Cross-Lagged Relations Between Mentoring Received From Supervisors and Employee OCBs: Disentangling Causal Direction and Identifying Boundary Conditions

• 成果类型: Article
• 署名作者: Eby, Lillian T.; Butts, Marcus M.; Hoffman, Brian J.; Sauer, Julia B.
• 署名单位: University System of Georgia; University of Georgia; University of Texas System; University of Texas Arlington
• 刊物名称: JOURNAL OF APPLIED PSYCHOLOGY
• ISSN/ISSBN: 0021-9010
• DOI: 10.1037/a0038628
• 发表日期: 2015
• 页码: 1275-1285
• 关键词: mentoring; ORGANIZATIONAL CITIZENSHIP BEHAVIOR; workplace relationships; COWORKER SUPPORT; PERCEIVED ORGANIZATIONAL SUPPORT

摘要

Although mentoring has documented relationships with employee attitudes and outcomes of interest to organizations, neither the causal direction nor boundary conditions of the relationship between mentoring and organizational citizenship behaviors (OCBs) has been fully explored. On the basis of Social Learning Theory (SLT; Bandura, 1977, 1986), we predicted that mentoring received by supervisors would causally precede OCBs, rather than employee OCBs resulting in the receipt of more mentoring from supervisors. Results from cross-lagged data collected at 2 points in time from 190 intact supervisor-employee dyads supported our predictions; however, only for OCBs directed at individuals (OCB-Is) and not for OCBs directed at the organization (OCB-Os). Further supporting our theoretical rationale for expecting mentoring to precede OCBs, we found that coworker support operates as a substitute for mentoring in predicting OCB-Is. By contrast, no moderating effects were found for perceived organizational support. The results are discussed in terms of theoretical implications for mentoring and OCB research, as well as practical suggestions for enhancing employee citizenship behaviors.