Faculty of Business and Design
Master of Human Resource Management
The Effect of Informal Mentoring in the Public Sector
The purpose of this study is to examine the effects of informal mentoring in the public sector. In this study, we investigated whether the informal mentoring is practiced among the Sarawak civil servants, whether informal mentoring effective in developing Sarawak civil servant and whether it drive the talent management.
The sample is from ten (10) ministries in Sarawak Civil Service that is 138 employees from Grade 41. 83 respondents completed and returned the feedbacks. This study used the quantitative approached using structure questionnaire with 7 point Likert scale. The data was analyses using SPSS version 24. For testing the hypotheses, PLS was used.
The findings showed that the informal mentoring has positive relationship with organizational knowledge sharing and organizational politics. However, the relationship between informal mentoring and organizational culture is not supported.
As concluded, the results supported the theoretical implication of relational mentoring is able to explain that employees involving in informal mentoring have the positive effect on the two dimensions of the organizational politics and organizational knowledge sharing. These findings support the basic motivational factor to engage in informal mentoring influences the relationship between the mentor and mentee. This is also supported by the self-determination theory (SDT), the theory of human motivation (Deci & Ryan 2012) and the social exchange theory with reciprocity as important aspect that co-worker or the informal mentor willing to share the knowledge with the novice (Emerson 1981; Homans 1974).
Author: Halizamina Binti Haji Morshidi
Publication year: 2018
