Journal Screenshot

International Journal of Academic Research in Accounting, Finance and Management Sciences

Open Access Journal

ISSN: 2225-8329

The Impact of Quality of Mentoring on Mentor’s Work-Family Positive Spillover in the Context of Balochistan’s Universities

Aneela Arshad, Tayyaba Akram, Sadaf Parviz

http://dx.doi.org/10.6007/IJARAFMS/v14-i4/23040

Open access

This research investigated the impact of mentorship quality on a mentor’s work-to-family positive spillover (WFPS) by focusing on the mediating role of Subjective career success (SCS) and the moderating role of perceived organizational support (POS). The hypothesized relationships were tested utilizing a representative convenience sampling of 270 faculty members employed in the universities of Balochistan. Results revealed that the influences of mentorship quality on Subjective career success are stronger for mentors whose SCS is high rather than low. Furthermore, Data analysis has done by using Smart PLS 4 (partial least square) and SPSS (statistical package for the social sciences). The findings suggest that iinformal mentoring has a positive impact on the family life of mentors in educational sectors.

Abiddin, N. Z., & Hassan, A. (2012). A review of effective mentoring practices for mentees development. Journal of Studies in Education, 2(1), 72-89.
Ahmad, M., Muazzam, A., Anjum, A., Visvizi, A., & Nawaz, R. (2020). Linking work-family conflict (WFC) and talent management: Insights from a developing country. Sustainability, 12(7), 2861.
Akram, H., Malik, N. I., Nadeem, M., & Atta, M. (2014). Work-family enrichment as predictors of work outcomes among teachers. Pakistan Journal of Commerce and Social Sciences (PJCSS), 8(3), 733-743.
Al-Hussami, M., Hammad, S., & Alsoleihat, F. (2018). The influence of leadership behavior, organizational commitment, organizational support, subjective career success on organizational readiness for change in healthcare organizations. Leadership in Health Services, 31(4), 354-370.
Eby, L. T., & Allen, T. D. (2002). Further investigation of protégés’ negative mentoring experiences: Patterns and outcomes. Group & Organization Management, 27(4), 456-479.
Edwards, J. R., & Rothbard, N. P. (2000). Mechanisms linking work and family: Clarifying the relationship between work and family constructs. Academy of management review, 25(1), 178-199.
Eisenberger, R., & Stinglhamber, F. (2011). Perceived organizational support: Fostering enthusiastic and productive employees. American Psychological Association.
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of applied psychology, 86(1), 42.
Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507.
Ferguson, S. (2018, March). Ask not what your mentor can do for you…: The role of reciprocal exchange in maintaining student–teacher mentorships. In Sociological Forum (Vol. 33, No. 1, pp. 211-233).
Gaspar-Hillenbrand, M. (2022). Mentorship and Career Outcomes for Women in Information Technology. Robert Morris University.
Gelsomini, E. (2020). Work-family conflict and facilitation profiles of higher education professors: What does influence organizational commitment? (Master's thesis).
Ghosh, R., & Reio Jr, T. G. (2013). Career benefits associated with mentoring for mentors: A meta-analysis. Journal of Vocational Behavior, 83(1), 106-116.
Ghosh, R., Reio Jr, T. G., & Haynes, R. K. (2012). Mentoring and organizational citizenship behavior: Estimating the mediating effects of organization?based self?esteem and affective commitment. Human Resource Development Quarterly, 23(1), 41-63.
Gopalan, N., & Pattusamy, M. (2020). Role of work and family factors in predicting career satisfaction and life success. International journal of environmental research and public health, 17(14), 5096.
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of management review, 10(1), 76-88.
Greenhaus, J. H., & Powell, G. N. (2006). When work and family are allies: A theory of work-family enrichment. Academy of management review, 31(1), 72-92.
Griffith, E. E., & Dasgupta, N. (2018). How the demographic composition of academic science and engineering departments influences workplace culture, faculty experience, and retention risk. Social Sciences, 7(5), 71.
Hair Jr, J. F., Sarstedt, M., Hopkins, L., & Kuppelwieser, V. G. (2014). Partial least squares structural equation modeling (PLS-SEM): An emerging tool in business research. European business review, 26(2), 106-121.
Hair, J. F., & Ringle, C. M. (2011). CM, & Sarstedt, M.(2011). PLS-SEM: Indeed a silver bullet. Journal of Marketing Theory and Practice, 19(2), 139-151.
Hair, J. F., Gabriel, M., & Patel, V. (2014). AMOS covariance-based structural equation modeling (CB-SEM): Guidelines on its application as a marketing research tool. Brazilian Journal of Marketing, 13(2).
Hair, J. F., Ringle, C. M., & Sarstedt, M. (2012). Partial least squares: the better approach to structural equation modeling?. Long range planning, 45(5-6), 312-319.
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European business review, 31(1), 2-24.
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European business review, 31(1), 2-24.
Hanson, G. C., Hammer, L. B., & Colton, C. L. (2006). Development and validation of a multidimensional scale of perceived work-family positive spillover. Journal of occupational health psychology, 11(3), 249.
Shanock, L. R., & Eisenberger, R. (2006). When supervisors feel supported: relationships with subordinates' perceived supervisor support, perceived organizational support, and performance. Journal of Applied psychology, 91(3), 689.
Hu, Y., Wang, M., Kwan, H. K., & Yi, J. (2021). Mentorship quality and mentors’ work-to-family positive spillover: The mediating role of personal skill development and the moderating role of core self-evaluation. The International Journal of Human Resource Management, 32(9), 1899-1922.
Ingarianti, T. M., Suhariadi, F., Fajrianthi, F., & Kristiana, I. F. (2022). The effect of antecedents of teachers’ subjective career success. International Journal of Environmental Research and Public Health, 19(17), 11121.
Ivey, G. W., & Dupré, K. E. (2022). Workplace mentorship: A critical review. Journal of Career Development, 49(3), 714-729.
James, R., & Azungah, T. (2020). Repatriation of academics: organizational support, adjustment and intention to leave. Management Research Review, 43(2), 150-165.
Hair, J. F., Bush, R. P., & Ortinau, D. J. (2003). Marketing research: Within a changing information environment. McGraw-Hill.
Kalliath, P., Kalliath, T., Chan, X. W., & Chan, C. (2019). Linking work–family enrichment to job satisfaction through job well-being and family support: a moderated mediation analysis of social workers across India. The British Journal of Social Work, 49(1), 234-255.
Kamis, A., Saibon, R. A., Yunus, F., Rahim, M. B., Herrera, L. M., & Montenegro, P. (2020). The SmartPLS analyzes approach in validity and reliability of graduate marketability instrument. Social Psychology of Education, 57(8), 987-1001.
Kao, K. Y., Hsu, H. H., Lee, H. T., Cheng, Y. C., Dax, I., & Hsieh, M. W. (2022). Career mentoring and job content plateaus: The roles of perceived organizational support and emotional exhaustion. Journal of Career Development, 49(2), 457-470.
Kim, K. Y., Eisenberger, R., & Baik, K. (2016). Perceived organizational support and affective organizational commitment: Moderating influence of perceived organizational competence. Journal of Organizational Behavior, 37(4), 558-583.
Kim, S., & Las Heras, M. (2012). A qualitative analysis of facilitating conditions for work-family enrichment. In IESE Working paper.
Koekemoer, E., Olckers, C., & Nel, C. (2020). Work–family enrichment, job satisfaction, and work engagement: The mediating role of subjective career success. Australian Journal of Psychology, 72(4), 347-358.
Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of management, 43(6), 1854-1884.
Lankau, M. J., & Scandura, T. A. (2007). Mentoring as a forum for personal learning in organizations. The handbook of mentoring at work: Theory, research, and practice, 95-122.
Lee, Y., & Lee, J. Y. (2019). Mediating effects of the meaningfulness of work between organizational support and subjective career success. International Journal for Educational and Vocational Guidance, 19, 151-172.
Linney, B. J. (1999). Characteristics of good mentors. Physician executive, 25(3).
Liu, D., Liu, J., Kwan, H. K., & Mao, Y. (2009). What can I gain as a mentor? The effect of mentoring on the job performance and social status of mentors in China. Journal of Occupational and Organizational Psychology, 82(4), 871-895.
Mao, Y., Kwan, H. K., Chiu, R. K., & Zhang, X. (2016). The impact of mentorship quality on mentors’ personal learning and work–family interface. Asia Pacific Journal of Human Resources, 54(1), 79-97.
Newman, A., Thanacoody, R., & Hui, W. (2011). The effects of perceived organizational support, perceived supervisor support and intra?organizational network resources on turnover intentions: A study of Chinese employees in multinational enterprises. Personnel Review, 41(1), 56-72.
Owens, J., Kottwitz, C., Tiedt, J., & Ramirez, J. (2018). Strategies to attain faculty work-life balance. Building Healthy Academic Communities Journal, 2(2), 58-73.
Ragins, B. R., Cotton, J. L., & Miller, J. S. (2000). Marginal mentoring: The effects of type of mentor, quality of relationship, and program design on work and career attitudes. Academy of management journal, 43(6), 1177-1194.
Riaz, H., Jabeen, N., Salman, Y., Ansari, N., & Moazzam, A. (2017). A study of higher education reforms in Pakistan: Key reforms and drivers. Journal of the Research Society of Pakistan, 54(2).
Tilak, J. B. (2015). Higher education in South Asia: Crisis and challenges. Social Scientist, 43(1/2), 43-59.
Weijden, I., Belder, R., Van Arensbergen, P., & Van Den Besselaar, P. (2015). How do young tenured professors benefit from a mentor? Effects on management, motivation and performance. Higher Education, 69, 275-287.

Arshad, A., Akram, T., & Perveez, S. (2024). The Impact of Quality of Mentoring on Mentor’s Work-Family Positive Spillover in the Context of Balochistan’s Universities. International Journal of Academic Research in Accounting, Finance and Management Sciences, 14(4), 194–213.