• The Journal of the Korea Contents Association
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• v.22 no.6
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• pp.729-754
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• 2022

The purpose of this study is to analyze the influence of coaching leadership on the employability of organizational members and to investigate the mediating effect of protean career attitude and the moderating effect of leader trust. A questionnaire was conducted on domestic office workers, and analysis was conducted using AMOS and Process macro (Hayes, 2013) based on the effective questionnaire of 389 people. As a result of the study, first, the direct effect between coaching leadership and employee employability was significant. Second, it was confirmed that the mediating effect of coaching leadership strengthening the protean career attitude of members and improving employability through this was significant. Third, the moderating effect of leader trust was confirmed in the relationship between coaching leadership and protean career attitude. Fourth, the moderated mediating effect of coaching leadership on employability through protean career attitude was reinforced by leader trust was confirmed. This study contributes to the expansion of leadership research by empirically identifying the mechanism between coaching leadership and employability of organizational members, which has been lacking in research. In addition, theoretical and practical implications of the research results, limitations of the research, and directions for future research were presented.

• Convergence Security Journal
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• v.18 no.5_2
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• pp.61-71
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• 2018

The ROK military, with changes in the environment. Furthermore, soldiers in their new generation, who have remote difference in their views and characters with former generation. This study attempts to confirm the effects of Coaching Leadership on the military life satisfaction, focused on the Platoon soldiers of ROK Marine Corps. For a more realistic study, the research model is designed through prior studies; Coaching Leadership are set as independent variables; military life satisfaction is selected as dependent variables and Self-efficacy is defined as a mediating variable. A questionnaire survey has been conducted on 1,450 soldiers, including all forces and all branch of ROKMC, January 18 to 25 February, 2016. Analysis were performed using SPSS/WIN 23.0. As a result, First, Coaching Leadership had positively significant with military life satisfaction and Self-efficacy. Second, Self-efficacy had significant effects on the military life satisfaction. Third, Self-efficacy was proven to have a partial mediating effect in the relationship between coaching leadership and military life satisfaction. Based on the results, the theoretical and practical implications of the research findings are discussed, and recommendation for future research are provided.

• The Journal of the Korea Contents Association
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• v.15 no.10
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• pp.425-435
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• 2015

While managerial coaching has increased popularly as an effective leadership initiative in organization, the relationship between managerial coaching and its effects on performance has not been scholarly well defined. This study examined the role of managerial coaching as a moderator between job characteristics and job performance. Based on the sample of 453 employees in a financial firm, HLM was conducted to test the research model at multiple levels of organizational hierarchies. First, we found that managerial coaching has a direct impact on employee performance. Second, the strength of the relationship between job meaningfulness and job performance is positively related to the level of managerial coaching. Third, managerial coaching positively moderates the association between autonomy and job performance. However, any cross-level moderating effects of managerial coaching on the relationship between feedback and job performance is not observed. These results show that managerial coaching by managers could promote employees' performance through maximizing the impact of job characteristics on employees' motivation.

• Journal of Korea Entertainment Industry Association
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• v.13 no.4
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• pp.331-339
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• 2019

This study investigated the effects of coaching leadership for life care of estheticians on self-efficacy and job satisfaction and the results are presented as follows: First, as a result of analysing the effects of coaching leadership of the subjects on self-efficacy, it was discovered that all the factors of relations (β=.261, p<.001), presentation of direction(β=.238, p<.01), assessment(β=.175, p<.01) and development(β=.170, p<.01) had a statistically significant positive (+) effect on it. Second, as a result of analysing the effects of coaching leadership of the subjects on job satisfaction, it was discovered that relations(β=.403, p<.001), presentation of direction(β=.384, p<.001) and assessment (β=.170, p<.01) had a statistically significant positive(+) effect on it. Third, as a results of analysing the effects of self-efficacy of the subjects on job satisfaction, it was discovered that self-efficacy (β =.707, p<.001) has a statistically significant positive(+) effect on job satisfaction. Fourth, as for the relations between coaching leadership and job satisfaction, it was discovered that self-efficacy as a mediator of self-efficacy satisfied a partial mediation condition between presentation of direction, development, assessment, relations and job satisfaction.

• The Korean Journal of Coaching Psychology
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• v.6 no.1
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• pp.57-93
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• 2022

The purpose of this study is to verify the effect of the civil servant superior's coaching leadership on the innovation behavior and cooperative behavior of organizational members of public institutions. And it examines the mediating roles of subordinates' cognitive flexibility and belief of the colleague's potential growth in the relationship between coaching leadership and subordinates' innovative and cooperative behaviors. As a result of the study, first, it was confirmed that the coaching leadership of civil servant superior had a significant positive effect on the innovative and cooperative behaviors of subordinates. Second, it was verified that the superior's coaching leadership had a positive effect on the cognitive flexibility of subordinates and the belief of the colleague's potential growth. Third, it was confirmed that cognitive flexibility mediates between the superior's coaching leadership and innovative behavior. Fourth, it was not significant that the belief of the colleague's growth potential mediates between the superior's coaching leadership and cooperative behavior.

• The Korean Journal of Coaching Psychology
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• v.7 no.2
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• pp.1-20
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• 2023

The purpose of this study is to determine the effect of innovation-oriented organizational culture on organizational members' innovation behavior, and to confirm the sequential mediating effect of the boss's coaching leadership and the basic psychological needs of organizational members. For this purpose, an online survey was conducted targeting 377 office workers who had been working with the same boss for more than 6 months. The collected data was analyzed using Hayes' SPSS PROCESS Macro. The results of this study are as follows. First, it was confirmed that the relationship between organizational culture and innovative behavior was statically significant. Second, it was confirmed that coaching leadership and basic psychological needs sequentially mediate in the relationship between organizational culture and innovative behavior. In other words, the innovation-oriented organizational culture does not directly affect innovative behavior, but rather leads to the exertion of coaching leadership by boss, and coaching leadership promotes more innovative behavior by influencing the satisfaction of members' basic psychological needs. This is meaningful as a basic study on how environmental variables, such as organizational culture and superior leadership, affect individual motivational variables, desire, and thus affect individual behavioral variables. In addition, based on the results of this study, academic and practical implications were discussed, and limitations of this study and suggestions for follow-up studies were discussed.

• Journal of Digital Convergence
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• v.20 no.5
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• pp.443-451
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• 2022

The paper delves into the elaborate intermediating mechanisms of the association between coaching leadership and safety behavior. To do that, this study tried to identify the sequential mediating effects of employee's meaningfulness of work and perceived organizational support between coaching leadership and safety behavior. By utilizing 3-wave survey data from 250 employees in Korean companies with conducting structural equation modeling(SEM), this paper found that coaching leadership had a positive influence on safety behavior through sequential mediating effect of employee's meaninfulness of work and perceived organizational support.

• Korean Journal of Child Education & Care
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• v.18 no.2
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• pp.183-202
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• 2018

The purpose of this study was to examine structural relationships among directors' coaching leadership, organizational culture, early childhood teachers' empowerment, teacher-efficacy and job satisfaction. The data were collected from 575 early childhood teachers and analyzed with Pearson's correlation and structural equation modelling analysis. The results were as follows: first, directors' coaching leadership was found to have a direct effect on early childhood teachers' job satisfaction and an indirect effect through organizational culture, teachers'empowerment and teacher-efficacy. Second, organizational culture was found to have a direct effect on early childhood teachers' job satisfaction and an indirect effect through teacher-efficacy. Third, early childhood teachers' empowerment was found to have a direct effect on job satisfaction and an indirect effect through teacher-efficacy. Fourth, teachers' teacher efficacy was found to have a direct effect on job satisfaction. Additionally, directors'coaching leadership was found to be the most important variable predicting early childhood teachers' job satisfaction. These results suggest that improving directors'coaching readership, organizational culture, teachers' empowerment, teacher-efficacy could help facilitate early childhood teachers'job satisfaction.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.12
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• pp.8568-8575
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• 2015

This study, as a experiment study, was intended to determine whether or not the situational leadership program was highly helpful to critical thinking, coaching, empowerment-enhancing of nurse managers. The number of subjects was abstracted by G*Power, and 54 nurses leader and 342 general nurses were selected from university hospitals of metropolitan city. Data analysis was frequency analysis, t-test, $X^2$-test, repeated measures ANOVA, using SPSS Win 18.0 statistical package program. The results of this study was as follows. 1. Due to the situation leadership programs, critical thinking of experiment group has significantly increased, but control group was significantly reduced. 2. Due to the situation leadership programs, coaching of experiment group has significantly increased, but control group was significantly reduced. 3. Due to the situation leadership programs, empowerment of experiment group has significantly increased, but control group was significantly reduced. Therefore, the situation leadership programs can be effective in critical thinking, coaching, empowerment of nurse leaders. And applying the situation leadership program to the nurse in future, it would be helpful promoting empowerment, coaching, critical thinking in organization life and cope with situation that occurred during clinical.

• Journal of Digital Convergence
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• v.11 no.7
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• pp.97-110
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• 2013

The research analyzed how coaching leadership affects on job satisfaction of telemarketer and it focused on the Telemarketing filed. This study purposes to create the favorable approach on the job satisfaction and which will reduce turnover rate by examining interrelationship between employees and leaders. The result indicated that coaching leadership was partially associated with job satisfaction of telemarketer. Leaders need to motivate employees to achieve their goals with periodic confirmation process. Another role is that spending time with employees to break down the interpersonal barriers and lead to open communication to develop their potential ability by identifying specific guide lines and plan for achieving improvement goals. As a leader, to maintain neutrality, it is important to adjust goals to attain and needs the full confidence on employees. In addition, investment in training can help employees to gain relevant information and give them opportunities to learn.