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The Impact of Mentoring Relationships on Innovation Performance of Post-90s Employees: A Dual-Path Model of Cognition and Affect

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  • Miaomiao Li

    (School of Economics and Management, Beijing Information Science and Technology University, Beijing 100092, China
    Beijing Knowledge Management Research Base, Beijing 100092, China)

  • Zehui Jin

    (School of Economics and Management, Beijing Information Science and Technology University, Beijing 100092, China
    Beijing Knowledge Management Research Base, Beijing 100092, China)

  • Ganli Liao

    (School of Economics and Management, Beijing Information Science and Technology University, Beijing 100092, China
    Beijing Knowledge Management Research Base, Beijing 100092, China)

  • Jielin Yin

    (School of Economics and Management, Beijing Information Science and Technology University, Beijing 100092, China
    Beijing Knowledge Management Research Base, Beijing 100092, China)

  • Qichao Zhang

    (School of Economics and Management, Beijing Information Science and Technology University, Beijing 100092, China
    Beijing Knowledge Management Research Base, Beijing 100092, China)

Abstract

(1) Background: In recent years, post-90s employees have emerged as the driving force behind enterprise innovation, presenting unique challenges for innovation management. Their distinct characteristics and attitudes towards work require a thoughtful and adaptable approach from businesses to harness their potential effectively; (2) Methods: through empirical analysis of 518 valid samples in the Chinese context, with SPSS 26.0 and PROCESS V4.1 being used for the analysis, and to test the moderated mediation model; (3) Results: a. Mentoring relationships positively predict innovation performance; b. This relationship is mediated by role stress (cognition) and job vigor (affect); c. Innovative self-efficacy negatively moderates the impact of role stress on innovation performance and positively moderates the impact of job vigor on innovation performance; d. Moreover, innovative self-efficacy significantly moderates the mediating effect of role stress and job vigor, and the moderated mediating model is established; (4) Conclusions: Our findings reveal the “black box” of mentoring relationships in the process of influencing the innovation performance of post-90s employees, an area that has received limited research attention. This study further reveals the boundary effect of innovative self-efficacy.

Suggested Citation

  • Miaomiao Li & Zehui Jin & Ganli Liao & Jielin Yin & Qichao Zhang, 2023. "The Impact of Mentoring Relationships on Innovation Performance of Post-90s Employees: A Dual-Path Model of Cognition and Affect," Sustainability, MDPI, vol. 15(18), pages 1-18, September.
    • Handle: RePEc:gam:jsusta:v:15:y:2023:i:18:p:13580-:d:1237619
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    References listed on IDEAS

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    1. Fan Gu & Yuanyuan Xiao & Fei Xiong, 2021. "Social Network Structure as a Moderator of the Relationship between Psychological Capital and Job Satisfaction: Evidence from China," Complexity, Hindawi, vol. 2021, pages 1-12, November.
    2. Servet Nasifoglu Elidemir & Ali Ozturen & Steven W. Bayighomog, 2020. "Innovative Behaviors, Employee Creativity, and Sustainable Competitive Advantage: A Moderated Mediation," Sustainability, MDPI, vol. 12(8), pages 1-18, April.
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