Identify drivers and consequences of employee mentoring system (Case study: Headquarters of Ministry of Science, Research and Technology)

The aim of this study is to design model for implementing mentoring system with emphasis on identifying drivers and consequences of establishing mentoring system. The research sample in qualitative section included 14 knowledgeable people in field of higher education management with purposive non-probabilistic method and in quantitative section, 222 experts working in headquarters of the “Ministry of Science, Research and Technology” using Cochran's formula and stratified random method were chosen. The data collection tool in qualitative part was an interview and in quantitative part was a questionnaire. For data analysis in qualitative part, content analysis method and in quantitative part, confirmatory factor analysis have been used. findings of qualitative part of the research indicate identification of dimensions of mentoring system (including basics and principles of mentoring, mentoring process, Mentor and Mentee competencies and mentoring content), drivers of mentoring system implementation (including motivational, cultural, educational and structural drivers) and consequences of mentoring system implementation (including individual and organizational consequences). Findings of quantitative section also indicated a good fit of model according to results of factor analysis. From findings of this study, it can be concluded that management of organization by creating and developing drivers for implementation of mentoring system can take an effective step to increase individual capabilities, improve employee efficiency, interpersonal communication effectiveness and socialization of new employees.