• The Korean Journal of Coaching Psychology
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• v.7 no.2
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• pp.21-46
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• 2023

The current study aimed to develop and evaluate the effectiveness of a group coaching program to improve college students' career exploration behaviors based on the self-affirmation theory. Participants were undergraduate students at a University in Seoul and volunteered in the program during the break. The group coaching program was conducted twice a week during three weeks, a total of six times, and each session lasted 2 to 2.5 hours. In this study, the effect of self-affirmation embedded in the group coaching program on various psychological variables and college students' career exploration behaviors were examined. A mixed-randomized analysis was conducted to compare the pre, post, and follow-up tests of the experimental, comparison, and no-treatment control groups, each consisting of 18 participants. The results showed that participants in the experimental group coaching condition showed more significant improvements in psychological resources, career self-efficacy, openness, problem-focused coping, and career exploration behaviors compared to the comparison and control groups, and these results were maintained even after the program ended. The implications of this study for coaching theory and practice, as well as limitations and future research directions, were discussed.

• The Journal of the Convergence on Culture Technology
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• v.7 no.1
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• pp.184-193
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• 2021

This study aims to understand the effectiveness of the FRIENDS program in improving the resilience of adolescents. For this purpose, the following research questions were chosen: 1) What effect does the FRIENDS program have on the resilience of adolescents? 2) What difference does the FRIENDS program make for the subfactors of resilience in adolescents? 3) After completing the FRIENDS program, what sustained effects are there on adolescent resiliency? They were divided into experimental and control groups and the results from before and after group coaching as well as follow-up results were analyzed using SPSS 25.0. For measuring resilience, KRQ-53 created by Juhwan Kim was utilized in this study. Finally, based on prior research and under the guidance of his advisor, the author adapted the FRIENDS program to fit the study subjects' circumstances. This program was conducted across 10 sessions which were 50 minutes each. The study found that the FRIENDS group coaching program had a positive effect on enhancing the resilience of adolescents.Based on the discussion and research findings.

• The Korean Journal of Coaching Psychology
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• v.7 no.2
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• pp.47-74
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• 2023

The purpose of this study was to test the effectiveness of a group coaching program to promote metacognitive learning ability in an academic context for adult learners enrolled at a distance university. The topics and objectives of the group coaching program focused on understanding and applying the elements of 'metacognitive knowledge', and each session was conducted online by integrating 'planing-monitoring-regulating', an element of 'metacognitive regulation', into the REGROW model of coaching. To verify the effectiveness of the program, research participants were recruited from adult university students enrolled in A Cyber University and assigned to the experimental and control groups. The experimental group was given the program, while the control group was given the program after the completion of the study. Metacognitive learning ability level and academic self-efficacy were tested before and after the program for both groups, and a satisfaction survey was conducted for the experimental group. Analyses of the data revealed that the experimental group showed higher scores on both the overall and sub-scales of perceived metacognitive learning ability and academic self-efficacy compared to the control group. Participants in the experimental group also reported high satisfaction with the program, increased knowledge of metacognition, awareness and application of metacognitive strategies, and found the group coaching approach beneficial. Based on these findings, implications, and suggestions for future research are presented.

• The Korean Journal of Coaching Psychology
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• v.5 no.2
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• pp.1-24
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• 2021

This study is an experimental study to examine the effect of the 1:1 coaching and example ideas with the GROW model on the creativity of new product ideas. Participants were composed of 32 adults who did not know coaching and were not related to new product development-related industries, and the experiment was randomly assigned to 1:1 coaching group, example idea group, and control group. The ideas answered by the participants were evaluated by measuring novelty, appropriateness, and willingness to pay after the experiment, and 30 experimental data and 3 expert group evaluation data were used for the final analysis. As a result of the study, the 1:1 coaching using the GROW model had a significant effect on the creativity of new product ideas, and in particular, had a positive effect on novelty. The example idea group received the lowest score among the three groups, including the control group, in novelty and suitability, and was found to have a negative effect on idea creativity. Based on these results, implications and limitations for the use of coaching in the work or situation of presenting creative ideas were discussed, and suggestions for follow-up studies were made.

• Korean Journal of School Psychology
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• v.16 no.3
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• pp.231-263
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• 2019

The purpose of this study was to verify the effects of growth orientation, life satisfaction, perceived stress, positive psychological capital and interpersonal relationships in the group coaching program for the promotion of growth orientation for university students based on the model of the social-cognitive approach to motivation. The program consisted of eight topics: growth orientation, growth mindset and brain plasticity, self-directed goal setting, talent which is a product of ongoing effort, failure attitude and perspective change, positive emotion, thinking and behavior, value of growth orientation and self-coaching, respectively. The program comprised a total of eight sessions, 120 minutes each, and the final program was completed through a preliminary experiment with three university students. In order to verify the effectiveness of the program, 48 university students were divided into 16 in the experimental group, 16 in the comparative group, and 16 in the control group. The experimental group participated in the group coaching program to enhance the growth orientation based on the model of the social-cognitive approach to motivation developed in this study, the comparative group participated in a learning goal orientation improvement program based on an incremental implicit theory, and the control group did not carry out any program. Three groups were tested in pre, post, follow-up1(after 1 month) and follow-up2(after 3 months) in order to growth orientation, life satisfaction, perceived stress, positive psychological capital and interpersonal relationships. We performed analysis to confirm the homogeneity to the data of the three groups and to verify the interaction effects between times and groups. As a result, it was confirmed that the group coaching program to promote growth orientation, life satisfaction, perceived stress, positive psychological capital and interpersonal relationships had statistically significant effect and was more effective than the comparative program due to the larger effective size. Also, we confirmed that the coaching effect was sustained after the program was finished and more effectively maintained than the comparative program. Based on the results of this study, this study has academic implications because it verify the effectiveness of the group coaching for the promotion of the growth orientation by scient ic method.

• The Korean Journal of Coaching Psychology
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• v.4 no.1
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• pp.21-46
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• 2020

The purpose of this study was to verify the effectiveness of the coaching program on enhancing Grit. In addition, we wanted to examine the positive effects of Grit improvement on career preparation behavior and career attitude. Participants in this program were recruited from college students in a women university located in Seoul. They were assigned to both experimental and control group, 10 for each group. The program was conducted once a week for 90 minutes per session and a total of eight sessions were implemented. Pre-test, post-test, and follow-up test were conducted before, after, and 2 weeks after the coaching program. The results showed grit increased significantly for the experimental group, but not for the control group. Both the level of career preparation behavior and career attitude were also significantly improved only for the experimental group. In addition, the effect of the program was maintained for two weeks. Finally, the limitations of this study and suggestions for subsequent studies are described.

• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.15 no.4
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• pp.1-7
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• 2015

Until now, face to face coaching has been applied almost for completing the goal in various field. Face to face coaching is difficult always to reach each other anywhere, anytime due to the availability of internet and mobile devices. Recently, e-coaching is attempted to expend. But current e-coaching is supporting the secondary role for face to face coaching. E-coaching system has many benefits to use advancement technologies in internet. Therefore, the development of e-coaching system based on horizontal relationships between coach and coachee needs to communication anytime and anywhere in Internet. Usually previous online coaching systems have four types of interactions i.e. electronic mail, video chat, text chat, phone call. Most of the e-coaching approaches are easy to access and provide communication synchronous; video chat is an excellent visibility, whereas e-mail is asynchronous and document-centric. In this paper, we design and implement the integration e-coaching system based on synchronous and asynchronous. This system provides the asynchronous coaching offered by way of e-mail, and the synchronous coaching used P2P (Peer to Peer) video chat and text group chat. This system allows simultaneously asynchronous and synchronous coaching, and supports individual and group communication for periodical or informal coaching.

• The Korean Journal of Coaching Psychology
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• v.7 no.1
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• pp.59-89
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• 2023

In this study, change motivation for growth and development is defined as 'the power to set a specific action direction for change based on the perception of one's current behavior in order to achieve a goal that one considers important, and to be willing to act'. In addition, the purpose of this study was to develop and validate a scale to measure the motivation for change for growth and development of general adults. To develop preliminary questions, interviews were conducted with 7 coaching experts and 9 experienced coaches, and an open-ended questionnaire was conducted with 55 adults. Afterwards, 7 factors and 83 questions were selected through three rounds of item classification and content validity verification, and a preliminary survey was conducted targeting 321 general adults, and 42 items, 4 factors, were derived through exploratory factor analysis. did Finally, the main survey was conducted with 631 adults in order to verify the validity of the construct concept of the change motivation scale and the validity of the criterion. Divided into two groups, 315 people in group 1 conducted exploratory factor analysis and 316 people in group 2 conducted confirmatory factor analysis to verify the concept of change motivation scale. As a result of the factor analysis of Group 1, it was found that the 3 factor structure consisting of 31 items was appropriate, and as a result of the confirmatory factor analysis of Group 2, the goodness of fit of the modified model of the 3 factor structure was confirmed, which motivated change. The construct validity of the scale was demonstrated. As a result of analyzing the correlations with various variables for the analysis of convergent validity and criterion-related validity of the Motivation for Change scale, each of the three factors was found to be significantly related to most variables. Finally, the significance, implications and limitations of this study, and future research were discussed.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2015.05a
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• pp.614-616
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• 2015

Current U-Healthcare has become specialized in Wellness center in the prevention of future health care concept of a health center, treatment. Wellness is the development of which has been emerging field of fitness system to evolve along with the key areas of U-Healthcare. Traditional Fitness system, one between the trainer and the user: 1. Consultation was only possible, the number of trainers are limited, this problem can be reduced individual coaching time existed as more number of users who can receive coaching at certain times of the day. In this paper, we design a mechanism that allows management by grouping field value of a DB table in the user's BMI(Body Mass Index) index and fitness trainer system to efficiently coaching a plurality of users similar BMI index.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.6
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• pp.143-152
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• 2016

Mentoring program for startup is recognized as one of the most preferred alternative of helping would-be entrepreneur. In recent, this concessions leads the skyrocketed increase of mentoring program. However, lots of doubt falls on the effects of mentoring for startup. This paper is presenting Hanbat Innopolis program, which is evaluated the best practice case of mentoring ending up with seed investment for the last 5 years, including overview, structure, organization, and process. This program suggest the core elements of platform as fully involved mentor group joining with coach, functional experts in contingency, and operation group. It also require more problem solving based system approach as to operation, more qualified coach and problem solving process in mentoring system as to structure, delivering missions of defining problem of startup, setting milestones for its solution, and benchmarks in each phase as to process. This paper deliver the best practice case getting through the full process of Hanbat Innopolis Campus program, recognized ad the prototype of best mentoring program and on step forward, suggest the future direction of the effective mentoring program.