Mentoring functions and work–related outcomes in the steel manufacturing industry

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.