This study used a quantitative approach to study the relationship between mentoring and anticipated turnover. 121 employees from four mental health agencies throughout New Jersey completed Mowday, Steers, and Porter's Organizational Commitment Questionnaire, Hinshaw and Atwood's Anticipated Turnover Questionnaire, and a Demographics questionnaire which included questions about mentoring experiences. Results indicated there is a correlation between mentoring experiences and organizational commitment, as well as mentoring experiences and anticipated turnover. There is little in the literature studying these variables and their relationship to each other. Discussion is presented to describe the implications for organizations and recommendations for further research.
|Subjects||Mental health; Management; Organizational behavior|
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