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Autor
Abid Ghulam (National College of Business Administration & Economics, Lahore, Pakistan), Ahmed Saira (University of Engineering & Technology, Pakistan), Fiaz Qazi Tehmina (University of Engineering & Technology, Pakistan), Sarwar Komal
Tytuł
How Managerial Coaching Enables Thriving at Work. A Sequential Mediation
Źródło
Journal of Entrepreneurship, Management and Innovation (JEMI), 2020, vol. 16, nr 2, s. 131-160, rys., tab., bibliogr. s. 150-158
Tytuł własny numeru
Behavioral Determinants of Enterprise Development and Innovation
Słowa kluczowe
Coaching, Motywacje, Mediacje, Poczucie własnej skuteczności
Coaching, Motivation, Mediation, Self-efficacy
Uwagi
Klasyfikacja JEL: D23, O15, Q56
streszcz., summ.
Abstrakt
Stan psychiczny, w którym jednostka doświadcza formy witalności i poczucia uczenia się w pracy, jest znany jako dobrze prosperujący w pracy. Od nowego tysiąclecia badania empiryczne pokazują, że dobrze prosperujący (zrównoważony rozwój pracowników) ma kluczowe znaczenie dla stabilności organizacyjnej. Jednak ten ludzki wymiar zrównoważonego rozwoju jest zaniżony i niewiele wiadomo na temat tego, w jaki sposób indywidualne cechy i kierownicy promują dobrze prosperujących pracowników w pracy. Aby wypełnić tę lukę, to pionierskie badanie bada kontekst pracy i różnice indywidualne w promowaniu dobrze prosperującego miejsca pracy. Interwencyjny mechanizm własnej skuteczności i motywacji prospołecznej między coachingiem menedżerskim a dobrze prosperującym w pracy został zbadany przy użyciu sekwencyjnego podejścia mediacyjnego. Dane zostały przeanalizowane przy użyciu modelu 6 w procesie Hayesa (opartego na ponownym próbkowaniu 1000 ładowań początkowych) z rzeczywistą próbą 221 respondentów. Nasze wyniki wspierają nasz hipotetyczny model. Badanie wykazuje bezpośredni związek między coachingiem menedżerskim a poczuciem własnej skuteczności. Stwierdza się, że poczucie własnej skuteczności jest bezpośrednio związane z motywacją prospołeczną, a tym samym poprawia rozwój pracownika w pracy. Stwierdzono również, że skuteczność i motywacja prospołeczna odgrywają istotną rolę w wyjaśnianiu związku między coachingiem menedżerskim a dobrze prosperującym miejscem pracy. (abstrakt oryginalny)

The psychological state in which an individual experiences a form of vitality and a sense of learning at work is known as thriving at work. Since the new millennium, empirical research is evident that thriving (employees' sustainability) is critical for organizational sustainability. However, this human dimension of sustainability is understudied, and little is known about how individual characteristics and managers promote employee thriving at work. To address the gap, this pioneering study investigates the work context and individual differences in promoting thriving at work. The intervening mechanism of self-efficacy and prosocial motivation in the association between managerial coaching and thriving at work has been examined using a sequential mediation approach. Data has been analyzed using a Hayes' PROCESS Model 6 (based on 1,000 bootstrap resampling) with an actual sample of 221 respondents. Our results provide support for our hypothesized model. The study finds a direct association between managerial coaching and self-efficacy. It is concluded that self-efficacy is directly related to prosocial motivation, hence enhanced employee thriving at work. It is also found that self-efficacy and prosocial motivation play a vital role in explaining the association between managerial coaching and thriving at work. (original abstract)
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Cytowane przez
Pokaż
ISSN
2299-7075
Język
eng
URI / DOI
https://doi.org/10.7341/20201625
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