反向师徒关系：中国组织情境下的结构理论与实证检验
Reverse mentoring relationship: A structural theory and empirical examination in the context of Chinese organizations
彭帅 1张剑 1尹奎 1步行2
作者信息
- 1. 北京科技大学经济管理学院
- 2. 广东财经大学人力资源学院
- 折叠
摘要
反向师徒关系作为一种融合代际互动、促进双向学习与相互赋能的新型指导关系, 已较为广泛地存在于工作情境中, 但现有研究尚未系统探讨其概念结构, 也缺乏科学明确的测量工具。本研究立足于数智化时代背景下的中国组织情境, 通过扎根技术与问卷调查, 对工作场所中反向师徒关系的概念内涵、结构维度及其测量工具进行了探索。研究结果表明, 数智化时代下的反向师徒关系由技术支持、心智感染和能力认可三个维度构成; 在此基础上, 本研究开发了包含 15 个题项的测量量表。通过 3 项实证研究, 累计调查 1513 名员工, 对该量表的信度、效度和实际应用效果进行了检验。结果表明, 该量表具有较好的信度和结构效度, 并且数智化时代背景下的反向师徒关系能够提升年长员工的职业效能感与绩效表现, 同时增强年轻员工的组织归属感并降低其离职倾向。研究结论从中国数智化转型情境出发, 对反向师徒关系的概念内涵进行了本土化拓展, 为相关研究提供了有效的测量工具, 并为组织中反向师徒关系的管理实践提供指导建议。
Abstract
A reverse mentoring relationship is a developmental workplace relationship in which younger employees provide guidance and support to older employees. In the digital-intelligence era, older employees still possess valuable work experience, contextual judgment, and tacit knowledge. Still, they may face difficulties in adapting to emerging digital tools and platform-based work systems. Existing research has mainly relied on Western frameworks derived from traditional mentoring, leaving the role reversal, power dynamics, and cultural features of reverse mentoring relationships in Chinese organizations insufficiently specified. This study examined the dimensional structure of the reverse mentoring relationship, developed a measurement scale, and tested its practical effects for older protgs and younger mentors.Three studies were conducted. Study 1 used grounded theory methods based on semi-structured interviews with 15 participants and open-ended questionnaire responses from 13 participants. Through open, axial, selective, and theoretical coding, 890 valid semantic segments were extracted. The coding process showed high inter-coder agreement, with an agreement rate of 87.4% and Cohens kappa = 0.83. Study 2 developed and validated the reverse mentoring relationship scale using three independent samples: 200 participants for exploratory factor analysis, 492 participants for confirmatory factor analysis and measurement invariance testing, and 249 participants for discriminant validity testing. Study 3 adopted a three-wave matched design, including 240 older protgs and their supervisors and 292 younger mentors, to examine the scales practical applicability.Study 1 identified three dimensions of the reverse mentoring relationship in Chinese organizations: technical support, mental inspiration, and competence recognition. Based on these dimensions, a 15-item scale was developed. In Study 2, exploratory factor analysis extracted three factors, explaining 61.69% of the total variance. Confirmatory factor analysis supported the three factor model. The second-order three-factor model also showed acceptable fit, indicating that the reverse mentoring relationship is a multidimensional construct. Measurement invariance tests across gender, age, education, position level, traditional mentoring role, relationship type, and organizational ownership supported the scale's cross-group stability. Discriminant validity analysis showed that the new scale was related to, but distinct from, Chen(2014)s reverse mentoring relationship measure. In Study 3, the reverse mentoring relationship positively predicted older protgs task performance and self-efficacy; self-efficacy further predicted task performance. The reverse mentoring relationship also negatively predicted younger mentors turnover intention, and positively predicted perceived insider status; perceived insider status negatively predicted turnover intention.By integrating Chinese cultural characteristics with the context of digital-intelligence transformation, this study clarified the conceptual connotation and structural dimensions of the reverse mentoring relationship. It developed a measurement tool applicable to Chinese organizational contexts in the digital-intelligence era. It not only provides a contextualized refinement and localized extension of existing Western frameworks but also offers a key methodological foundation for future scholars to examine the effects and mechanisms of the reverse mentoring relationship. In addition, it offers new insights and directions for research on talent development mechanisms and management practices in Chinese organizations.关键词
反向师徒关系/量表开发/技术支持/心智感染/能力认可Key words
Reverse mentoring relationship/scale development/technical support/mental inspiration/competence recognition引用本文复制引用
彭帅,张剑,尹奎,步行.反向师徒关系：中国组织情境下的结构理论与实证检验[EB/OL].(2026-05-17)[2026-06-10].https://chinaxiv.org/abs/202605.00118.学科分类
信息传播、知识传播/科学、科学研究
