The influence of organizational coaching context on pre-coaching motivation and the role of regulatory focus: An experimental study

IF 4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Human Resource Development Quarterly Pub Date : 2021-10-28 DOI:10.1002/hrdq.21462
Gil Bozer Ph.D., Marianna Delegach Ph.D., Silja Kotte Ph.D.
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引用次数: 3

Abstract

This study responds to the call for a closer analysis of the role that contextual and individual factors play in workplace coaching as a context-sensitive intervention. We build on theories of regulatory focus and training motivation, to propose and examine a model that explains employees' pre-coaching motivation when assigned to workplace coaching. Specifically, we propose that the employees' perception of the organizational coaching context, as either developmental or remedial, contributes to their pre-coaching motivation through employees' situational regulatory focus. Results of a scenario-based experimental study (N = 175) demonstrated that organizational coaching context affects employees' situational regulatory foci beyond their chronic dispositions. Further, the indirect relationship between developmental organizational coaching context and pre-coaching motivation was mediated by employee situational promotion focus. However, we did not find the hypothesized indirect relationship between remedial organizational coaching context and employee pre-coaching motivation via employee situational prevention focus. The study highlights the important role that organizations' management and human resource development personnel play in the “kick-off” of a workplace coaching intervention by shaping the context of coaching assignments prior to coaching. Furthermore, this study emphasizes the importance of including the organization's informal feedback to the employee prior to coaching as a key contractual element that contributes to coachees' pre-coaching motivation. We conclude with implications for future workplace coaching research and practice.

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组织辅导情境对辅导前动机的影响及调节焦点的作用:一项实验研究
本研究响应了对情境和个人因素在工作场所指导中作为情境敏感干预所起作用的更密切分析的呼吁。我们建立在监管焦点和培训动机理论的基础上,提出并检验了一个模型,该模型解释了员工在被分配到工作场所教练时的教练前动机。具体而言,我们提出员工对组织教练情境的感知,无论是发展性的还是补偿性的,都通过员工的情境调节焦点来促进他们的教练前动机。一项基于场景的实验研究(N = 175)的结果表明,组织教练情境对员工情境监管焦点的影响超出了他们的慢性倾向。此外,发展性组织教练情境与教练前动机之间的间接关系被员工情境提升关注所中介。然而,我们并没有通过员工情境预防焦点发现补救性组织教练情境与员工教练前动机之间的间接关系。该研究强调了组织的管理和人力资源开发人员通过在指导之前塑造指导任务的背景,在工作场所指导干预的“启动”中发挥的重要作用。此外,本研究强调了将组织在培训前对员工的非正式反馈作为关键合同要素的重要性,这有助于教练的培训前动机。最后,我们提出了对未来职场教练研究和实践的启示。
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来源期刊
CiteScore
7.60
自引率
6.10%
发文量
19
期刊介绍: Human Resource Development Quarterly (HRDQ) is the first scholarly journal focused directly on the evolving field of human resource development (HRD). It provides a central focus for research on human resource development issues as well as the means for disseminating such research. HRDQ recognizes the interdisciplinary nature of the HRD field and brings together relevant research from the related fields, such as economics, education, management, sociology, and psychology. It provides an important link in the application of theory and research to HRD practice. HRDQ publishes scholarly work that addresses the theoretical foundations of HRD, HRD research, and evaluation of HRD interventions and contexts.
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