The impact of supervisory mentoring on personal learning and career outcomes: The dual moderating effect of self-efficacy

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An Ecological Systems Perspective on Mentoring at Work: A Review and Future Prospects (2011, background): “Recent work, including that on self-structuring as mentoring (Ragins, 2009 ), perceived organizational support as a mediator between mentoring support and affective organizational commitment and job satisfaction (Baranik, Roling, & Eby, 2010 ), and self-efficacy as a dual moderator on the impact o”
Impact of Self Efficacy on Motivation and Performance of Employees (2013, background): “In China, there has been a study on the impact of self-efficacy of 226 employees who were from four different manufacturing firms (Pan et al, 2011).”
Supervisory mentoring and employee affective commitment and turnover: the critical role of contextual factors (2017, background): “role of gender or gender role orientation would contribute to better understand not only when supervisory mentoring is more effective but also among whom (Pan et al., 2011).”
Informal Mentoring at Work: A Review and Suggestions for Future Research (2016, unknown): “Pan et al. (2011) drew on personal learning perspective to explain why supervisory mentoring influences protégés’ job performance and career satisfaction.”