The Effect of Mentoring Function on Employee Engagement: The Mediation Role of Job Satisfaction in the Case of Ethiopian Electric Utility
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Date
2021-07
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A.A.U
Abstract
The objective of the study was to examine the effect of mentoring function on employee
engagement and mediating role of job satisfaction in Ethiopian Electric Utility (Addis
Ababa). The conceptual framework was designed by considering mentoring function as the
independent variable, employee engagement as the dependent variable, and job satisfaction
as mediating variable. To achieve the objective, three research questions and ten hypotheses
were formulated. Causal or Explanatory research design with a quantitative research
approach was applied. To check the reliability and internal consistency of the questionnaire,
Cronbach's alpha was tested. The data were obtained by structured closed-ended
questionnaires consisted of 73 statements with a five-point Likert scale. The data were
collected from a total target population of 3582 permanent employees and a sample of 347
respondents, out of which 322(92.8%) were returned from Ethiopia Electric utility (Addis
Ababa). SPSS was used to examine the data (version 24). multistage sampling technique were
employed First stratified sampling to draw representative from strata and next using
purposive sampling participant are selected based on the research requirement (select
mentored employee) to select the samples and both descriptive and inferential statistics were
used to analyze the data and interpret results. Pearson Correlation and multiple regression
analyses were conducted to investigate the suggested hypothesis and test the direct and
mediated relationships among variables. Mediation analysis test was also carried using
Baron and Kenny‟s (1986) model. The findings indicated that the overall mentoring function
dimensions have a positive and significant relationship with employee engagement with
career support, psychosocial support, and role modeling and the result is consistent with
previous works in mentoring function literature. Additionally, the study found that job
satisfaction partially mediates the relationship between mentoring function and employee
engagement indicating Ethiopian Electric Utility. Based on the research findings and
research conclusions, the Ethiopian Electric Utility should observe the mentoring function
and should check whether the mentoring they have a consistent approach to human resource
development practice are making their employees more engaged or not. The Ethiopian
Electric Utility has to make sure that the career, psychosocial, and role modeling was
practiced so that employee engagement improved.
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Keywords
Mentoring Function, Career, Psychosocial, Role Modelling