• The Journal of the Convergence on Culture Technology
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• v.8 no.3
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• pp.203-212
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• 2022

The purpose of this study is to investigate the nature of the experience of Emotion Focused Psychology Coaching, and what kind of changes happened for the participants through the experience. For this, in-depth interviews were conducted with four participants who had experienced five sessions of Emotion Focused Psychology Coaching. The interviews were analyzed using the phenomenological analysis method of Colaizzi. Emotion Focused Psychology Coaching is a new coaching psychology model that combines Greenberg's Emotion-Focused Therapy (EFT) and the ICF Core Competencies. The findings show that prior to the experience of Emotion Focused Psychology Coaching, the participants had avoided or suppressed their emotions, which in turn prevented them from exploring effective interpersonal relationships or alternatives in their actions. On the other hand, after they experienced Emotion Focused Psychology Coaching, their perception of emotions, emotion regulation, emotional expression, empathy for the other, etc. were developed in adaptive ways and the participants could present effective alternatives.

• Journal of Fisheries and Marine Sciences Education
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• v.24 no.2
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• pp.146-165
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• 2012

The purpose of this study is development of learning coaching program that is grafted onto advantage of Self-directed learning and coaching intended for Youth-After-School-Academy children and analysis the effect on self-efficacy and Self-directed learning ability from this program. The program of this study is developed on the base of Seels & Richey's 'ADDIE Model'. In order to verify the effect of this study, two times tests were carried out on 14 persons of the experimental group and the control group respectively, before and after the program was performed. The MANCOVA & ANCOVA was done on the difference between the post-test results of the experimental group and the control group. Findings of this study might be summarized as follows: First, the post-test result in the experimental group on self-efficacy was meaningfully higher than in the control group. Second, on Self-directed learning ability the result in the experimental group was also higher than in the control group. Therefore, learning coaching program impacted on self-efficacy and Self-directed learning ability of Youth-After-School-Academy children. This program that aim to discover the potential on learning, expect to be effective for children education of today when pursue Self-directed learning ability and creativity.

• Journal of the Korea Society of Computer and Information
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• v.22 no.10
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• pp.167-177
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• 2017

In this paper, we propose the role of job crafting in the relationship between leadership and organizational effectiveness in voluntarily carrying out each member's assigned tasks. This study surveyed the manufacturing, construction, service industries in Seoul and Gyeonggi province, identified the type of leadership they recognized, and empirically analyzed the organizational effectiveness of leadership. The purpose of this paper is to grasp the types of leadership acknowledged by the industry of manufacturing, construction, and service, and also to empirically analyze the organizational effectiveness of the leadership. The study measures the organizational effectiveness in terms of the job satisfaction, organizational commitment, and organizational citizenship behavior while classifying the leadership into coaching leadership, transformational leadership, and sensible leadership. In addition, the strictness of the analysis is imposed by estimating the simple least square model and ranking probit model. The results of the least square model is summarized as the following. Regardless of the different defining terms of organizational effectiveness, transformational leadership was shown to have the greatest organizational effectiveness. Sensible leadership positively effected job satisfaction whereas coaching leadership positively effected job satisfaction and organizational effectiveness. Compared to transformational leadership and coaching leadership, the impact of the sensible leadership was very much limited. The result of the ranking probit model is summarized as the following. First, sensible leadership had a positive impact on the member's job satisfaction and organizational commitment. Second, regarding the organizational citizenship behavior, coaching leadership showed greater impact than transformational leadership. This results contradicts the results from the simple least square model. If similar studies were to be conducted in the future, two models and the results must be compared. Third, as the leadership score increases by 1 point, there is greater possibility of having more than 4 points for all job satisfaction, organizational commitment, organizational citizenship behavior. Lastly, the analysis proves that job crafting has the mediation effect between the leadership and organizational effectiveness.

• The Journal of Korean Association of Computer Education
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• v.21 no.4
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• pp.39-52
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• 2018

There has been a lot of interest in flipped learning, but lacked practical research to support the faculty developing flipped learning courses in higher education institutions. The purpose of this study is to develop a consulting model for developing a flipped learning course that can be practically used by institutions such as center for teaching and learning that support faculty teaching to improve the quality of instruction. A 'Coaching based on flip learning course development consulting model' was derived through literature review and expert feedback. The 8-step model is as follows: 1) survey of class development, 2) course orientation, 3) flipped learning, 4) expert class analysis, 5) flipped learning coaching, 6) flipped learning operation, 7) instructor reflection, and 8) feedback and revision. Based on the results of this study, it is possible to provide professional and practical guide systematically, and also help to improve quality of lesson.

• The Journal of the Convergence on Culture Technology
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• v.7 no.4
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• pp.369-376
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• 2021

The purpose of this study is to develop a coaching model which can enhance teaching ability of lifelong educator. To achieve this purpose, this study verifies and analyzes several documentary records related with diverse teaching capabilities, operation reality and coaching method run by lifelong educator. Furthermore, an in-depth interview about teaching capability was undertaken for field experts who have worked at the institutions of lifelong education for more than 10 years. As a result, the study could develop a coaching model to identify teaching capability of lifelong educator by conducting matrix analysis. First, according to the documentary studies, the paradigm for lifelong education has been shifted to centralize learner's demand with the advent of 4th industrial revolution and it suggests coaching capability which could enhance educator's capability should come first. A lifelong educator should have capabilities including identification of vision and goal, creation of mission declaration, development of coaching skill and procedure, management of crisis and coaching capability as an expert in the lifelong education field. Second, a model which can centralize learners could be developed for lifelong teaching capability by adopting a teaching capability suggested by field experts, According to the experts, it is essential to develop a program model to acquire professional knowledge, communication capability, understanding of adult learner, personal relations capability. If there is a model which can develop such capabilities, it is able to strengthen lifelong teaching capability to focus on learner's demand, mainly adult learners, a major consumer of the field. Third, a coaching model to enhance teaching capability for an educator is to acquire and implement sufficient step-by-step teaching capability which has been suggested from a procedure comprised of entrance, progress, critique and return. This, present study suggests, after the critique, a lifelong educator oneself can newly develop and extend a teaching capability basis on pursuing teaching capability as a lifelong educator through the return process.

• The Korean Journal of Health Service Management
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• v.10 no.1
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• pp.79-91
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• 2016

Objectives : The purpose of this study is to suggest an efficient human-resources direction for the management of dental hygienists, the study analyzes the influential relationship between superior's coaching leadership as perceived by dental hygienists and their on the job satisfaction, and proves the moderating effects of leader trust and of followership in the process. Methods : To test the empirical model, data were collected by survey using structural self-administered questionnaires that were distributed to 300 dental hygienists working at dental clinics in the Busan, Ulsan, Gyeongnam, and Gyeonggi areas, from 27 March to 10 April, 2015, 286 cases were used in final analysis. Results : Coaching leadership is found to have a significant influence on job satisfaction. Trust in a leader showed a significant main moderating effect on job satisfaction, on the other hand, followership showed a significant main effect, but no significant moderating effect, on job satisfaction. Conclusions : The results of this study imply that leadership factors such as coaching leadership and leader trust are crucial for improving the job satisfaction of dental hygienists, therefore, a program for enhancing the leadership skills of dental managers is needed in dental health organizations.

• The Korean Journal of Coaching Psychology
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• v.5 no.2
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• pp.83-100
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• 2021

The purpose of this study was to investigate the positive impact that social value coaching has on employees, specifically highlighting the role of regulatory focus. Based on a coaching model, we developed a social value coaching program and applied it to the employees. We investigated whether the experimental group that participated in the social value coaching program would report higher levels of meaning of work, hedonic job satisfaction, eudaimonic job satisfaction, and job crafting compared to the control group, as well as whether regulatory focus would function as a moderator. We only analyzed the moderating role of prevention focus as promotion focus did not show any moderating effects. The results suggest that the experimental group that participated in the social value coaching program reported significant increases in all of the outcome variables compared to the control group. Additionally, for meaning of work, hedonic job satisfaction, and eudaimonic job satisfaction, the effects of the coaching program was stronger for those with a higher level of prevention focus than those with a lower level of it. Based on these results, we discussed the implications and limitations of this research, as well as suggestions for future research.

• Journal of Digital Convergence
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• v.14 no.5
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• pp.247-262
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• 2016

The importance of coaching leadership has been highlighted to enhance creativity and competence of human resources in convergence environment. This paper was validated through a structural relationships model, the impact of coaching leadership on behavioral dimensions of organizational effectiveness by focusing on mediating role of job characteristics. Coaching leadership activities showed a significant positive effect on job characteristics and turnover intentions. Job characteristics appear to have a mediating effect on the relationship between coaching leadership and organizational effectiveness, especially the coaching leadership itself not necessarily to improve organizational citizenship behavior, can increase organizational citizenship behavior when formed into a positive awareness of the job characteristics of organizational members.

• Journal of Digital Convergence
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• v.18 no.11
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• pp.377-386
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• 2020

This study aims to examine the effect of coaching leadership on reality shock and organizational commitment of new nurses in general hospitals. Data were analyzed through the SPSS/WIN 21.0 program using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients, and Standard Multiple Regression. Regression analysis proved relevance of the organizational commitment model (F=6.17, p<.001), and coaching leadership had 39.2% explanatory power on reality shock. The results of the study showed that coaching leadership lowers reality shock and boosts organizational commitment of new nurses. This study provides necessary background knowledge of human and material resource management to alleviate the reality shock and help vocational adaptation to reduce turnover rates of new nurses. Hence, with such results, this study aims to provide basic information on future coaching leadership research and coaching leader defense program developments.

• 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.