The Impact of Managerial Coaching Behavior on Employee Work-Related Reactions

Purpose

The purpose of this study was to examine the relationships between perceived managerial coaching behavior and employee work-related outcomes.

Design/Methodology/Approach

Data were collected from 482 employees in a Korean public organization. The collected data were analyzed by structural equation modeling with a two-step approach.

Findings

The hypothesized conceptual model was adequately supported by the sample data. Further investigations suggested managerial coaching, which had a direct impact on employee satisfaction with work and role clarity and an indirect impact on satisfaction with work, career commitment, organization commitment, and job performance.

Implications

Findings provide empirical support to the hypothesized conceptual model of managerial coaching outcomes in organizations. Study findings offer evidence regarding prospective, but unexamined, benefits of managerial coaching. Such knowledge can be also used by practitioners for selecting and developing effective managers and leaders and understanding and managing employee attitudes and behaviors in organizations.

Originality/Value

This article is one of the first studies to provide evidence for the influence of managerial coaching behavior on employee role cognition, work attitudes, and performance. Since there is no commonly acknowledged theory or conceptual model for managerial coaching outcomes, this finding of the current hypothesized model can notably contribute to the research on managerial coaching. Furthermore, to date, no study of managerial coaching in Asian cultural contexts has been identified.     

The role of perfectionism,agreeableness, and neuroticism in predicting dyadic adjustment

Research has suggested that perfectionism, agreeableness, and neuroticism may influence relationship adjustment; however, these personality variables have not been examined in conjunction when considering relationship adjustment. In a sample of 222 university students (95 male, 126 female), the perfectionism dimensions of concern over mistakes and parental criticism were found to be significantly negatively related to dyadic adjustment. Agreeableness and neuroticism were also significantly negatively related to dyadic adjustment, and accounted for significant variance in explaining dyadic adjustment, while perfectionism dimensions did not. The results suggest that while negative aspects of perfectionism, such as concern over mistakes, have an impact on dyadic adjustment, the personality variables of agreeableness and neuroticism have a more salient impact. The implications of these findings for research in interventions for perfectionism and relationship adjustment are discussed.     

Inferences from counterfactual threats and promises

We examine how people understand and reason from counterfactual threats, for example, "if you had hit your sister, I would have grounded you" and counterfactual promises, for example, "if you had tidied your room, I would have given you ice-cream." The first experiment shows that people consider counterfactual threats, but not counterfactual promises, to have the illocutionary force of an inducement. They also make the immediate inference that the action mentioned in the "if" part of the counterfactual threat and promise did not occur. The second experiment shows that people make more negative inferences (modus tollens and denial of the antecedent) than affirmative inferences (modus ponens and affirmation of the consequent) from counterfactual threats and promises, unlike indicative threats and promises. We discuss the implications of the results for theories of the mental representations and cognitive processes that underlie conditional inducements.