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The Efficacy of Coaching on Job Perf...

Smith, Corey Sean.

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The Efficacy of Coaching on Job Performance Outcomes.

Record Type:	Electronic resources : Monograph/item
Title/Author:	The Efficacy of Coaching on Job Performance Outcomes./
Author:	Smith, Corey Sean.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2019,
Description:	54 p.
Notes:	Source: Dissertation Abstracts International, Volume: 80-03(E), Section: A.
Contained By:	Dissertation Abstracts International80-03A(E).
Subject:	Social sciences education. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10975931
ISBN:	9780438601000

The Efficacy of Coaching on Job Performance Outcomes.
Smith, Corey Sean.

The Efficacy of Coaching on Job Performance Outcomes. - Ann Arbor : ProQuest Dissertations & Theses, 2019 - 54 p.

Source: Dissertation Abstracts International, Volume: 80-03(E), Section: A.

Thesis (Ph.D.)--Capella University, 2019.

Is coaching effective? Is it cost-effective? The answers to these questions depend heavily on the contextual and situational factors at play and who is asking the question and why. A professional coach or purveyor of coaching services asking the above questions may well take the growth of the coaching industry worldwide as one indicator of whether coaching is effective and "works", and in the last 10 or 15 years workplace and executive coaching has grown from a relatively novel and little used intervention to a mainstream activity in organizations worldwide. This study defines coaching or setting individual and organizational goals with subordinates and regular or day-to-day feedback from positive performance from coaches and the coached as the two types of intervention strategies of developmental feedback (Kuvaas, 2011). This research study, Rao (2014) argues that developmental feedback helps employees to recognize their blind spots, correct themselves and perform better. It also serves as an employee retention tool. From the research, we know that there is a positive relationship between performance assessment helpfulness and job performance when employees perceived to receive higher levels of developmental feedback from supervisor developmental feedback, which is this research found is widely supported as a strategy (Bozer et al., 2013; Guo, Liao, Liao, & Zhang, 2014; Jiang & Qinxuan, 2015; Li et al., 2011; Kuvaas, 2011; Zheng et al., 2015).

ISBN: 9780438601000Subjects--Topical Terms:

2144735
Social sciences education.

The Efficacy of Coaching on Job Performance Outcomes.
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300 $a 54 p.
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520 $a Is coaching effective? Is it cost-effective? The answers to these questions depend heavily on the contextual and situational factors at play and who is asking the question and why. A professional coach or purveyor of coaching services asking the above questions may well take the growth of the coaching industry worldwide as one indicator of whether coaching is effective and "works", and in the last 10 or 15 years workplace and executive coaching has grown from a relatively novel and little used intervention to a mainstream activity in organizations worldwide. This study defines coaching or setting individual and organizational goals with subordinates and regular or day-to-day feedback from positive performance from coaches and the coached as the two types of intervention strategies of developmental feedback (Kuvaas, 2011). This research study, Rao (2014) argues that developmental feedback helps employees to recognize their blind spots, correct themselves and perform better. It also serves as an employee retention tool. From the research, we know that there is a positive relationship between performance assessment helpfulness and job performance when employees perceived to receive higher levels of developmental feedback from supervisor developmental feedback, which is this research found is widely supported as a strategy (Bozer et al., 2013; Guo, Liao, Liao, & Zhang, 2014; Jiang & Qinxuan, 2015; Li et al., 2011; Kuvaas, 2011; Zheng et al., 2015).
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