• 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.

• 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.

• 웰빙융합연구
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• 제7권4호
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• pp.75-89
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• 2024

The purpose of this study was to investigate the impact of coaching leadership on ESG management performance through employee innovation behavior in the context of SMEs. Amid the lack of ESG-related research on SMEs, this study is significant in that it empirically verified that coaching leadership can contribute to the improvement of ESG performance of SMEs by inducing innovative behavior of employees. For the study, a survey was conducted on 244 employees of domestic SMEs. As a result of the study, it was found that coaching leadership partially had a positive (+) effect on ESG performance. Specifically, direction suggestion and competency development had a positive effect on the environment, social responsibility, and governance structure of ESG performance, but the relationship with performance evaluation did not have a significant effect. In addition, the direction of coaching leadership and competency development had a positive effect on innovation behavior, but performance evaluation was not significant. Innovative behavior had a significant positive (+) effect on all aspects of ESG performance (environment, social responsibility, and governance), and showed a significant mediating effect in the relationship between coaching leadership and ESG performance. This suggests that innovative behavior plays an important role in mediating the relationship between the sub-factors of coaching leadership and ESG performance. The theoretical significance of this study is to support the innovation behavior of members through coaching leadership in the SME field and to identify a path to increase ESG performance as a result. In addition, most previous studies on the relationship between ESG and innovation behavior have shown that innovation behavior is promoted by the influence of ESG, but this study confirmed that innovation behavior of SME members is an important factor in improving ESG performance. These results provided practical and policy implications for promoting ESG performance by leading the use of coaching leadership and innovation behavior in the SME field.

• 아태비즈니스연구
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• 제9권3호
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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.

• 한국융합학회논문지
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• 제12권11호
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• pp.335-346
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• 2021

본 연구의 목적은 코칭 리더십의 구성요소와 척도에 관한 국내 선행연구의 내용을 분석하는 것이다. 분석대상은 2011년~2020년에 국내 학술지에 게재된 코칭 리더십 관련 논문 총 85편이고, 224명의 코치에 관한 설문조사 결과이다. 결과는 다음과 같다. 첫째, Stowell의 견해가 가장 많이 인용되었지만, 정작 그는 코칭 리더십의 구성요소를 조작적으로 정의하지 않았다. 둘째, 코칭 리더십 척도를 국내 처음으로 제안한 사람은 조은현·탁진국이었다. 하지만 그들은 스스로 일부 항목의 불안정성을 인정했다. 시사점은 다음과 같다. 향후 코칭 리더십 연구를 진행할 때, 코칭 리더십 구성요소에 관한 조작적 정의, 개발된 구성요소에 대한 코칭 현장과의 일치성 검토와 통계적 검증을 고려할 필요가 있다. 본 연구 결과는 확인된 문제점을 보완할 수 있는 연구 방향을 제시함으로써 코칭 연구의 진일보에 이바지하고 있다.

• 한국안전학회지
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• 제33권6호
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• pp.115-122
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• 2018

This study examined the effect of safety leadership coaching program on managers' safety management and workers' safety behaviors in construction site. Three or four managers and about one hundred workers at each site participated in this study. Safety leadership coaching program consisted of safety leadership education, goal setting, self-monitoring and feedback on workers' safety behavior, reward for three safety management behaviors; (1) safety observations of workers safety behavior and (2) providing positive feedback on safe behavior (3) providing corrective feedback on risk behavior and daily safety education for workers. Dependent variables were the percentage of safe behaviors of workers and frequency of managers' safety management behaviors. A nonconcurrent AB multiple baseline design across settings was adopted. After baseline(A), safety leadership coaching program (B) was introduced to each site. The results showed that safety leadership coaching program was effective to increase managers' and workers' safety behaviors. These results suggest that safety leadership coaching program developed in this study would be an alternative treatment technique to improve construction safety management. In addition, the implications, limitations of this study, and future studies are discussed.

• 한국콘텐츠학회논문지
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• 제18권9호
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• pp.260-272
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• 2018

본 연구에서는 간호사의 코칭리더십, 자기효능감, 직무열의, 혁신행동 간의 구조적 관계를 검증하고, 코칭리더십과 혁신행동의 관계에 있어서 자기효능감과 직무열의의 매개작용을 규명하고자 하였다. 울산의 대학병원 간호사를 대상으로 설문조사를 하였으며 240명을 대상으로 자료를 수집하였고 SPSS 18.0과 AMOS 18.0 을 사용하여 분석하였다. 연구결과 첫째, 코칭리더십은 자기효능감과 직무열의에 유의한 영향을 미치는 것으로 나타났다. 둘째, 코칭 리더십은 혁신행동에 유의한 영향을 미치지 않는 것으로 나타났다. 셋째, 자기효능감은 직무열의와 혁신행동에 유의한 영향을 미치는 것으로 나타났다. 넷째, 직무열의는 혁신행동에 유의한 영향을 미치는 것으로 나타났다. 마지막으로 코칭리더십과 혁신행동 간의 관계에 있어서 자기효능감과 직무열의가 매개역할을 하는 것으로 나타났다. 이러한 연구 결과를 바탕으로 코칭리더십과 혁신행동의 제고를 위하여 자기효능감과 직무열의의 중요성을 논의하였다. 그리고 조직구성원의 적극적인 혁신행동을 이끌어내기 위해서 상사의 코칭리더십을 통한 조직구성원의 자기효능감과 직무열의를 향상시켜야 한다는 결과를 보이고 있다.

• 품질경영학회지
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• 제50권1호
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• pp.91-104
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• 2022

Purpose: The purpose of this study is to analyze the effects of supervisor's coaching leadership on positive psychological capital and organizational commitment of organizational members in order to investigate the effect of supervisor's coaching leadership on organizational effectiveness in modern organizations. Methods: In this study, a survey was conducted on members of the organization in the company, and the hypothesis was verified using statistical analysis methods. Results: The results of this study are as follows. First, it was found that promotion and guide as coaching leadership of supervisors had a positive effect on positive psychological capital. Second, it was found that the supervisor's guide had a positive effect on the employee's organizational commitment. Third, it was found that positive psychological capital had a positive effect on organizational commitment. Finally, it was found that the guide had a significant effect on organizational commitment through positive psychological capital. Conclusion: This study suggested that it is necessary to enhance organizational effectiveness by effectively demonstrating the coaching leadership of superiors at the organizational level.

• 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.

• 디지털융복합연구
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• 제16권2호
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• pp.261-267
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• 2018

본 연구는 치과종사자들의 코칭리더십이 직무 만족도, 동기부여적 자아개념, 삶의 질에 미치는 영향을 조사하기 위해 대구,경북지역 205명의 치과위생사(간호조무사)를 조사하였다. 코칭리더십의 전체 평균은 5점 척도에서 2.67, 개발코칭 2.61, 관계코칭 2.61로 나타났다. '나의 상사는 나의 발전을 위한 연수교육 기회를 적극적으로 제공해 준다'가 2.50으로 가장 낮았다. 일반적 특징에 따른 코칭리더십은 20-25세, 경력 1-5년, 미혼, 수입 2000만원 이하, 직속상관은 여성, 직속상관 나이 20-30세, 직속상사 직위는 팀장, 선임치과위생사가 높았다(p<.05). 코칭리더십에 대한 직무만족도, 동기부여적 자아개념, 삶의 질이 양의 상관관계를 나타냈다(p<.05). 따라서 올바른 코칭리더십은 직무만족도를 높이고 개인의 발전을 높이기 위한 동기부여적 자아개념을 향상시켜 삶의 질도 높인다.