Purpose

The developmental relation of informal mentoring within the organization could aid in tiding over the challenges that arise with change. The purpose is to explore the relationship between informal mentoring within the organization and change supportive behaviour to put forth a framework describing the catalytic and a priori role of informal mentoring within the organization in augmenting change readiness and facilitating change supportive behaviour for a successful organizational change.

Design/methodology/approach

Drawing on the appraisal theory of stress coping, the paper put forward a conceptual framework describing the mechanisms through which informal mentoring within the organization leads to change supportive behaviour among the individuals.

Findings

The conceptual model explains how informal mentoring within the organization develops optimism, resilience, self-efficacy and trust and facilitates change readiness among the individuals, which leads to change supportive behaviours in them. The paper also describes the influence of poor change management history and organizational identity threat on the relations.

Research limitations/implications

The paper explains the underexplored relationship between mentoring and change readiness. It also sheds light on the importance of exploring the micro-foundations of a macro-level phenomenon. Further research should focus on the differential effect of different forms of mentoring on change readiness.

Originality/value

The paper is developed based on the review of extant literature and applying the theoretical lens of appraisal theory of stress coping to the phenomenon. The paper explains the micro-foundation of the phenomenon and describes how informal mentoring would lead to a change supportive behaviour among the individuals.

中文翻译：

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“让我们来做，而不是你做”：指导在促进变革支持行为中的作用

目的

组织内非正式指导的发展关系可以帮助应对变革带来的挑战。目的是探索组织内的非正式指导与变革支持行为之间的关系，以提出一个框架，描述组织内非正式指导在增强变革准备度和促进变革支持行为以实现成功的组织变革方面的催化作用和先验作用。

设计/方法论/途径

借鉴压力应对的评估理论，本文提出了一个概念框架，描述了组织内的非正式指导导致个人支持行为改变的机制。

发现

该概念模型解释了组织内的非正式指导如何培养乐观、韧性、自我效能和信任，并促进个人的变革准备，从而改变他们的支持行为。本文还描述了糟糕的变革管理历史和组织身份威胁对关系的影响。

研究局限性/影响

该论文解释了指导和变革准备之间尚未充分探讨的关系。它还揭示了探索宏观现象的微观基础的重要性。进一步的研究应该关注不同形式的指导对变革准备的不同影响。

原创性/价值

本文是在回顾现有文献并将压力应对评估理论的理论视角应用于这一现象的基础上编写的。该论文解释了这一现象的微观基础，并描述了非正式指导如何导致个人支持行为的改变。