Abstract
The paper focuses on the role of mentors and mentoring processess in fostering employees' innovative behaviors in the workplace. The purpose of the study was to determine the relationship between the form of mentoring processes and innovative behavior of employees in the organization. A quantitative questionnaire survey was conducted to answer the following research questions: What is the impact of mentoring focused on innovative behavior at work on employees' well-being and commitment to work?; What are the correlations between mentoring focused on idea exploration, idea generation and idea implementation and employees' innovative behavior in the workplace?; What is the impact of face-to-face mentoring and e-mentoring on employees' innovative behavior? The findings refer to an analysis conducted on a survey sample of 527 employees participating in face-to-face mentoring and e-mentoring processes. Participation in mentoring programs dedicated to the development of innovative behavior of employees at work influences employee innovation, both at the stage of idea exploration, idea generation and idea implementation. As the results of the study indicate, mentoring aimed at developing employees' innovative behavior increases their well-being at work and employee work engagement. However, it does not matter the form, in which mentoring process is carried out - whether face-to-face mentoring or online mentoring.
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