Abstract
Academic of Federal Polytechnics in Nigeria's south-south zone were surveyed to learn how workplace mentorship affected their loyalty to their institution. The research used a survey approach. There were 300 people, of whom were chief lecturers at government Polytechnics in Nigeria's south-south region. Only 280 of the original 300 questionnaires were usable for analysis. Pearson correlation analysis was used to examine the gathered data. The results indicated that there are positive and insignificant relationships between mentoring in the workplace and affective commitment. Second, there are favourable linkages and strong correlations between normative commitment and mentoring in the workplace. Third, there are negative and insignificant associations between mentorship and loyalty over time. Institutional leaders were urged to implement the study's recommendations for strengthening mentorship programs by providing clear criteria for mentors and mentees. Also, administrators should pair up new hires with seasoned professors who can act as mentors in their chosen fields.
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