• The Journal of Korean Association of Computer Education
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• v.18 no.6
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• pp.43-51
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• 2015

In this paper, we develops the hybrid career coaching model combined the face to face and the E-coaching, and applies students of childhood education for career guidance. The presented hybrid career coaching manages a profile and state information and a remote access between the coach and coachee on Internet. Then, online part of hybrid coaching deals with saving the data, and understand of the situation of the coachee if it is necessary. And face to face part of hybrid coaching have a conversation, the checking, counsel and introspection if the coach needs. Presented hybrid career coaching model has th procedure of 6 steps such like career coaching guidance, self-understanding, career decision-making, establishment of the career execution planning, execution plan and action will inspection and execution result inspection. Proposed hybrid career coaching is possible to understand coachee's current state on the career map, realize the importance of the execution strategy and maximize the efficiency and effectiveness self-regulation capacity.

• Journal of Convergence for Information Technology
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• v.11 no.12
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• pp.70-79
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• 2021

The purpose of this study is as follows: First, this study investigates the effect of the supervisor's coaching leadership on the employee's protean career attitude. Second, we examine the effect of a protean career attitude on career satisfaction. Finally, we examine the mediating effect of protean career attitude on the relationship between supervisor's coaching leadership and career satisfaction. As a result of analyzing the data of 329 employees from pharmaceutical companies, the positive influence of coaching leadership on the protean career attitude was significant. The positive effect of the protean career attitude on career satisfaction was significant. The mediating effect of the protean career attitude on the relationship between coaching leadership and career satisfaction was significant. The findings of this study provide an understanding regarding the concept of career development, which has recently changed from an organization-centered to an individual-centered perspective. Also, this study has theoretical and practical implications for the field of human resource development in that it suggests the type of leadership as an antecedent of protean career attitudes.

• Journal of vocational education research
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• v.37 no.5
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• pp.101-121
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• 2018

The purpose of this study is to clarify the relationship between coaching and self-esteem, career decision-making self-efficacy, and career preparation behavior through field experiments. To accomplish the purpose of the study, as the purposeful sampling was selected 50 male university students in Chungnam, South Korea. This experimental design, 25 university students were assigned to an experimental group, and another 25 university students were assigned to a control group. The experimental group had four sessions of coaching program. The control group did not have any coaching sessions. After four coaching sessions, questionnaires were administrated again. To conduct ANCOVA, pre-measurement scores for each dependent variable were included as covariates and post-measurement scores were included as dependent variables. The result proved the effect of coaching on self-esteem, career decision-making self-efficacy, and career preparation behavior. As the results of analysis, for control group, there was no difference between before and after measurement for each dependent variable. However, there was statistically significant difference between before and after measurement for each dependent variable in experimental group. This result confirmed that coaching caused increase in the level of self-esteem, career decision-making self-efficacy, and career preparation behavior. The result like this has a significance to be able to be used as a basic data that used efficiently in the field of career guidance and HRD for university student.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.12
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• pp.138-145
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• 2016

This study was conducted to examine the effects of a career coaching program on nursing students' career decision making self efficacy, self-leadership, and employment-stress. The study was designed using a nonequivalent control group pretest-posttest design, and data were collected between June 15 and July 31, 2016. The participants consisted of 62 4-year nursing students in D College of B City who were assigned to an experimental group (n=32) or a control group (n=34). The career coaching program consisted of 10 sessions of combined individual coaching, small group coaching and group coaching. The data were analyzed using descriptive analysis, a t-test, ${\chi}^2$ test, and paired t-test with the SPSS/WIN 21.0 program. After receiving the career coaching program, a difference was observed in career decision making self efficacy (t=4.99, p<0.001), self-leadership (t=5.08, p<0.001), and employment-stress (t=5.08, p<0.001) of the experimental group. The results of this study indicate that the career coaching program was effective at increasing career decision making self efficacy and self-leadership, as well as decreasing employment-stress in nursing students.

• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.15 no.5
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• pp.1-7
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• 2015

Recently, a coaching helps individual to lead and maximize performance. Generally there is a face to face coaching at the current spot of education, and the e-coaching is on the rise. And the face-to-face coaching means that coach and the coachee come face to face directly. And, the effective coaching method is required to supply the weakness and to maximize the strength of the e-coaching using the Internet. Accordingly, we are studying a hybrid coaching to overcome the difficulty and the limit of face-to-face coaching and online coaching. In this paper, we design and implement the career coaching system to provide the face-to-face coaching and the e-coaching for coachee based on the Web service on the Internet. We provide the hybrid coaching using Web service based on the Restful and connect with the database based on the Web to save and manage the profiles and the coaching history of the coach and the coachee. Proposed hybrid coaching system for coachee career improves remote accessibility between the coach and the coachee. This system provides the interaction without the limit of the time and the space, and overcomes the limit of the traditional face-to-face coaching on the online environment.

• The Journal of Korean Institute for Practical Engineering Education
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• v.3 no.2
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• pp.147-157
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• 2011

This study was conducted to investigate haw coaching leadership affects organizational members' career planning and attitudes; organizational commitment, job satisfaction and turnover intention. For this purpose, this study used as its subjects at the major companies and subsidiary companies in Korea. The independent variable coaching leadership composed of the 5 factors; guidance, facilitation, inspiration, listening and questioning. The result of the study, coaching leadership was shown to have a significant effect on career planning, organizational commitment, job satisfaction and turnover intention. The case of coaching leadership is being more, the level of career planning, organizational commitment and job satisfaction are increased and the level of turnover intention are decreased. The findings of this study are particularly important because they contribute the evidence that support the effects of coaching leadership development program in the company.

• 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 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.

• The Journal of the Korea Contents Association
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• v.13 no.9
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• pp.418-428
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• 2013

This study investigated whether adolescents' perception s of coaching behavior and social behaviors differ by gender and sport career, and examined the relationships among these variables. Subjects were 740 high school athletes (516 males, 224 females). Data were analyzed using descriptive statistics, correlation, and 2(gender)${\times}3$(sport career) MANOVA. Results of MANOVA indicated that the interaction between gender and sport career significantly influenced to the level of prosocial behaviors on opponents. Male athletes perceived their coaches' behaviors more controlled and showed higher antisocial behaviors to opponents than female athletes. Athletes with low sport career reported higher antisocial behaviors on opponents than those with high careers. Autonomy-supportive coaching behaviors were positively associated with prosocial behaviors, but negatively related with antisocial behaviors. Controlled coaching behaviors were positively associated with antisocial behaviors.

• 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.