Abstract:

As an effective approach for employees' socialization and career development, mentoring has been widely used in various organizations. However, both outcomes and behaviors of mentoring are influenced by the changes from employee work needs and work style in organizations respectively. On the one hand, the previous mentoring research pay much attention to career outcomes of employees; On the other hand, the majority of mentoring research has only considered the dyadic mentor-protégé relationship and overlooks group-level mentoring. According to previous research, we firstly proposes a new concept named multiple-level mentoring behaviors, including providing group-level mentoring for all protégés and individual-level mentoring for one protégé. Moreover, this research examines the mediating role of self-efficacy and group identification in the relationships between multiple-level mentoring and protégés outcomes. And finally develops a cross-level modeling by examining the interaction of different level of mentoring on protégés outcomes. The present research will not only fill in the gaps in the mentoring outcomes (limited to career outcomes) and mentoring behaviors (neglecting group-level mentoring), but also give valuable implications for mentoring practice.

Key words: Individual-level mentoring, group-level mentoring, mentoring differentiation, non-career outcomes, group identification