Facilitating protg well-being through mentorship among Pakistani bankers

The current study seeks to examine how mentoring functions foster the well-being of employees working in the Pakistani financial sector. In line with this, the model explores the indirect path of career self-efficacy through which mentoring enhances employee well-being. The mentoring functions (traditional and relational) were explored as predictors of employee well-being and career self-efficacy. Four dimensions of employee well-being were investigated, including purpose in life, job wellness, work-life balance and physical health. Data (N = 384) were collected through a survey-based questionnaire from staff employed in all twenty-five domestic private and public sector commercial banks, including Islamic banks. The Partial Least Squares Structural Equation Modeling (PLS-SEM) technique was used to analyze the collected data. The findings suggest that mentoring functions not only enhance employee well-being in a direct relationship but also enhance employee well-being via increased career self-efficacy. Additionally, the results suggest that traditional mentoring has a significant and direct impact on employee well-being when compared to relational mentoring. Moreover, in terms of mediation through career self-efficacy, relational mentoring exhibits a stronger influence on employee well-being than traditional mentoring. The present study advances our knowledge of mentoring concepts by investigating both traditional and relational mentoring functions in the Eastern context. The last of the study presented the practical and theoretical implications and recommendations for future studies.