Le mentorat envers les consultants salariés du secteur du conseil en management: Levier de fidélisation ou source d’opportunités externes ?

Caroline Tillou,, Ahmed Khalil Ben Ayed, Assâad El Akremi () and Christian Vandenberghe
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Caroline Tillou,: HEC Montréal - HEC Montréal
Assâad El Akremi: CRM - Centre de Recherche en Management - UT Capitole - Université Toulouse Capitole - UT - Université de Toulouse - IAE - Institut d'Administration des Entreprises - Toulouse - CNRS - Centre National de la Recherche Scientifique
Christian Vandenberghe: HEC Montréal - HEC Montréal

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Abstract: This study examines the impact of mentoring practices in the management consulting industry in France. Analyses reveal that organizational-based self-esteem partially mediates a positive relationship between mentoring practices and affective commitment while affective commitment mediates a negative relationship between mentoring and consultants' turnover intention. In contrast, mentoring practices and organizational-based self-esteem were unrelated to career commitment, which was also unrelated to turnover intention. We discuss the implications of these results for our understanding of the impact of these practices among knowledge workers.

Keywords: "mentoring"; "commitment"; "organizational- based self-esteem"; "turnover intention"; "knowledge workers"; mentorat; "engagement"; "estime de soi organisationnelle"; "intention de départ"; "travailleurs du savoir" (search for similar items in EconPapers)
Date: 2015-10
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Published in Management international = International management = Gestión internacional, 2015, 20 (1), pp.67-77

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Persistent link: https://EconPapers.repec.org/RePEc:hal:journl:halshs-01263370

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