Resumen de Buffering effect of psychosocial mentoring on the relationship between career mentoring and employee turnover intentions through attitude toward leaving

Sajid Haider, Carmen de Pablos Heredero

• Purpose:This study seeks to examine distinct effects of career and psychosocial mentoring onemployee turnover intentions in a moderated mediation model. Specifically, the purpose is to examinethe mediating role of attitude toward leaving in the relationship between career mentoring and turnoverintentions, and the moderating/buffering effect of psychosocial mentoring on the abovementionedmediating process. Design/methodology/approach:Hypotheses have been tested deductively by using cross-sectionaldata from 352 bank employees. Analyses have been performed by applying partial least squaresstructural equation modeling (PLS-SEM).Findings:The findings suggest that attitude toward leaving mediates the career mentoring-turnoverintentions relationship, and psychosocial mentoring moderates this mediating effect.Research limitations/implications:This study integrates theory of planned behavior (TPB) andEight Forces Framework of voluntary turnover, and extends organizational literature by unfoldinghow psychosocial mentoring buffers the mediating effect of attitude toward leaving on careermentoring-turnover intentions relationship. Study limitations are about cross-sectional nature of dataand external validity of results. Practical Implications:This study’s contribution to practice is that organizations providing careermentoring to their employees should consider also the provision of psychosocial mentoring to avoidemployee turnover intentions. Originality/value:This study adds value to organizational literature by examining a previously untestedbuffering effect of psychosocial mentoring on the mediating process between career mentoring andturnover intentions.