Rok wydania: 2023
Numer czasopisma: 4
Słowa kluczowe: e-mentoring,mentoring bezpośredni, innowacyjne zachowania pracowników, innowacje
Strony: 351-359
Język publikacji: Angielski
Mentoring jako narzędzie wspierające innowacyjne zachowania pracowników w pracy
Małgorzata Baran, David Clutterbuck
Abstrakt
Artykuł koncentruje się na roli mentorów i procesów mentoringu we wspieraniu innowacyjnych zachowań pracowników w miejscu pracy. Celem badania było określenie związku między formą procesów mentoringu a innowacyjnymi zachowaniami pracowników w organizacji. Przeprowadzono badanie ilościowe, aby odpowiedzieć na następujące pytania badawcze: Jaki jest wpływ mentoringu skoncentrowanego na innowacyjnych zachowaniach w miejscu pracy na samopoczucie i zaangażowanie pracowników w pracę?; Jakie są korelacje pomiędzy mentoringiem skoncentrowanym na eksploracji pomysłów, generowaniu pomysłów i wdrażaniu pomysłów a innowacyjnymi zachowaniami pracowników w miejscu pracy?; Jaki jest wpływ mentoringu bezpośredniego i e-mentoringu na innowacyjne zachowania pracowników? Wyniki odnoszą się do analizy przeprowadzonej na próbie 527 pracowników uczestniczących w procesach mentoringu bezpośredniego i e-mentoringu. Uczestnictwo w programach mentoringowych dedykowanych rozwojowi zachowań innowacyjnych pracowników w miejscu pracy wpływa na innowacyjność pracowników, zarówno na etapie eksploracji pomysłów, ich generowania, jak i wdrażania. Jak wskazują wyniki badania, mentoring ukierunkowany na rozwój zachowań innowacyjnych pracowników zwiększa ich dobrostan w pracy oraz zaangażowanie w pracę. Nie ma przy tym znaczenia forma, w jakiej prowadzony jest proces mentoringu - czy jest to mentoring twarzą w twarz, czy mentoring online.
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