Assessing the Influence of Psychosocial and Career Mentoring on Organizational Attractiveness

Abstract

Past research on mentoring in organizational settings has focused on psychosocial and career mentoring functions more senior employees provide to new hires. In this study, we examined whether the perceived quality of psychosocial and career functions of pre-hire mentoring and realistic job previews (RJPs) provided to students through mentoring impact organizational attraction and potential applicants' intentions to pursue or accept jobs at their mentors' organization, and ultimately their acceptance of positions with their mentors' organization. We compared face-to-face mentoring with online mentoring. A field study was conducted (n=194 European graduate students). Findings indicate that the quality of psychosocial mentoring plays a larger role in organizational attraction and intentions to pursue jobs than the perceived level/quality of career mentoring functions, with RJPs functioning as a suppressor variable. Obtaining a job with the mentors' organization was related to career, but not to psychosocial mentoring functions or RJPs.