• Title/Summary/Keyword: mentoring function

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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 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 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 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 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.

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.

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.

A study of development and validation of mentoring-function scale for college students (대학생을 위한 멘토링 기능 측정도구 개발 및 타당화 연구)

  • Park, Sung-Mi
    • Journal of Fisheries and Marine Sciences Education
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    • v.18 no.1
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    • pp.49-57
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    • 2006
  • The purpose of this study was to develop and validate of mentoring-function scale for college students. This research collected preliminary data from 219 college students' responses for item and scale quality analyses, and collected 289 college students' for item and scale quality analyses. Data were analyzed to obtain item quality, reliability, and validity analysis. The results of this study were as follows; The mentoring-function scale was defined by 4 factors. The 4 factors were 'psycho-soical', 'career-development', 'role-modeling', 'friendship'. Criterion-related validity evidence was obtained from the correlation analysis as the criterion measures.

Effects of Mentoring Function on Career Development and Organizational Effectiveness in Private Security Service Organization (경호경비조직의 멘토링기능이 경력개발 및 조직유효성에 미치는 영향)

  • Yoo, Young-Chang;Kim, Hyo-Joon;Kim, Chan-Sun
    • 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.

The Impact of Mentoring Function and Job Satisfaction and Organizational Commitment in the Hotel Kitchen Employees (호텔 주방 종사자의 멘토링 기능이 업무만족과 조직몰입에 미치는 영향)

  • Park, Young-Su;Ko, Jae-Youn
    • 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.

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