Abstract:
The main aim of the study is to determine the relationship between the
variables (mentoring functions, organisation commitment, job
satisfaction, and organisation intentions to quit) and also to determine
the impact of the mentoring functions on work–related outcomes in the
steel industry. The main work–related outcomes of interest are job
satisfaction, organisation commitment and organisation intentions to
quit. A quantitative methodology using survey research was used to
collect the data. A total of 104 employees working in the steel industry
were surveyed using a convenient sample. The findings support
expectations that supportive mentoring functions would negatively be
related to the employees” turnover intentions and positively related to
job satisfaction and organisation commitment. Our results indicated
that the role–modelling mentoring support function has a major impact
on job satisfaction and organisational commitment.
