Abstract
Though considerable research has happened on mentoring, the outcomes of mentoring have been less explored through the lens of positive organisational behaviour. In this paper, a conceptual model has been proposed describing the mediating impact of psychological capital (PsyCap) on the perceived outcomes of mentoring as measured by person-organisation fit and trust in management. This answers the call for further research on interventions that can increase PsyCap among employees. The central proposition is that high quality mentoring leads to increase in trust in management and person-organisation fit (P-O fit) and that this process is mediated through an increase in PsyCap. Hence this framework expands nomological network surrounding mentoring. It is also proposed that the increase inperson-organisation fit will also lead to increase in organisational commitment. Trust in management will moderate the outcome of effective mentoring as measured by career satisfaction is the final proposition. Research on the antecedents of P-O fit is limited and this understanding will further knowledge on the process through which organisations can enhance person-environment fit and trust in management through formal mentoring programs and describe what managers can do to aid and assist the success of such programs.
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