An Examination of Mentors’ Interpersonal Behaviors and Mentees’ Motivation, Turnover Intentions, Engagement, and Well-Being

Abstract

Using self-determination theory among a sample of student employees, the present cross-sectional study (N = 358) examines how mentors’ interpersonal behaviors relate to both motivation at work and motivation for a mentoring relationship and how these two contexts of motivation can differentially relate to mentees’ work outcomes. Results revealed that mentors’ need-supportive interpersonal behaviors were associated with greater autonomous motivation at work and in the mentoring relationship and, in turn, to greater well-being and work engagement, and to lower turnover intentions. In contrast, need-thwarting interpersonal behaviors were associated with greater controlled motivation at work and in the mentoring relationship and, in turn, to lower well-being and work engagement, and to greater turnover intentions. Overall, this study illustrates the impact of the mentor–mentee relationship on motivation for work and for the mentoring relationship and provided support for the contribution of both motivational contexts in the work-related outcomes of employees in the workplace.