The following articles directly correspond with the hypothesis: A positive relationship is existent between mentoring of employees and affective organisational commitment.
Article 1:
Payne and Huffman (2005) study hypothesised protégés with supervisor mentors would provide career-related support and achieve the highest level of affective commitment. The IV (Independent Variables) supervisory mentors and the DV (Dependent Variables) employee's affective organisational commitment were measured by 1000 surveys over a two-year period from U.S Army Officers. The surveys were measured using Meyer and Allen's scales contained six items which were responded to with the use of a five-point agreement scale. A positive relationship was found between protégés with supervisory mentors reporting a higher level of affective commitment. Implications of this study showed the limitations of the extent mentoring should be required of supervisors in their job description.
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Article 2:
Richard, Ismail, Bhuian and Taylors (2009) paper was hypothesised a positive relationship between an employee's trust in their supervisor and the level of affective commitment to the organisation. From a collection of 220 surveys …show more content…
A study conducted by Raabe and Terry (2003) showed that through loyalty co-workers may influence employee reactions, sense of equality and can give advice on career and psychosocial functions in the organisation. The use of a questionnaire from a sample of 61 mentees measured the relationships with their mentors (supervisors, formal mentors and best-liked co-worker) to understand their influence on organisational commitment. Their study highlighted mentoring by co-workers appeared to be of great importance and had a positive relationship with organisational
Article 1:
Payne and Huffman (2005) study hypothesised protégés with supervisor mentors would provide career-related support and achieve the highest level of affective commitment. The IV (Independent Variables) supervisory mentors and the DV (Dependent Variables) employee's affective organisational commitment were measured by 1000 surveys over a two-year period from U.S Army Officers. The surveys were measured using Meyer and Allen's scales contained six items which were responded to with the use of a five-point agreement scale. A positive relationship was found between protégés with supervisory mentors reporting a higher level of affective commitment. Implications of this study showed the limitations of the extent mentoring should be required of supervisors in their job description.
___________________________________________________________________________
Article 2:
Richard, Ismail, Bhuian and Taylors (2009) paper was hypothesised a positive relationship between an employee's trust in their supervisor and the level of affective commitment to the organisation. From a collection of 220 surveys …show more content…
A study conducted by Raabe and Terry (2003) showed that through loyalty co-workers may influence employee reactions, sense of equality and can give advice on career and psychosocial functions in the organisation. The use of a questionnaire from a sample of 61 mentees measured the relationships with their mentors (supervisors, formal mentors and best-liked co-worker) to understand their influence on organisational commitment. Their study highlighted mentoring by co-workers appeared to be of great importance and had a positive relationship with organisational