An assessment of mentor’s organizational based self-esteem and proactive personality on employee’s job satisfaction and subjective career success: An empirical investigation of mediating and moderating variable
DOI:
https://doi.org/10.61841/mgy4hg95Keywords:
Mentoring, Personality, OBSE, Employee Job satisfaction, Subjective Career successAbstract
According to “self-consistency” theory (Korman, 1970), an individual has the tendency to consistently
change his attitude, thoughts to maintain his positive impact and views on the given situation. Based on this
theory, we examined a theoretical model, linking the mentor’s proactive personality and his organizational
based self-esteem to employee’s career success and their job satisfaction level. We also explored the mediating
effect of mentoring relation on employee’s outcomes. A cross-sectional study has been conducted among Indian
business organizations (N = 202). Results showed that both personality traits of the mentor (Proactive
personality and organizational based self-esteem) positively predicted employees job satisfaction and career
success with these relationships mediated by mentoring relation. Conversely, when we look into the interaction
effect of these personality traits, we found that the mentor with a high level of proactive personality will
negatively affect the mentoring and OBSE relation and if proactiveness is low, then OBSE and mentoring
relation become stronger. Our study is unique, because only few studies has been conducted to capture the
mediating role of mentoring between personality and outcomes and this study also provides useful insights into
the existing research about the role of a mentor’s personality in mentoring relation.
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