Role of formal mentoring in protégés` work-to-family conflict: A double-edged sword

Abstract

Drawing on the job demands-resources (JD-R) model, we investigated how formal mentoring influences protégés` work-to-family conflict (WFC). With a sample of 193 protégés` in ongoing formal mentoring programs, we found that the extent of formal mentoring functions received was associated with protégés` WFC in two ways. On the one hand, the extent of formal mentoring functions received was positively related to job resources, which in turn negatively related to protégés` WFC. On the other hand, the extent of formal mentoring functions received positively predicted job demands (i.e., workload), which subsequently had a positive association with protégés` WFC. Furthermore, protégés` work-family centrality moderated the above dual paths such that the indirect effect of the extent of formal mentoring received on protégés` WFC via job resources was stronger for protégés` who value work more important than family, whereas the indirect effect of the extent of formal mentoring received on protégés` WFC via workload was stronger for protégés` who value family more important than work. Implications for research and managerial practices are discussed. © 2017 Elsevier Inc.