Examining the Influence of Mentoring on Job Performance in MNEs: Unravelling the Gender Moderation Effect

Abstract

This study identified four possible mediators in the relationships between various mentoring functions and various individual performance dimensions: knowledge and skills, POS, self-efficacy and sense of identity. It also attempts to explain how gender moderates the correlations between mentoring functions and job performance dimensions using social role theory and an informal networking viewpoint. I used an online survey to conduct a quantitative study that incorporated existing scales of mentoring functions and job performance dimensions. I conclude by discussing the study's recommendations for mentorship practises as they apply to MNEs, as well as future research prospects.