Determinants of Mentoring in the Context of Human Capital Development. Modeling the Effectiveness of the Mentoring Processes in Business Tourism Organization
Abstract
The aim of the study was to examine the determinants of the mentoring processes from the perspective of HR managers from companies in different branch of the tourism industry and the impact of these conditions on the effects of mentoring related to human capital development. The characteristics of mentoring’ determinants were singled out in order to build a model of mentoring effectiveness which could be applied for increase the quality of HR in tourism activities. A group of four hypotheses were formulated on the basis of the identified cognitive gaps. A qualitative study was conducted with the use of triangulation procedure. The study indicates that the organizational, motivational, and relational determinants as well as the determinants related to HRM have a significant impact on the level of the effects of mentoring related to employee development in companies. The statistically significant interactions were obtained between the number of meetings per edition within the mentoring process and the level of institutional and relational determinants, and between the length of mentoring used in the company and the level of determinants related to human resource management and motivational determinants.
References
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[32] Higgins, M.C., and Kram, K.E. 2001. Reconceptualizing mentoring at work: a developmental network perspective. Academy of Management Review, 26(2): 264-288. DOI:https://doi.org/10.5465/amr.2001.4378023
[33] Jones, J. 2012. An analysis of learning outcomes within formal mentoring relationships. International Journal of Evidence Based Coaching and Mentoring, 10(1): 57-73.
[34] Jurigová, Z., Tučková, Z., and Solenes, O. 2017. The impact of chosen economic indicators on tourism sustainability: case study of the Czech Republic and Norway. Journal of Security and Sustainability Issues, 7(1): 113. DOI: http://dx.doi.org/10.9770/jssi.2016.7.1(9)
[35] Jyoti, J., and Rani, A. 2019. Role of burnout and mentoring between high performance work system and intention to leave: Moderated mediation model. Journal of Business Research, 98: 166-176. DOI:10.1016/j.jbusres.2018.12.068
[36] Jyoti, J., and Sharma, P. 2015. Impact of mentoring functions on career development: Moderating role of mentoring culture and mentoring structure. Global Business Review, 16(4): 700-718. DOI:10.1177/0972150915581110
[37] Karallis, T., and Sandelands, E. 2009. Making mentoring stick: a case study. Education + Training, 51(3): 203-209. DOI: https://doi.org/10.1108/00400910910960731
[38] Kim, S. S., Im, J., and Hwang, J. 2015. The effects of mentoring on role stress, job attitude, and turnover intention in the hotel industry. International Journal of Hospitality Management, 48: 68-82. DOI:https://doi.org/10.1016/j.ijhm.2015.04.006
[39] Kochan, F. 2013. Analyzing the relationships between culture and mentoring. Mentoring and Tutoring: Partnership in Learning, 21(4): 412-430. DOI: https://doi.org/10.1080/13611267.2013.855862
[40] Kram, K.E. 1985. Mentoring at Work: Developmental Relationships in Organizational Life, Scott Foresman, Glenview, IL. ISBN-13: 978-0819167552.
[41] Lakind, D., Atkins, M., and Eddy, J.M. 2015. Youth mentoring relationships in context: mentor perceptions of youth, environment, and the mentor role. Children and Youth Services Review, 53: 52-60. DOI:10.1016/j.childyouth.2015.03.007
[42] Laukhuf, R.L., and Malone, T.A. 2015. Women entrepreneurs need mentors. International Journal of Evidence Based Coaching and Mentoring, 13(1): 70-86.
[43] Lopes, J. M., Oliveira, M., Lopes, J., and Zaman, U. 2021. Networks, innovation and knowledge transfer in tourism industry: An empirical study of SMEs in Portugal. Social Sciences, 10(5): 159. DOI:https://doi.org/10.3390/ socsci10050159
[44] Megginson, D., et al. 2008. Mentoring w działaniu, [Mentoring in Action], Dom Wydawniczy REBIS, Poznań. ISBN: 978-83-7301-731-3
[45] Merrick, L. 2017. Design of Effective Mentoring Programs. In D.A. Clutterbuck, F.K. Kochan, L.G. Lunsford, N. Dominguez, J. Haddock-Millar (Eds.), The SAGE handbook of mentoring, SAGE, Los Angeles, CA, 185-201. ISBN: 978-1-5264-1912-5
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[47] Mitchell, M.E., Eby, L.T., and Ragins, B.R. 2015. My mentor, myself: Antecedents and outcomes of perceived similarity in mentoring relationships. Journal of Vocational Behavior, 89: 1–9. DOI:http://dx.doi.org/10.1016/ j.jvb.2015.04.008
[48] Motshegwa, N. 2017. Knowledge retention strategies employed by Botswana's tourism and hospitality industry: The case of Gaborone. Tourism Management Perspectives, 24, 107-110. DOI:https://doi.org/10.1016/j. tmp.2017.07.022
[49] Murphy, E., and Lewes, J. 2017. Measuring the Effectiveness of Mentoring Programmes. In D.A. Clutterbuck, F.K. Kochan, L.G. Lunsford, N. Dominguez, J. Haddock-Millar (Eds.), The SAGE handbook of mentoring, SAGE, Los Angeles, CA, 227-245. ISBN-13: 978-1412962537
[50] Pieper, S.K. 2004. The mentoring cycle: A six-phase process for success. Healthcare Executive, 19: 6.
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Published
2022-12-31
How to Cite
BARAN, Małgorzata.
Determinants of Mentoring in the Context of Human Capital Development. Modeling the Effectiveness of the Mentoring Processes in Business Tourism Organization.
Journal of Environmental Management and Tourism, [S.l.], v. 13, n. 8, p. 2190 - 2205, dec. 2022.
ISSN 2068-7729.
Available at: <https://journals.aserspublishing.eu/jemt/article/view/7497>. Date accessed: 23 nov. 2024.
doi: https://doi.org/10.14505/jemt.13.8(64).11.
Section
Article
Copyright© 2024 The Author(s). Published by ASERS Publishing 2024. This is an open access article distributed under the terms of CC-BY 4.0 license.