Purpose

Managerial coaching has been popularized as a way of motivating, developing and retaining employees in organizations. Yet, there has been a lack of empirical studies to examine the linkage between managerial coaching and its potential impact on employees. This study aims to investigate the interrelationships among managerial coaching, employees’ personal learning and organizational commitment. This study also attempts to revise an existing instrument for measuring coaching skills in organizations created by McLean et al. (2005) to assess managers’ coaching skills.

Design/methodology/approach

Data analyzes were based on 187 employees of a top global technology organization headquartered in the USA. The existing instrument for measuring coaching skills was revised and confirmed through a series of efforts including expert reviews, pilot tests and assessing its reliability and validity. Structural equation modeling was used to examine the relationships among managerial coaching skills and employees’ personal learning and organizational commitment.

Findings

This study identified five dimensions of managerial coaching skills and validated the revised instrument measuring coaching skills in organizations. It also demonstrated that managers’ utilization of managerial coaching skills had a direct effect on employees’ learning and organizational commitment and impacted employees’ organizational commitment through personal learning.

Originality/value

This study examined the interrelationships among managerial coaching and employees’ personal learning and organizational commitment in organizations. In doing so, this study unveiled the process of how managers’ coaching affects employees’ development and attitudes at work. This study also identified five coaching skills as a tool to assess the level of managerial coaching.

中文翻译：

---

管理教练技能对员工承诺的影响：个人学习的作用

目的

管理教练作​​为一种在组织中激励、发展和留住员工的方式已经普及。然而，缺乏实证研究来检验管理辅导与其对员工的潜在影响之间的联系。本研究旨在调查管理教练、员工个人学习和组织承诺之间的相互关系。本研究还尝试修改由 McLean等人创建的用于衡量组织中教练技能的现有工具。(2005) 评估经理的教练技能。

设计/方法/方法

数据分析基于一家总部位于美国的全球顶级技术组织的 187 名员工。通过专家评审、试点测试和评估其可靠性和有效性等一系列努力，对现有的衡量教练技能的工具进行了修订和确认。结构方程模型用于检验管理教练技能与员工个人学习和组织承诺之间的关系。

发现

本研究确定了管理教练技能的五个维度，并验证了测量组织教练技能的修订工具。它还表明，管理者对管理教练技能的运用对员工的学习和组织承诺有直接影响，并通过个人学习影响员工的组织承诺。

原创性/价值

本研究考察了管理教练与员工个人学习和组织中的组织承诺之间的相互关系。在这样做的过程中，这项研究揭示了经理的辅导如何影响员工的发展和工作态度的过程。本研究还确定了五种教练技能作为评估管理教练水平的工具。