<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>1576-5962</journal-id>
<journal-title><![CDATA[Revista de Psicología del Trabajo y de las Organizaciones]]></journal-title>
<abbrev-journal-title><![CDATA[Rev. psicol. trab. organ.]]></abbrev-journal-title>
<issn>1576-5962</issn>
<publisher>
<publisher-name><![CDATA[Colegio Oficial de la Psicología de Madrid]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S1576-59622017000100055</article-id>
<article-id pub-id-type="doi">10.1016/j.rpto.2017.01.002</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[Empirical investigation of a moderating and mediating variable in between mentoring and job performance: A structural model]]></article-title>
<article-title xml:lang="es"><![CDATA[La investigación empírica de una variable moderadora y mediadora entre el mentoring y el desempeño laboral: modelo estructural]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Jyoti]]></surname>
<given-names><![CDATA[Jeevan]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Sharma]]></surname>
<given-names><![CDATA[Poonam]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,University Of Jammu  ]]></institution>
<addr-line><![CDATA[Jammu ]]></addr-line>
<country>India</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>00</month>
<year>2017</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>00</month>
<year>2017</year>
</pub-date>
<volume>33</volume>
<numero>1</numero>
<fpage>55</fpage>
<lpage>67</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_arttext&amp;pid=S1576-59622017000100055&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_abstract&amp;pid=S1576-59622017000100055&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_pdf&amp;pid=S1576-59622017000100055&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract This study evaluates the role of self-efficacy between mentoring and its outcomes namely, relationship quality, communication satisfaction, and personal learning. It also examines the mediating role of relationship quality, communication satisfaction, and personal learning between mentoring and job performance. Besides, this moderated mediation relationship is also evaluated. Data has been collected from 276 employees working in banking sector in Jammu &amp; Kashmir (J&amp;K, India). The confirmatory factor analysis has been done for confirming the factor structure and structural equation modelling for testing the hypothesized relations. Results revealed that self-efficacy moderates the relationship between mentoring and personal learning, relationship quality, and communication satisfaction. Further the study revealed that interaction effect of mentoring and self-efficacy on job performance is mediated by personal learning, relationship quality, and communication satisfaction. The data has been collected using a questionnaire at a single point of time. For future research longitudinal study should be conducted.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen El estudio analiza el rol que juega la autoeficacia entre el mentoring y sus resultados, es decir, la calidad de la relación, la satisfacción en la comunicación y el aprendizaje personal. También indaga en el papel mediador de la calidad de la relación, la satisfacción en la comunicación y el aprendizaje personal entre el mentoring y el desempeño laboral. Además, se analiza esta relación de mediación moderada. Se recogieron datos de 276 empleados del sector bancario en Jammu y Kashmir (J&amp;K), India. Se llevó a cabo un análisis factorial confirmatorio con el fin de confirmar la estructura factorial y el modelado de ecuaciones estructurales para probar las relaciones postuladas. Los resultados pusieron de manifiesto que la autoeficacia modera la relación entre mentoring y aprendizaje personal, calidad de la relación y satisfacción en la comunicación. Dichos datos se recogieron mediante cuestionario en un momento puntual. En investigaciones futuras debería llevarse a cabo un estudio longitudinal.]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[Mentoring]]></kwd>
<kwd lng="en"><![CDATA[Self-efficacy]]></kwd>
<kwd lng="en"><![CDATA[Personal learning]]></kwd>
<kwd lng="en"><![CDATA[Relationship quality]]></kwd>
<kwd lng="en"><![CDATA[Communication satisfaction]]></kwd>
<kwd lng="en"><![CDATA[Job performance]]></kwd>
<kwd lng="es"><![CDATA[Mentoring]]></kwd>
<kwd lng="es"><![CDATA[Autoeficacia]]></kwd>
<kwd lng="es"><![CDATA[Aprendizaje personal]]></kwd>
<kwd lng="es"><![CDATA[Calidad de la relación]]></kwd>
<kwd lng="es"><![CDATA[Satisfacción en la comunicación]]></kwd>
<kwd lng="es"><![CDATA[Desempeño laboral]]></kwd>
</kwd-group>
</article-meta>
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