“水土不服”的导师制:人际信任和组织控制对导师帮助行为的协同影响机制

Why Mentoring Is Not Acclimatized:Research on the Influence Mechanism of Synergy Impact of Interpersonal Trust and Organizational System Control on Tutors’ Help Behavior

将西方"导师制"引入中国管理实践过程中,一方面减少了员工的流失、提升了员工的绩效,另一方面遭遇了"水土不服"的问题。为厘清"水土不服"问题背后的机理以及解决对策,对收集的395样本进行分析,得到以下结论:①人际信任对导师帮助意向存在差异性影响关系;认知信任与帮助意向呈倒U型关系;情感信任与帮助意向具有正相关关系。②控制机制调节人际信任和帮助意向的关系;制度控制调节认知信任和帮助意向间的倒U型关系;制度控制二次调节情感信任和帮助意向间的关系;文化控制调节认知信任和帮助意向间的倒U型关系;文化控制负向调节情感信任和帮助意向间的关系。③徒弟反馈寻求行为正向调节帮助意向和帮助行为的关系。以上结论揭示了导师制水土不服的根源,为更好地实践导师制提供了理论依据。

The introduction of the mentoring into the Chinese management practice,on the one hand moderates the loss of new employees and improves their performance,on the other hand faces the problem that mentoring is not acclimatized.In order to clarify the mechanism and countermeasures of the problem,we collect and analyze 395 samples.To conclude,firstly,there exist diverse influencing relationships between interpersonal trust and tutor’s help intention.There is an inverted u-shaped relationship between cognitive trust and help intention,and there is a positive correlation between emotional trust and help intention.Secondly,the control mechanism influences the relationship between interpersonal trust and help intention:institutional control influences the inverted u-shaped relationship between cognitive trust and help intention,and institutional control influences the relationship between emotional trust and helping intention in a quadratic way.Cultural control influences the inverted u-shaped relationship between cognitive trust and help intention,and cultural control negatively moderates the relationship between emotional trust and help intention.Thirdly,there remains a positive relationship between tutors’help intention and help behavior.The conclusions reveal that the root of the problem is the special trust mechanism in China,and the introduction of control mechanism provides a theoretical basis for better practice of mentoring in management practice.