Mentoring in the Management Consulting Industry: A lever for Loyalty-Building or a Source for External Opportunities?
This study examines the impact of mentoring practices in the management consulting industry in France. Analyses reveal that organizational-based self-esteem partially mediates a positive relationship between mentoring practices and affective commitment while affective commitment mediates a negative relationship between mentoring and consultants’ turnover intention. In contrast, mentoring practices and organizational-based self-esteem were unrelated to career commitment, which was also unrelated to turnover intention. We discuss the implications of these results for our understanding of the impact of these practices among knowledge workers.