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Full-Text Articles in Training and Development
Examining The Predictive Validity Of A Managerial Coaching Scale: A Longitudinal Study, Katherine Stone, Kim Nimon, Andrea D. Ellinger
Examining The Predictive Validity Of A Managerial Coaching Scale: A Longitudinal Study, Katherine Stone, Kim Nimon, Andrea D. Ellinger
Human Resource Development Faculty Publications and Presentations
Managerial coaching remains a widespread and popular organizational development intervention applied across numerous industries to enhance critical workplace outcomes and employee attitudes, yet no studies to date have evaluated the temporal precedence within these relationships. This study sought to assess the predictive validity of the widely used Employee Perceptions of Supervisor/Line Manager Coaching Behavior Measure managerial coaching scale (CBI), employing a longitudinal design and following the testing of the causal hypothesized relationship framework. Three hypotheses were evaluated using three commonly associated variables with managerial coaching (role clarity, job satisfaction, and organization commitment), using longitudinal data collected over two waves from …
Examining The Mediating Effect Of Job Crafting On The Relationship Between Managerial Coaching And Job Engagement In The Skilled Trades, Jennifer H. Duplessis
Examining The Mediating Effect Of Job Crafting On The Relationship Between Managerial Coaching And Job Engagement In The Skilled Trades, Jennifer H. Duplessis
Human Resource Development Theses and Dissertations
Employee engagement continues to gain considerable attention owing to its positive correlation with numerous desired work-related outcomes (Saks, 2019; Shuck et al., 2017). Engagement in one’s job has become of particular interest in industry sectors experiencing shortages, such as the skilled trades (Bilginsoy, 2003). The skilled trades have reportedly been the most difficult segment of the employee market to staff globally year over year (Schwartz, 2015; Wright, 2013).
As organizations wish to improve engagement in one’s job, they have looked to developmental antecedents of engagement (Ellinger, Musgrove, & Ellinger, 2012). Managerial coaching has been supported as having a significant direct …
Examining Managerial Coaching Dyads And The Developmental Learning Outcomes For Managers Serving As Coaches And The Reverse Coaching Behaviors Of Their Subordinate Coachees, Beth Adele
Human Resource Development Theses and Dissertations
Scholars and practitioners have acknowledged that managerial coaching has been linked to positive outcomes for the coachee and organization and have begun to examine the dual developmental outcomes for managerial coaches as well as the concept of reverse managerial coaching. The purpose of this study was to explore how the facilitation of learning (coaching) occurs within manager/employee dyads, such that the behaviors, beliefs, and learning outcomes for the “manager as coach” are identified when exemplary managers are engaged in coaching their respective employees. It also explored the behaviors, beliefs, and learning outcomes of managers’ respective employees, who may have also …
Testing The Measurement Invariance And Latent Mean Differences Of Data From The Employee Perceptions Of Supervisor/Line Manager Coaching Behavior Measure Between Virtual And Traditional Employees From Generation X And Y, Bryn Hammack-Brown
Human Resource Development Theses and Dissertations
Currently, the workforce is comprised of multiple generations, of which Generation X and Y are the largest, working in a variety of arrangements. These include working from home, satellite centers, on the road, collaboration offices, and brick and mortar locations. As information and communication technology advances, more opportunities for individuals to supplement or change their working environments are available. Along with these different modes of work comes occasions and challenges for managers to demonstrate coaching behaviors toward employees who work alongside them on an on-going basis, and simultaneously to those who are removed from the face-to-face interactions and instead rely …
Examining The Mediating Influence Of Occupational Self-Efficacy And Perceived Organizational Support On The Relationship Between Perceived Managerial Coaching Behaviors And Employee Engagement Among Higher Education Enrollment Management Professionals, William S. Carrell
Human Resource Development Theses and Dissertations
The U.S. higher education environment is characterized by significant governmental/regulatory scrutiny, increasing competition, decreasing State funding, and demands for professionals to do more with less. In this environment, managers are increasingly expected to take on functions typically associated with traditional human resource roles, in particular the training, development, and retention of employees, often with limited or no access to formalized training resources.
This study predicted that a relationship exists between the perceived managerial coaching behaviors enacted by a direct supervisor and employee engagement among manager-level employees in strategic enrollment management divisions within higher education institutions. The hypotheses predicted this relationship …