effectiveness. If reform and special capacity development are helped, career satisfaction, organization immersion, and job satisfaction increase. While change of jobs intention decreases as development of information competition is helped. Fourth, Mentoring function exerts influence of causality on career development and organization effectiveness. That is, Mentoring exerts direct influence on organization effectiveness, but it exerts indirect effect through career development.

• Korean Journal of Occupational Health Nursing
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• v.27 no.1
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• pp.1-12
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• 2018

Purpose: The purpose of this study was to determine the effect of nurses' mentoring functions and job satisfaction on their turnover intention on the basis of Kram's mentoring phases. Methods: The participants were 286 nurses who were working at tertiary or general hospitals. Data were collected through surveys conducted between February 1 and 27, 2017, analyzed using independent t-test, one-way ANOVA, Pearson's correlation coefficient, and hierarchical multiple regression with the IBM SPSS 21.0 program. Results: The mean mentoring functions score was 3.64 out of 5 points. Job satisfaction had statistically significant positive correlation with mentoring function (p<.05), while turnover intention showed statistically significant negative correlation with job satisfaction (p<.001). Job satisfaction was the only statistically significant variable affecting turnover intention in all three phases p<.001). Conclusion: Nursing organizations may reduce nurses' turnover intention by increasing job satisfaction, which can be improved by developing and applying a differentiated mentoring program according to the nurses' mentoring phases.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.12 no.5
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• pp.67-77
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• 2017

The purpose of this study was to develop the entrepreneurial mentoring scale on start-up mentoring situation. In recent years, as the needs for entrepreneurship have grown from domestic to foreign, entrepreneurship education is actively being carried out. The entrepreneurial mentoring is strengthening its weight and contents in entrepreneurship education. However, research on the mentoring function scale designed to reflect the characteristics of entrepreneurial mentoring is rarely performed in Korea. In this study, we conducted a qualitative and quantitative research to achieve the research goal. First, we derive the entrepreneurial mentoring scales through literature review and expert group discussions, and we conducted the empirical analysis to draw conclusions. The results of this study are as follows. In the first step, literature review was conducted. In the second step, four major factors and questionnaires were derived through expert group discussion. In the third step, the doctoral level specialists developed 16 questionnaire items to measure the four factors of entrepreneurial mentoring derived from the second step and verified the content validity and the facial validity in fourth step. As a result of this survey, we conducted questionnaires on founding mentors who belonged to 17 Creation Economic Innovation Centers nationwide (153) and analyzed the problem solving, networking, communication, and motivation formation through exploratory factor analysis. This questionnaire was used to survey the entrepreneurial mentors who belonged to the 17 Center for Creative Economy and Innovation under the Ministry of Science, ICT & Future Planning of South Korea(153). In fifth step, as the results of factor analysis such as EFA and CFA, we could confirm four factors including problem solving, networking, communication, and motivation. The significance of this study is as follows. First, academic significance was the first study of the entrepreneurial mentoring function scale reflecting the characteristics of entrepreneur mentoring as a qualitative and quantitative approach in Korea. Second, it is hoped that practitioners will be able to better measure the mentoring function of entrepreneurial mentors and contribute to improving the quality of future entrepreneurial mentoring programs.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.5
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• pp.115-127
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• 2014

The national Entrepreneurial policy of Start-up assists the young and college students to be raised as entrepreneur in various ways seeking solution for serious unemployment problem. Many young generation start-up a business without prior knowledge and experience in management that end up as a case of failure rather than success. Many young pre-entrepreneur are afraid of Start-up and hesitate or give up before start. Now many Entrepreneurship education contents and Entrepreneurship mentoring programs are being provided for pre-entrepreneur. Especially, Entrepreneurship mentoring programs's importance to ease off these fear and anxiety is recognized and Mentoring program's part and contents are being enhanced in Entrepreneurship education content. In this study, the influence of Entrepreneurship mentoring program to young and brilliant entrepreneur who wants to start a business will be explained. The function of Entrepreneurship mentoring to improvement of entrepreneurial capability will be anaylzed and by using the function of Entrepreneurship mentoring and entrepreneurial capability, the moderating effect of start-up preliminary period and start-up aim period is examined. The results of as regression analysis, the study found out the function of Entrepreneurship mentoring has a positive significant influence with entrepreneurial capability which means technological competence and creativity competence. For the moderating effect of start-up preliminary period and start-up aim period, it is found out that the effect does not have a significant influence on the function of Entrepreneurship mentoring and also technological competence, but on creativity competence, significant influence was found. However, after looking at the moderating effect that is considered to be related to entrepreneurial capability, for the function of mentoring only the effect on start-up preliminary period.