导师指导对“90后”新员工组织幸福感的作用机制研究

Research on the Influencing Mechanism of Mentoring on Employee Well-Being in Organization of Post-90s Newcomers

基于个人-环境匹配理论,利用4个阶段纵向调查得到的224份"90后"新员工样本,研究了导师指导对"90后"新员工组织幸福感的影响机制及边界条件。研究结果表明,导师指导对"90后"新员工的个人-工作匹配感知有着积极影响;"90后"新员工个人-工作匹配感知对其组织幸福感有着积极影响;"90后"新员工个人-工作匹配感知在导师指导与组织幸福感之间发挥中介作用;"90后"新员工政治技能增强了导师指导对其个人-工作匹配感知的正向影响;"90后"新员工政治技能增强了导师指导通过个人-工作匹配感知对其组织幸福感的间接影响,且当"90后"新员工政治技能水平较高时,这一间接作用更强。

Based on person-environment fit theory, this study aimed to examine how and in what circumstance mentoring influence post-90 s newcomers’ well-being in the organization. A four-waved timed-lagged survey in new generation newcomers provided convergent support of this model. Using data of 224 post-90 s newcomers, we found that mentoring was positively related to post-90 s newcomers’ perception of person-job fit and post-90 s newcomers’ perception of person-job fit was positively related to their well-being in the organization. Further, mentoring had a positive indirect influence on post-90 s newcomers’ well-being in the organization through their perception of person-job fit. In addition, moderated mediation analysis revealed political skill augmented mentoring direct effect on person-job fit perception and indirect effect on well-being in the organization.