[논문]The Effect of Management Coaching on Psychological Safety and Job Commitment

Minchul, KANG; Seong-Gon, KIM; Seung-Hyun, HONG

doi:10.13106/jidb.2023.vol14.no2.1

The Effect of Management Coaching on Psychological Safety and Job Commitment 원문보기

Journal of industrial distribution & business = 산경연구논집, v.14 no.2, 2023년, pp.1 - 9

Minchul, KANG (Clinical and Counseling Psychology, Cha University) , Seong-Gon, KIM (Department of Medicine, Cha University) , Seung-Hyun, HONG (Clinical and Counseling Psychology, Cha University)

Abstract ▼ AI-Helper

Purpose: Workers are expected to perform their tasks and explore differences through innovation. Despite managerial coaching growing attention, limited studies offer information on the effects of managerial coaching towards psychological safety and job commitment. There is a limited empirical study examining managerial coaching efficacy. However, practitioners and researchers have emphasized managerial coaching contribution on improvement of subordinates outcomes. This study intend to fill the research gap on literature regarding managerial coaching, job commitment and psychological safety. Research design, data and methodology: The present research has conducted the literature content analysis which is widely used by numerous prior studies that was already proved as a flexible and straightforward methodology. Results: Based on the textual approach in the past and current literature, the results indicated that the managerial coaching effects on workers job commitment and psychological safety which include workers performance and job satisfaction. As a result, the workers are ready to engage their jobs and improve their performance. Conclusions: The current research concluded that the managers must strive to facilitate employees to earn clarity on their responsibilities and goals and feel psychologically empowered. A leader intending to implement managerial coaching must understand their abilities and the consequences of their actions.

주제어

표/그림 (4)

그림 Figure 1: The Purpose of the Research
그림 Figure 2: Two Hypotheses of the Research
표 Table 1: Prior Studies based on the Hypothesis 1
표 Table 2: Prior Studies based on the Hypothesis 2

AI 본문요약
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가설 설정

H1: Management Coaching is positively related to workers' commitment.

성능/효과

Identifying the favorable materials to conclude is rigorous. Another key disadvantage the researcher encountered was that he did not understand how the data collection technique was carried out and how well it was carried out. Consequently, the researcher is frequently ignorant of how critical issues such as respondent misunderstanding or low response to specific survey items impact the findings.
The data could not have been acquired in the proper geographic region or among the precise population the researcher desires to study. Because the researcher did not collect the data, the analysis may be limited, or the question the scholar sought to answer may be altered.
The leader should ensure that the coaching approach facilitates employee learning where they can be delegated tasks and undergo training and development programs. From the findings, it is clear that managerial coaching is linked to employee motivation. In this case, the practitioners will be motivated to complete tasks with the support of their leader.
From the findings, managerial coaching is an approach to retain, develop and motivate workers. The findings imply that managerial coaching is necessary for creating job commitment among practitioners.
The leader needs to establish a culture of psychological safety via management coaching by appreciating and respecting their staff's opinions, even if they differ. Furthermore, when higher-level employees may already have a sense of psychological safety, inclusive leaders make lower-level members feel psychologically safe by ensuring that there would be no negative repercussions for raising concerns or reporting errors. A psychologically secure atmosphere encourages learning from failures, so employees are more likely to provide feedback, challenge the system, and contribute new ideas, which may lead to beneficial workplace results.
From the findings, managerial coaching is an approach to retain, develop and motivate workers. The findings imply that managerial coaching is necessary for creating job commitment among practitioners. The manager's coaching model influences workers' attitudes and development at work.
According to our findings, management coaching improves workers' psychological safety in two areas: employee voice behavior and learning. The results indicate that when workers believe their leaders are open to different suggestions for enhancing the work activities to achieve improved practitioner results.
The usage of peer-reviewed publications had a significant disadvantage because they did not address the researcher's research objectives or include specific data that the researcher wanted to know

후속연구

A cross-sectional approach can be used to gather information at a point to prevent claiming causality on the link between the variables. In addition, a longitudinal approach can provide definite implications for the study.
The research approach for these studies denied the researcher firsthand information on what the workers and managers felt about the topic under research. Quantitative research could allow the researcher to make tabulations and analyze data scientifically to develop updated findings.
The usage of peer-reviewed publications had a significant disadvantage because they did not address the researcher's research objectives or include specific data that the researcher wanted to know. The data could not have been acquired in the proper geographic region or among the precise population the researcher desires to study. Because the researcher did not collect the data, the analysis may be limited, or the question the scholar sought to answer may be altered.
The future study needs to conduct a quantitative study exploring managerial coaching on the worker's psychological safety and job commitment

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