Resource Gains from Reverse Mentoring: Unpacking Millennial Motivation and Expression in the Workplace

Sofia Chatzi, Eirini Peitzika, Ioannis Panagiotakis

School of Social Sciences,

Hellenic Open University, Patras, Greece

ABSTRACT

This study explores the relationship between reverse mentoring, employee engagement, and word-of-mouth (WOM) behaviors among millennial employees. Grounded in Social Exchange Theory and the Job Demands–Resources (JD-R) model, the research investigates how participation in reverse mentoring influences millennials’ engagement levels and how, in turn, this engagement affects their propensity to communicate positive or negative perceptions of their organization. Data were collected from 122 millennial professionals involved in formal or informal reverse mentoring programs across diverse industries. Using structural equation modeling, the findings indicate that reverse mentoring significantly enhances employee engagement, which subsequently increases positive valence WOM and reduces negative valence WOM. These results suggest that reverse mentoring can foster a stronger sense of value, inclusion, and organizational attachment among millennials—prompting more favorable organizational advocacy and diminishing disengaged or critical messaging. The study underscores the strategic role of reverse mentoring, not only as a developmental tool but also as a mechanism for strengthening organizational reputation.

Keywords: reverse mentoring, employee engagement, word-of-mouth (WOM), millennials, employee development

JEL classification codes: C12, D23, Μ12