Abstract
By integrating person-environment fit theory and uncertainty reduction theory, this study investigates the mediating effects of person-organization fit and person-job fit on the relationship between formal mentoring and newcomer's intention to leave. Moreover, this study investigates the moderating role of uncertainty avoidance orientation on the relationships between formal mentoring and two types of fits. This study enhances our knowledge of why and how formal mentoring reduces newcomer's intention to leave. It also contributed to the mentoring and socialization literature by testing the role of uncertainty avoidance orientation as the boundary condition. Limitations and future research suggestions have been discussed at the end of this study.
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