• 한국콘텐츠학회논문지
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• 제14권12호
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• pp.895-903
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• 2014

의료커뮤니케이션은 의사와 환자의 소통을 통해 환자의 진료만족도와 의료기관 재방문 비율을 높이고, 의료소송 비율은 낮아지는 효과가 있다. 의료커뮤니케이션을 증진시키는 방법 중의 하나는 의사코칭이다. 의사코칭은 의사의 커뮤니케이션 스킬을 증진하여 환자와의 소통에 도움이 되도록 도와주는 일련의 코칭과정이다. 본 연구는 의사코칭의 '코치-코티관계', '코치 자체', '코칭활동'이 코칭의 만족도에 미치는 영향을 분석하였다. 분석 결과, 코칭 프로그램과 관련된 '코칭활동'이 코칭 만족도에 미치는 영향이 가장 컸다. 반면 '코치-코티관계'와 '코치 자체'는 유의한 영향을 미치지 못하였고, 그 중 '코치-코티 관계'는 부(-)의 영향 관계가 나타났다. 이러한 연구 결과를 통해 의료커뮤니케이션의 개선과 의사코칭의 필요성에 대한 의사들의 공감을 획득하고, 코치의 자질과 전문성을 강화하는 것이 의사코칭 모델에 필요함을 확인하였다. 코치는 의료커뮤니케이션에 대한 지식은 물론 코칭 기법에 대한 이해와 지식 획득에 노력해야 한다.

• 유통과학연구
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• 제14권1호
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• pp.75-84
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• 2016

Purpose - In accordance with the recent changes in the management environment, leaders are required to have an ability of drawing and inducing potential of each worker. Coaching, as one of the strategies of human resources development, is drawing people's attention. This study aims to inquire about the mechanism of leader's coaching behavior which influences the attitude and behavior of workers. Firstly, this study intends to illustrate what kind of influences the leader's coaching behavior can give on organizational citizenship behavior and turnover intention of workers. Secondly, it plans to verify the mediating effect of authentic leadership in the relationship between leader's coaching behavior and organizational citizenship behavior and turnover intention of workers. Thirdly, it aims to prove the moderating effect of emotional intelligence in the relationship among leader's coaching behavior, organizational citizenship behavior and turnover intention of workers. Research design, data and methodology - In order to figure out how the leader's coaching behavior influences attitude of workers, authentic leadership is considered as mediating effect. As for a moderating effect, we have determined emotional intelligence which attracts attention in the recent studies on organizational behavior, so as to investigate the correlation among variables. As for study sample, it was targeted to 236 organizational members of distribution corporations whose leader's coaching behavior is required. For reaching the purpose of study, SPSS 20 was applied for the analysis. Results - The research findings can be summarized as follows: Firstly, leader's coaching behavior gives significant positive influences on organizational citizenship behavior. Moreover, leader's coaching behavior gives negative influences on turnover intention of organizational members. Secondly, the mediating effect of authentic leadership was proved in the relationship between leader's coaching behavior and attitude of workers. Based on the analysis, it turned out that authentic leadership doesn't give a mediating effect in the bilateral relationship. Lastly, the moderating effect of emotional intelligence was proved in terms of how the leader's coaching behavior influences the attitude of workers. The research result shows that the emotional intelligence influences towards the negative direction, in the correlation between coaching behavior and organizational citizenship behavior On the other hand, in the relationship with turnover intention, It was significant effect. Conclusions - Based on the research findings, we have intended to inquired about the mechanism of leader's coaching behavior which influences the attitude and behavior of workers. Furthermore, in the operational level, the following implications can be given: the importance of coaching activation in the operational level was confirmed, through inquiring into the influence of leader's coaching behavior on workers. Moreover, the importance of emotional intelligence, which has been steadily raised, was also confirmed. It is necessary for future study to carry out additional research on various factors of coaching which can influence the effectiveness of coaching, for instance, coaching process, coach's competency, characteristics of coaching customers, relationship with coaching customers and coaching system.

• 한국보육지원학회지
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• 제14권6호
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• pp.171-185
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• 2018

Objective: This study aimed to investigate the influence of child care center managers' coaching leadership on teachers' motivational self-concepts via middle managers' coaching leadership. Teachers' motivational self-concepts consisted of personal self-concept and social self-concept. Methods: A questionnaire survey was conducted on 475 child care center teachers regarding teachers' recognition of the coaching leadership of managers and middle managers and motivational self-concepts of teachers. To analyze the collected data, the path was examined through descriptive statistics, correlation analysis, structural analysis using Amos, and the mediating effect was confirmed by conducting the Sobel Test. Results: The middle manager's coaching leadership was found to mediate the pathways from the manager's coaching leadership to the teacher's social self-concept, but did not mediate the personal self-concept of teachers. Conclusion/Implications: This study showed that the manager's coaching leadership was mediated by the middle manager's coaching leadership and that the manager's coaching leadership had an influence on the social self-concept of teachers. These results imply that both managers and middle managers need to develop coaching leadership skills in order to improve the motivational self-concept of teachers, which is important for work efficiency at child care centers.

• 영어어문교육
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• 제15권2호
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• pp.1-25
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• 2009

The purpose of this study is to explore the potential of peer coaching for EFL teachers' professional development. For this study, 12 college teachers in Korea participated in a 10-week program. They were 7 males and 5 females, ranging in age from 24 to 37 years. Data were collected through semi-structured interviews. Reflective analysis was used to analyze individual interview data. From the findings, two significant categories of peer coaching were identified: positive and negative responses to peer coaching experience. However, the overriding themes that emerged from the data were the benefits of peer coaching. The participants were almost unanimous in their acknowledgement of the advantages of peer coaching, such as reflective support through other's eyes, improved working environments, greater teaching strategies, higher professional self-esteem, and awareness of self-directed learning. Negative responses also appeared, mostly in regard to the working principles of implementation; the major issues of difficulties were time management, complexities of implementation procedure, stress and personal vulnerability, and relative lack of reflection and feedback skills. Demonstrating the participants' experiences towards the peer coaching program, this study provides EFL teachers with useful insights into peer coaching as an effective tool of their professional development.

• 간호행정학회지
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• 제15권3호
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• pp.314-324
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• 2009

Purpose: This research was conducted to investigate the nurses' awareness and behavior on coaching and its relation with job characteristics in a hospital. Methods: Total 300 nurses in a university affiliated hospital were surveyed with questionnaires between April and May, 2008. The data was analyzed using SAS 9.1. Results: The data showed that 88.9 % of nurses responded the need of coaching training program while only 80.9% of general nurses and 75.7% preceptor nurses would like to participate in the training. The current level of knowledge for coaching was not different by the age, education level, and career. However, coaching behavior and job characteristics were significantly higher in the nurse managers than in general nurses or preceptors. The correlation between coaching behavior and job characteristics were identified. Conclusion: The gaps between the perceived necessity of coaching program implementation and willingness to participate in the coaching program were due to worry about the burden of extra hours needed to participate the program. To introduce coaching program to a nurses' organization successfully, the efforts should be made to develop the coaching training program for nurses based on the results and to support them systematically.

• 한국인터넷방송통신학회논문지
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• 제15권5호
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• pp.1-7
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• 2015

최근 개인의 성과를 이끌어내고 극대화할 수 있도록 지속적으로 도와주는 코칭에 대한 관심이 집중되고 있다. 현재 교육 현장에서는 일반적으로 면대면 위주의 코칭이 진행되고 있으며, E-코칭이 대두되고 있다. 그리고 인터넷을 이용하는 E-코칭과 직접 코치와 학습자(coachee)가 대면하는 면대면 코칭을 단점을 보완하고 장점을 극대화할 수 있는 효과적인 코칭 방법이 요구되고 있다. 이를 위해, 면대면 코칭과 E-코칭의 어려움과 한계를 극복하면서 상호 보완하는 하이브리드 코칭에 대한 연구가 진행되고 있다. 본 논문에서는 학습자의 진로 코칭을 위한 인터넷 상에서 웹서비스 기반의 면대면 코칭과 E-코칭을 상호 보완한 코칭 시스템을 설계하고 구현한다. 이를 위해 Restful 기반의 하이브리드 코칭 웹서비스를 제공하고, 웹 기반으로 데이터베이스와 연동하여 코치 및 학습자의 프로파일과 코칭 내역을 저장하고 관리할 수 있도록 한다. 제안한 학습자 간에 원격 접근성을 향상시키고, 시공간의 제약 없이 상호 작용을 제공하는 온라인 환경에서 전통적인 면대면 코칭의 장점을 살리고 한계점을 보완할 수 있다.

• 가정과삶의질연구
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• 제26권1호
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• pp.137-147
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• 2008

This study aimed to explore the plausible application of Coaching in the major of family resource management. For this purpose, first, this study reviewed the historical background of the coaching. In the contents, the concepts and principles of coaching were identified. Second, The recent application of coaching to the various areas such as finns, centers, occupation and the academical fields in Korea as well other countries were investigated. Finally, this study connected the nature and emphasis of the family resource management with the philosophy of coaching, which focuses on the internal strength of his/their own change and development in an/a individual/organization. Also, the process of family resource management and coaching models which were regarded as the similar ones in the phases consisted of situation perception, exploring alternatives, planning, implementing and feedback. On the basis of these contexts, this study suggested the plausible classes applied coaching which are able to be introduced in the under-graduated and graduated courses.

• 한국학교수학회논문집
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• 제17권2호
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• pp.193-205
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• 2014

본 연구는 개인별 지도에 초점을 둔 코칭(Coaching)학습법을 대학수학에 적용하여 학습능력과 성취도에서의 효과를 검증하였다. 대학수학에서 코칭학습법에 참여한 집단은 비참여 집단보다 학업성취도에서 유의미한 효과가 있었다. 또한, 학습부진 집단이 우수 집단보다, 여학생이 남학생보다 학업성취도에서 더 많이 향상되었다. 본 연구는 제한된 인원과 시간으로 인해 대학수학에서 코칭학습법의 효과에 대해 성급한 일반적 결론을 이끌어 내기에는 부족함이 있다. 하지만 대학수학에서 코칭학습법이 처음 적용되었다는 점과 수학교과에서 새로운 교수법으로서 토대를 마련했다는 것에 의미가 있다.

• Human Ecology Research
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• 제61권3호
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• pp.445-458
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• 2023

This study aims to develop and implement a coaching program in the metaverse space to address issues faced by university students during their life stage and verify their effectiveness. The overall program consists of four sessions: "Opening," "Metaverse-based Coaching Clinic (2 sessions)," and "Coaching Clinic Reflection and Feedback." A total of 20 participants were selected through S University's extracurricular program system. To assess the effectiveness of the program, surveys, as well as focus group interviews (FGIs) were conducted. Using SPSS 26.0, significant differences were observed in the participants' career decision self-efficacy and resilience. The FGIs were conducted with a total of four participants divided into two groups, with each group lasting for one hour. The analysis revealed key phases, including the introductory phase comprising participants' motivation and expectations, the main phases consisting of program operation, coaching perception and outcomes, metaverse environment, and metaverse coaching perception and outcomes, as well as the concluding phase in which recommendations are suggested for subsequent programs. The study confirmed the significant impact of coaching in the metaverse space and highlighted the maximization of coaching effectiveness through mutual anonymity facilitated by avatars. This research holds significance as an exploratory study that practically verifies the potential expansion of the metaverse environment in the coaching field.

• 대한안전경영과학회지
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• 제25권2호
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• pp.59-69
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• 2023

Previous works on safety behavior have paid less attention to the influence of several leadership styles on safety behavior. Among the various leadership styles, I focus on the effect of coaching leadership on safety behavior. To be specific, this paper investigates the impact of coaching leadership on safety behavior and its underlying mechanisms (mediator) as well as contextual factor (moderator). This research examines the sequential mediating effect of perceived organizational support and organizational identification in the association between coaching leadership and safety behavior. Also, work overload will negatively moderate the coaching leadership-perceived organizational support link. My results showed coaching leadership increases employee safety behavior through the sequential mediation of perceived organizational support and organizational identification. In addition, work overload functions as a negative moderator which diminishes the positive effect of coaching leadership on perceived organizational support.