Does managerial coaching effect subordinates’ feedback orientation? Mediating role of affective supervisory commitment

• Autorzy: Ali Muhammad , Arbi Khalil Ahmed , Raza Basharat , Malik Sania Zahra , Sheikh Labiba

Identyfikatory

DOI

10.17512/pjms.2020.22.2.01

Warianty tytułu

PL

Czy coaching kierowniczy wpływa na orientację opinii podległych pracowników? Mediacyjna i emocjonalna rola nadzoru

• Języki publikacji: EN

Abstrakty

EN

Managerial coaching has become a widely used human resource development strategy to improve various employee outcomes within organizations. However, existing literature lacks empirical evidence regarding the effectiveness of managerial coaching and less known about how managerial coaching influences subordinate feedback orientation through the mediating effect of employees’ commitment to the supervisor. This study uses a structured questionnaire to gather data from a cross-sectional sample of 257 employees working in the banking sector of Lahore, Pakistan, with a response rate of approximately 57%. Structural Equation Modeling (SEM) is used to test the proposed hypotheses. The results reveal that managerial coaching has a positive and direct significant impact on the subordinate feedback orientation and affective supervisory commitment. Affective supervisory commitment has a positive and direct significant relationship with the subordinate feedback orientation. Affective supervisory commitment also mediates the indirect relationship between managerial coaching and subordinate feedback orientation. This research also provides implications for managers and leaders, specifically looking to improve various employee outcomes through managerial coaching in the workplace.

PL

Coaching menedżerski stał się szeroko stosowaną strategią rozwoju zasobów ludzkich w celu poprawy wyników różnych pracowników w organizacjach. Jednak w istniejącej literaturze brakuje dowodów empirycznych dotyczących skuteczności coachingu menedżerskiego i mniej wiadomo na temat tego, jak coaching menedżerski wpływa na orientację zwrotną podwładnych poprzez mediacyjny efekt zaangażowania pracowników wobec przełożonego. W badaniu tym zastosowano ustrukturyzowany kwestionariusz w celu zebrania danych z przekrojowej próby 257 pracowników zatrudnionych w sektorze bankowym w Lahore w Pakistanie, przy wskaźniku odpowiedzi wynoszącym około 57%. Modelowanie równań strukturalnych (SEM) służy do testowania proponowanych hipotez. Wyniki pokazują, że coaching menedżerski ma pozytywny i bezpośredni znaczący wpływ na orientację zwrotną podwładnych i afektywne zaangażowanie przełożonych. Zaangażowanie w nadzór afektywny ma pozytywny i bezpośredni znaczący związek z podporządkowaną orientacją na informację zwrotną. Zaangażowanie w nadzór afektywny pośredniczy również w pośrednim związku między coachingiem menedżerskim a orientacją zwrotną podwładnych. Badania te dostarczają również implikacji dla menedżerów i liderów, w szczególności chcących poprawić wyniki różnych pracowników poprzez coaching menedżerski w miejscu pracy.

Słowa kluczowe

EN

managerial coaching; affective supervisory commitment; subordinate feedback orientation; social exchange

PL

coaching menedżerski; emocjonalne zaangażowanie w nadzór; orientacja na informacje zwrotne podwładnych; wymiana informacji

• Wydawca: Czestochowa University of Technology
• Czasopismo: Polish Journal of Management Studies
• Rocznik: 2020
• Tom: Vol. 22, No. 2
• Strony: 9--21
• Opis fizyczny: Bibliogr. 41 poz., tab.

Twórcy

autor

Ali Muhammad

• University of the Punjab, Institute of Business Administration, Lahore, Pakistan

autor

Arbi Khalil Ahmed

• University of Management and Technology, School of Professional Advancement, Lahore, Pakistan

autor

Raza Basharat

• National College of Business Administration and Economics, School of Business Administration, Lahore, Pakistan

autor

Malik Sania Zahra

• University of the Punjab, Institute of Business Administration, Lahore, Pakistan

autor

Sheikh Labiba

• University of the Punjab, Institute of Business Administration, Lahore, Pakistan

Bibliografia

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Uwagi

Opracowanie rekordu ze środków MNiSW, umowa Nr 461252 w ramach programu "Społeczna odpowiedzialność nauki" - moduł: Popularyzacja nauki i promocja sportu (2021).