• 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 the Korea Convergence Society
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• v.12 no.11
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• pp.335-346
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• 2021

The purpose of this study is to analyze the contents of previous domestic studies on the components and measures of coaching leadership. The subject of analysis is the results of a survey on 224 coaches and a total of 85 coaching leadership-related papers published in domestic academic journals from 2011 to 2020. The results were as follows. First, while Stowell's view was most cited, he did not operationally define the components of coaching leadership. Second, Cho & Tak were the first to propose a coaching leadership scale in Korea. However, they acknowledged the instability shown in some of the items they had developed. The implications are as follows. When conducting coaching leadership research in the future, it is necessary to consider the operational definition of the coaching leadership components, the study of consistency with the coaching field for the developed components, and statistical verification.

• The Journal of the Convergence on Culture Technology
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• v.9 no.3
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• pp.347-358
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• 2023

This study attempted a convergence approach of family therapy and family coaching as the importance of convergence application of counseling and coaching has rapidly spread around the academic and clinical world with one individual client around the world since the 2000s. For this, based on previous domestic and foreign literature studies, coaching techniques that can increase clinical satisfaction and effectiveness by combining with coaching among the main theories of family therapy were presented. This researcher examined whether family therapy can be applied convergently with family coaching, and what benefits are available when the main theories of family therapy are combined with coaching in the clinical field. For this purpose, double binding and communication coaching, pseudo-mutuality and true rapport, marital schism and conflict mediation, differentiation and dissociation were compared and analyzed. Based on this study, it is hoped that a convergence approach of family therapy and family coaching will be attempted in the field of counseling and psychotherapy, and through this, it will contribute to establishing a new clinical treatment model and academic establishment of family coaching.

• 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.

• Korean Journal of Health Education and Promotion
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• v.29 no.1
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• pp.97-108
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• 2012

Objectives: We assessed the feasibility of health coaching for health coaching program on metabolic syndrome. Methods: We developed a 6 month health coaching program on metabolic Syndrome. We recruited people with metabolic syndrome according to modified NCEP-ATP III. The participants were 9 men over 30 years of age who had taken a health screening at general hospital. We collected data such as demographics, BMI, body fat, blood pressure, HDL-cholesterol blood sugar and triglyceride. The program was analyzed by using Wilcoxon signed rank test. Results: Participants showed significantly decreased BMI, weight, waist circumference, body fat after 6 month program. They talked the awareness about their own behavior. They changed into better for eating habits, physical activities, and self management. Their discipline increased and eating habits became regular. They were satisfied to this program and showed strong confidence about their own change. Conclusions: Coaching did not direct certain behavioral change but guided self awareness and practice. Health coaching program showed long maintained effect to participants. We suggested health coaching as a helpful individual program to intervene risky health behavior especially for metabolic Syndrome.

• Journal of Family Resource Management and Policy Review
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• v.20 no.2
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• pp.1-17
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• 2016

The purpose of this study was to promote emotional coaching communication and to contribute to the mental health of youth by investigating the perceptional discrepancy of emotional coaching between a mother and her child related to the maladjustment of adolescents. Two hundred junior high school students in the second and third grades and their 200 mothers living in Suncheon were purposefully sampled, and the data were analyzed using the program SPSSVIN 21. The results were as follows. First, the mothers' perception appeared to be higher than their children's in emotional coaching communications. Second, pairs of mothers and children were categorized into three types, depending on the degree of their emotional coaching communication. There were more pairs with discrepancies of perception of emotional coaching than pairs with corresponding perceptions. Third, the pairs with corresponding perceptions of emotional coaching showed fewer maladjustment problems. According to the mothers' descriptions, a sneering child appeared to have the worst effect with respect to maladjustment. From these results, it is suggested that education on emotional coaching for mothers should be developed and increased to prevent maladjustment problems of junior high school students.

• Asia-Pacific Journal of Business
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• v.9 no.3
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• pp.117-137
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• 2018

Lots of the studies about the relationship between coaching leadership and organizational effectiveness have been conducted and reported that coaching leadership is one of the main factors which impact organizational effectiveness. The purpose of this study was to synthesize the relationship between coaching leadership and organizational effectiveness. For that purpose, 32 correlation effect sizes from 25 studies were analyzed by the CMA (Comprehensive Meta-analysis) Program. The study calculated the overall effect size of the relationship between coaching leadership and organizational effectiveness. Then, it also calculated the effect size of the relationship between coaching leadership and each sub-variable of organizational effectiveness. The analysis results are as follows: First, the overall effect size about the relationship between coaching leadership and organizational effectiveness was .519, which means that coaching leadership has over lager relationship with organizational effectiveness. In addition, the effect sizes of sub-variables of the organization are .556 (organizational commitment) .542 (job satisfaction), 509 (organizational citizen behavior), and .401 (innovative behavior). The study tested the mediating effects of measurements, organizational size, types of publication, and published year. The result showed that only the measurement made significant differences among effect sizes of studies.

• The Journal of Industrial Distribution & Business
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• v.14 no.2
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• pp.1-9
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• 2023

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.

• Korean Journal of Childcare and Education
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• v.18 no.4
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• pp.1-16
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• 2022

Objective: The purpose of this study is to test the psychometric properties of the Maternal Emotion Coaching Questionnaire (MECQ, Lim et al., 2018) in order to measure emotion coaching in mothers of preschoolers. Methods: A total of 316 preschoolers and their mothers participated in this study. Maternal emotion coaching was assessed by self-report and child emotion regulation ability was evaluated by the teacher. Data were analyzed with chi-square tests, reliability analysis, confirmatory factor analysis, latent profile analysis, and F-test. Results: Each item of the MECQ showed proper discriminative power. The MECQ and each subscale demonstrated adequate internal consistency and split-half reliability. Evidence of construct validity was provided by confirmatory factor analysis. The five-factor model including maternal attention, awareness, acceptance, empathy, and guidance showed a good fit. Results of the latent profile analysis revealed three profiles of emotion coaching: excellent, good, and poor. Preschoolers with mothers in the poor coaching profile showed significantly lower emotion regulation ability compared to those in the excellent or good coaching profiles, which suggested discriminative validity of the MECQ. Conclusion/Implications: The MECQ presents a reliable and valid tool to assess emotion coaching in mothers of preschool children and can thus be effectively used for mothers of preschoolers.

• 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.