Development and validation of the coaching-based leadership scale and its relationship with psychological capital, work engagement, and performance

Zuberbühler, María Josefina Peláez; Calcagni, Cristián Coo; Martínez, Isabel María Martínez; Salanova, Marisa

doi:10.1007/s12144-021-01460-w

Cited by 20 publications

(13 citation statements)

References 92 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…From a theoretical perspective, the present study is pioneering, contributing to a deeper understanding of the mechanisms through which a leader's coaching skills can influence employee outcomes, specifically happiness and turnover intention in the business context. The existing literature has reported that leaders must demonstrate coaching skills to promote efficient work, well-being at work, and the improved mental health of employees (Zhao and Liu 2020;Peláez Zuberbühler et al 2021), but this study is innovates by considering happiness as a mediating variable in the relationship between leaders' coaching skills and employees' turnover intention.…”

Section: Theoretical Contributions and Implications For Managementmentioning

confidence: 99%

The Impact of Leaders’ Coaching Skills on Employees’ Happiness and Turnover Intention

Romão

Ribeiro

Gomes

et al. 2022

Administrative Sciences

View full text Add to dashboard Cite

This study seeks to provide a more comprehensive understanding of how leaders with coaching skills can affect an individual’s turnover intention through the mediating role of happiness. The sample includes 271 individuals from diverse organizations. Based on a survey, employees assessed their leaders’ coaching skills and reported their own happiness and turnover intention. The findings demonstrate that leaders’ coaching skills have a negative impact on employees’ turnover intention and a positive impact on their happiness, with the latter mediating the relationship between the first two variables. Organizations should note that a leader’s coaching skills are useful not only for the employee’s happiness, but also for avoiding turnover intention; therefore, organizations should encourage leaders to integrate more coaching skills into their leadership styles. The identification of an employee’s happiness as a mediator of the relationship between a leader’s coaching skills and employees’ turnover intention is an original contribution, thereby extending previous research over these topics.

show abstract

Section: Theoretical Contributions and Implications For Managementmentioning

confidence: 99%

The Impact of Leaders’ Coaching Skills on Employees’ Happiness and Turnover Intention

Romão

Ribeiro

Gomes

et al. 2022

Administrative Sciences

View full text Add to dashboard Cite

show abstract

“…Studies confirm the importance of leadership functions oriented toward change in teams (Wang et al, 2014), and they recommend training in transformational leadership in services for people with intellectual disabilities (Beadle-Brown et al, 2015). Leaders need to be competent and trained in the process of transforming organizations trying to reduce the hierarchical space between them and their followers though new approaches of supervision that can improve employee's performance, well-being and growth (Peláez et al, 2021). In this line, recent studies highlight the importance of an integrative approach to leadership where followers need to be considered as active elements and the leader has the characteristics of authentic leadership (self-awareness, relational transparency, balanced processing, and internalized moral perspective) within a process of mutual influence in which group cohesion and organizational commitment could be developed (Fladerer & Braun, 2020, García-Guiu et al, 2015Edú et al, 2012;Moriano et al, 2011).…”

Section: Discussionmentioning

confidence: 97%

The healthy management: the moderator role of transformational leadership on health workers

et al. 2022

View full text Add to dashboard Cite

Psychosocial risks arising from work, like workload, have a negative impact on the quality of work life, especially in terms of the deterioration in working conditions and negative consequences for employees’ health. The style of leadership exercised is key in coping with perceived psychosocial risks. The purpose of this study was to analyse the influence of transformational leadership and workload on psychosomatic disorders, and the moderating role of transformational leadership in the relationship between workload and psychosomatic disorders. The sample consisted of 408 Spanish employees working with people with intellectual disabilities. Workload and Psychosomatic disorders were measured by the UNIPSICO subscales, Transformational leadership was measured by a subscale adapted from the Multifactor Leadership Questionnaire (Bass & Avolio, 1989). Carrying out moderation analysis in PROCESS 3.4 results showed that both Workload and Transformational leadership had a significant influence on Psychosomatic disorders. In addition, Transformational leadership moderated the relationship between Workload and Psychosomatic disorders. Transformational leadership buffers the impact of workload on employees’ health and therefore in the need to carry out training programs for managers in organizations in order to exercise a healthy management. Los riesgos psicosociales derivados del trabajo, como la sobrecarga laboral, tienen un impacto negativo en la calidad de vida laboral, especialmente en el deterioro de las condiciones laborales y en la salud de los empleados. El estilo de liderazgo ejercido es clave en el afrontamiento de los riesgos psicosociales percibidos. El propósito de este estudio fue analizar la influencia del liderazgo transformacional y la sobrecarga laboral sobre los problemas psicosomáticos, y el papel moderador del liderazgo transformacional en la relación entre sobrecarga laboral y problemas psicosomáticos. La muestra consistió en 408 empleados españoles que trabajan con personas con discapacidad intelectual. Sobrecarga laboral y Problemas psicosomáticos se midieron con las subescalas UNIPSICO y Liderazgo transformacional se midió con una subescala adaptada del Cuestionario Multifactorial de Liderazgo (Bass & Avolio, 1989). El análisis de moderación mediante PROCESS 3.4 mostró que tanto Sobrecarga laboral como Liderazgo transformacional tuvieron una influencia significativa sobre Problemas psicosomáticos. Además, Liderazgo transformacional moderó la relación entre Sobrecarga laboral y Problemas psicosomáticos. El liderazgo transformacional amortigua el impacto de la sobrecarga laboral en la salud de los empleados y, por lo tanto, se destaca la necesidad de implementar programas de capacitación para directivos en las organizaciones con el fin de ejercer una gestión saludable.

show abstract

“…Job satisfaction negatively affects turnover intentions during COVID-19 pandemic 2.7 Mediating effects of management coaching, work engagement and Job satisfaction on the relationship between internal marketing and turnover intentions Recently, leadership, management coaching, work engagement, job satisfaction and employee coaching have become increasingly effective. Accordingly, Hunt and Weintraub (2002) state that effective leadership, management coaching, work engagement, job satisfaction are much more powerful and useful than merely providing feedback from the performance problem and also promote employees' reflection and learning processes (Lyons and Bandura, 2021;Pel aez Zuberb€ uhler et al, 2021). Thus, this study proposes that management coaching, work engagement and job satisfaction serve as mediators between internal marketing and turnover intentions.…”

Section: H6 Management Coaching Negatively Affects Turnover Intention...mentioning

confidence: 91%

Congruent internal marketing efforts to reduce turnover intentions among restaurant employees in the midst of COVID-19

Uludağ

Oluwajana

Ekanem

2023

View full text Add to dashboard Cite

PurposeThe purpose of this article is to examine the factors that influence turnover intentions by examining the effect of congruent internal marketing on turnover intentions among restaurant employees in North Cyprus. The study also integrates work immersion variables to factor in the reduction of turnover intentions of employees.Design/methodology/approachThe quantitative study employed questionnaires distributed to 150 participants at various restaurants throughout Northern Cyprus. The study's results were utilized to examine the effect of several components of congruent internal marketing on turnover intention, including work engagement, job satisfaction, coaching and employee development structural equation modelling.FindingsThe study confirmed a positive and significant relationship between congruent internal marketing and turnover intentions, work engagement, job satisfaction and management coaching. It is evident that congruent internal marketing is contingent on elements that minimize employees' turnover intentions. Given the increasing pace of voluntary and involuntary turnover, it is critical to provide concise research for both present and future analysis.Research limitations/implicationsThe data collection for this study was limited to the cities of Northern Cyprus, as it focuses on small business operations. Additionally, the researchers were able to collect data from only 30 establishments during the pandemic. Quintessential implication of the current study posits how internal marketing efforts coupled with coaching and engagement practises helps to reduce turnover.Originality/valueRecently, turnover intention has emerged as a major source of concern for business and organizational survivors, particularly during this COVID-19 pandemic. This had a detrimental effect on local and international enterprises, health, education, hotels and tourism. In essence, the current crisis has had a profound effect on both internal marketing and employee turnover intentions. Drawn from the POS and SET theories, the current study develops and tests parsimonious model in fostering avenues to reduce turnover.

show abstract

Development and validation of the coaching-based leadership scale and its relationship with psychological capital, work engagement, and performance

Abstract: token=yS1-1ZVgk1SPFtn_UK2LzFK1XgbA-55OhPdZbwmLN6o 3/55 Done.19. Ref. "Scharmer, 2017" is cited in the body but its bibliographic information is missing. Kindly provide its bibliographic information in the list.

Cited by 20 publications

References 92 publications

The Impact of Leaders’ Coaching Skills on Employees’ Happiness and Turnover Intention

The Impact of Leaders’ Coaching Skills on Employees’ Happiness and Turnover Intention

The healthy management: the moderator role of transformational leadership on health workers

Congruent internal marketing efforts to reduce turnover intentions among restaurant employees in the midst of COVID-19

Contact Info

Product

Resources

About