The intention of this study is to answer the question of whether or not mentorship programs in university libraries throughout China, both public and private, contribute to the level of work satisfaction experienced by faculty members. In the ever-changing environment of higher education, the happiness of staff members is essential to the continued existence of institutions, the retention of employees, and the quality of products produced by scholars. Research on the relevance of mentoring programs to the academic library context in China is lacking, despite the fact that these programs are often considered to be strategic human resource tools owing to their capacity to increase employee engagement and professional growth. This qualitative research project included the participation of managers, library staff, and mentors who were chosen via the process of purposive sampling. These individuals provided significant contextual insights through the use of topic analysis and semi-structured interviews. individuals's levels of work satisfaction may be improved by the use of strategies such as career guidance, skill development, and emotional support. Mentoring that is both professional and personal, characterised by trust, well-defined objectives, and institutional support, helps individuals feel more satisfied with their jobs. However, the most evident hurdles were found in regions with little resources. Due to the widening of the divide between public and private sector businesses, differences in organisational culture, access to resources, and mentorship techniques have evolved. The research contributes to an explanation for why there is a dearth of material on mentoring in Chinese university libraries, as well as highlighting the need of specific mentoring strategies that are fully supported in order to improve employee happiness. According to the findings of the study, educational institutions should prioritise the development of mentoring programs and strive to foster continual professional growth..