This research seeks to answer the question, "Do mentorship programs in Chinese university libraries increase faculty members' job satisfaction?" by examining such programs at both public and private institutions throughout the country. Maintaining a successful institution, attracting and retaining top talent, and producing high-quality academic work all depend on happy staff members in today's ever-changing higher education market. Few studies have examined the feasibility of mentoring programs in academic library settings in China, despite their widespread use as strategic HR tools for increasing employee engagement and career advancement. Managers, library staff, and mentors chosen by random sample all provided valuable background for this qualitative research via topic analysis and semi-structured interviews. Through approaches including career counselling, skill development, and emotional support, mentoring that is both personal and professional—characterized by trust, clearly stated objectives, and institutional support—raises people's levels of job satisfaction. In regions with little resources, however, problems including poor mentoring, uneven program execution, and institutional restrictions stood out the most. A widening chasm separated public and private sector companies, each with its own unique culture, methods of mentoring, and availability of resources. In addition to shedding light on the topic's paucity of literature in Chinese academic libraries, the research stresses the need of tailored mentoring strategies backed by solid evidence in order to boost employee happiness. The study emphasises the importance of educational institutions supporting mentoring programs and continued professional advancement