The “Ripple Effect”: The Effect of Family-Work Conflict on Mentor-protégé Relationship
基于资源保存理论，研究导师的家庭-工作冲突如何通过削弱指导功能（职业支持、心理支持、角色榜样）降低徒弟的工作绩效和职业满意度，并发现导师的核心自我评价和师徒关系质量会调节这一影响。
Drawing from conservation of resources theory, this research examines how and when mentors’ family – work conflict is related to protégés’ work outcomes (i.e. job performance and career satisfaction). We proposed mentors’ family – work conflict depleted their resources, thus had a negative influence on protégés’ work outcomes. Further, we addressed the mediating role of mentoring functions (i.e. career support, psychosocial support, and role modeling) and the moderating roles of mentors’ core self-evaluation and mentor – protégé relational quality. We tested the hypothesized moderated mediation model using time-lagged data from 162 mentor – protégé dyads in a large Chinese pharmacy chain company. The results demonstrated that (a) mentors’ family – work conflict was negatively associated with protégés’ work outcomes; (b) mentoring functions mediated this relationship; (c) mentors’ core self-evaluation and mentor – protégé relational quality moderated the main effect of mentors’ family – work conflict on mentoring functions and the indirect effect of mentors’ family – work conflict on protégés’ work outcomes via mentoring functions; and (d) the indirect effect was significant when mentors’ core self-evaluation or mentor – protégé relational quality was low. Important implications for management research are discussed.