The correlation between the mentoring practices helping the onboarding process and the workers’ commitment

Abstract

THE AIMS OF THE PAPER

This paper is to outline what kind of correlations may be revealed between the dimensions of the workers’ commitment and the mentoring practices used during the onboarding process. The article presents the relationships system between the various mentoring solutions (multiple, traditional, one-person, in some cases group based ---or equal ones) and the continuous, normative and affective aspects of commitment.

METHODOLOGY

The authors present mentoring practices with the help of some case studies. It is important to note here that the actual cases presented merely model the correlation between the mentoring practices and the dimensions of commitment. To prove the validity of this correlation, further, quantitative studies need to be carried out.  

MOST IMPORTANT RESULTS

According to our results, the continuous commitment is supported by multiple mentoring (as interpreted on the basis of the high rate of losses). In this case, the organizational integration helps the workers’ professional development and their identification with the company culture. The normative commitment, which is based on one’s moral conviction, is helped by the traditional, formal and one-person mentoring. In this case, the learning process is slower but more professional. On the other hand, the leaders’ care can be seen in the well-considered and multi-phased delivery of the knowledge and practices. This process takes time and can strengthen one’s feeling of being obliged to the organization and the desire for moral renumeration. The mentoring practice which sometimes becomes group-based and equal helps most to achieve a high level of affective commitment. In this kind of practice, the support of socio-psychology overwrites the professional aspects

RECOMMENDATIONS

In the present environment of labour shortage, increasing the workers’ commitment is especially important for the HR and the management. Due to the high rate of fluctuation, it is very important to found the workers’ commitment in the initial period of their employment.  The studies processed point out that some commitment variables can be improved with specific mentoring practices.