Drawing upon conservation of resources theory, we examined when mentors' competitive psychological climate (CPC) may have a negative impact on the extent of mentoring support received by protégés. We identified mentors' job insecurity and trait competitiveness as two key moderators. Our hypotheses were tested using time-lagged data collected from 174 ongoing mentoring dyads. The results showed that mentors' CPC was negatively related to the extent of mentoring support protégés reported receiving when mentors' job insecurity was high, but the relationship was not significant when their job insecurity was low. A similar pattern was found for mentors' trait competitiveness as a moderator. As expected, mentors' CPC did not have a main effect on mentoring support received by protégés. We also found that mentorship formality did not affect these moderation effects. Furthermore, supplementary analyses showed that the hypothesized moderation effects on the three different types of mentoring support (i.e., career-related support, psychosocial support, and role modeling) were generally similar to those on overall mentoring received, but they also revealed several interesting differences. Theoretical and practical implications of the findings are discussed.

借鉴资源保护理论，我们研究了导师的竞争心理气候 (CPC) 何时可能对学员获得的指导支持程度产生负面影响。我们将导师的工作不安全感和特质竞争力确定为两个关键调节因素。我们的假设使用从 174 个正在进行的指导二人组收集的时间滞后数据进行了测试。结果表明，当导师的工作不安全感较高时，导师的 CPC 与所报告的导师支持程度呈负相关，但当导师的工作不安全感较低时，这种关系不显着。导师作为主持人的特质竞争力也有类似的模式。正如预期的那样，导师的 CPC 对门徒获得的指导支持没有主要影响。我们还发现，导师形式不会影响这些调节效果。此外，补充分析表明，对三种不同类型的指导支持（即职业相关支持、社会心理支持和角色建模）的假设调节效应与接受的总体指导相似，但它们也揭示了一些有趣的差异. 讨论了研究结果的理论和实践意义。