ntoring Functions to Self-Efficacy and Organizational Commitment

Abstract

Mentoring, one of the human relations intervention program, aims to harness employees skills for professional development. Focusing on the mentees' level of mentoring functions received from their mentors, level of occupational self-efficacy (OSE), and level of organizational commitment (OC), the study examined these among 50 mentees from a local BPO company using three standardized tests - Mentoring Functions Questionnaire (MFQ-9), Occupational Self-Efficacy Short Version, and Three Component Organizational Commitment Questionnaire. It was supplemented by a one-on-one interview with 10 respondents using an open-ended questionnaire. The study determined that the psychosocial support function though high (x̄=4.11) may still be improved in terms of ensuring an accepting and confirming relationship as revealed during the interview. Meanwhile, career support (x̄=4.30) and role modelling (x̄=4.30) are at very high level.  Very high level was found on OSE (x̄=4.47) and OC (x̄=4.74) with normative commitment (x̄=4.86) as the dominant type. A correlation was established between psychosocial support and OSE (p=0.048) attributed to the importance of motivation, counseling, coaching, and friendship. No statistical significant correlation was established between mentoring functions and OC (p=0.88). Age may have been a factor as majority of the respondents are millennials who are known to have a stronger concept of task commitment instead. A proposed strategic response roadmap for learning and development plan focuses on enhancing the accepting and confirming aspect of psychosocial support through building a support system. This includes capacity building for mentors and establishing mentors and mentees' circle.