The objective of the study was to examine the effect of mentoring function on employeernengagement and mediating role of job satisfaction in Ethiopian Electric Utility (AddisrnAbaba). The conceptual framework was designed by considering mentoring function as thernindependent variable, employee engagement as the dependent variable, and job satisfactionrnas mediating variable. To achieve the objective, three research questions and ten hypothesesrnwere formulated. Causal or Explanatory research design with a quantitative researchrnapproach was applied. To check the reliability and internal consistency of the questionnaire,rnCronbach's alpha was tested. The data were obtained by structured closed-endedrnquestionnaires consisted of 73 statements with a five-point Likert scale. The data wererncollected from a total target population of 3582 permanent employees and a sample of 347rnrespondents, out of which 322(92.8%) were returned from Ethiopia Electric utility (AddisrnAbaba). SPSS was used to examine the data (version 24). multistage sampling technique werernemployed First stratified sampling to draw representative from strata and next usingrnpurposive sampling participant are selected based on the research requirement (selectrnmentored employee) to select the samples and both descriptive and inferential statistics werernused to analyze the data and interpret results. Pearson Correlation and multiple regressionrnanalyses were conducted to investigate the suggested hypothesis and test the direct andrnmediated relationships among variables. Mediation analysis test was also carried usingrnBaron and Kennyâ€Ÿs (1986) model. The findings indicated that the overall mentoring functionrndimensions have a positive and significant relationship with employee engagement withrncareer support, psychosocial support, and role modeling and the result is consistent withrnprevious works in mentoring function literature. Additionally, the study found that jobrnsatisfaction partially mediates the relationship between mentoring function and employeernengagement indicating Ethiopian Electric Utility. Based on the research findings andrnresearch conclusions, the Ethiopian Electric Utility should observe the mentoring functionrnand should check whether the mentoring they have a consistent approach to human resourcerndevelopment practice are making their employees more engaged or not. The EthiopianrnElectric Utility has to make sure that the career, psychosocial, and role modeling wasrnpracticed so that employee engagement improved.