Using self-determination theory among a sample of student employees, the present cross-sectional study (N = 358) examines how mentors’ interpersonal behaviors relate to both motivation at work and motivation for a mentoring relationship and how these two contexts of motivation can differentially relate to mentees’ work outcomes. Results revealed that mentors’ need-supportive interpersonal behaviors were associated with greater autonomous motivation at work and in the mentoring relationship and, in turn, to greater well-being and work engagement, and to lower turnover intentions. In contrast, need-thwarting interpersonal behaviors were associated with greater controlled motivation at work and in the mentoring relationship and, in turn, to lower well-being and work engagement, and to greater turnover intentions. Overall, this study illustrates the impact of the mentor–mentee relationship on motivation for work and for the mentoring relationship and provided support for the contribution of both motivational contexts in the work-related outcomes of employees in the workplace.

使用学生员工样本中的自我决定理论，本横断面研究（N= 358) 检查导师的人际关系行为如何与工作动机和指导关系的动机相关，以及这两种动机背景如何与受训者的工作成果产生不同的关联。结果显示，导师的需要支持的人际关系行为与工作和指导关系中更大的自主动机相关，进而与更大的幸福感和工作投入度以及更低的离职意向相关。相比之下，阻碍需求的人际关系行为与工作和指导关系中更受控制的动机相关，进而会降低幸福感和工作投入度，并导致更高的离职意向。全面的，