THE EFFECT OF MANAGERIAL COACHING ON PSYCHOLOGICAL CAPITAL AND THE EFFECT OF PSYCHOLOGICAL CAPITAL ON INNOVATIVE WORK BEHAVIOR AND THRIVING AT WORK

Yıl 2024, Cilt: 19 Sayı: 1, 54 – 60, 30.07.2024

Meryem Rharbi Beynaz Uysal

https://doi.org/10.17261/Pressacademia.2024.1909

Öz

Kaynakça

• Abid, G., Ahmed, S., Fiaz Qazi, T., & Sarwar, K. (2020). How managerial coaching enables thriving at work. A sequential mediation. Journal of Entrepreneurship, Management and Innovation, 16(2), 132–160.
• Avey, J. B., Luthans, F., Youssef, C. M. (2009b). The additive value of positive psychological capital in predicting work attitudes and behaviors. Journal of Management Online First, 36(2), 430-452.
• Avey, J. B., Nimnicht, J. L. ve Pigeon, N. G. (2010). Two field studies examining the association between positive psychological capital and employee performance. Leadership & Organization Development Journal, 31(5) 384-401.
• Begenirbaş M. ve Turgut E. (2016). Psikolojik sermayenin çalışanların yenilikçi davranışlarına ve performanslarına etkileri: savunma sektöründe bir araştırma. Dokuz Eylül Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 31(1), 57-93.
• Bekiş, T., Tosunoğlu, N., Sağlam Arı, G. (2021). Çalışan koçluk ilişkisinin algılanan kalitesinin türkçe ölçek uyarlaması ve psikolojik sermayeye etkisinin yapısal eşitlik modellemesi ile incelenmesi. İşletme Araştırmaları Dergisi, 13(3), 2727-2745.
• De Jong, J., & den Hartog, D. (2010). Measuring innovative work behaviour. Creativity and Innovation Management, 19(1), 23–36.
• Ellinger, A. D., Ellinger, A. E., & Keller, S. B. (2003). Supervisory coaching behavior, employee satisfaction, and warehouse employee performance: A dyadic perspective in the distribution industry. Human Resource Development Quarterly, 14, 435–458.
• Ellinger, A. D., Ellinger, A. E., Bachrach, D. G., Wang, Y.-L., & Elmadag Bas, A. B. (2010). Organizational investments in social capital, managerial coaching, and employee workrelated performance. Management Learning, 42, 67–85.
• Fontes, A. and Dello Russo, S. (2020). An experimental field study on the effects of coaching: The mediating role of psychological capital. Applied Psychology, 70(2), 459-488.
• Gilley, A., Gilley, J. W., & Kouider, E. (2010). Characteristics of managerial coaching. Performance Improvement Quarterly, 23, 53–70.
• International Coaching Federation. (2021). ICF Temel Yetkinlik Modeli 2021. ICF Türkiye. https://www.icfturkey.org/icf-hakkinda/icf-etik-kurallari/icf-temel-yetkinlik-modeli-2021
• Janssen, O. (2004). How fairness perceptions make innovative behavior more or less stressful. Journal of Organizational Behavior, 25(2), 201-215, 576.
• Ladyshewsky, R.K. (2010). The manager as coach as a driver of organizational development. Leadership & Organization Development Journal 31(4), 292-306.
• Li, C., & Wu, J. (2011). The structural relationships between optimism and innovative behavior: Understanding potential antecedents and mediating effects. Creativity Research Journal, 23(2), 119-128.
• Luthans, F. (2002b). Positive organizational behavior: Developing and managing psychological strengths. Academy of Management Executive, 16(1) 57-72.
• Luthans, F., Avolio, B. J., Avey, J. B. ve Norman, S. M. (2007a). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personal Psychology, 60, 541–572.
• McLean, G. N., Yang, B., Kuo, M.-H. C., Tolbert, A. S., & Larkin, C. (2005). Development and initial validation of an instrument measuring managerial coaching skill. Human Resource Development Quarterly, 16, 157–178.
• Örücü, E. & Çinar, B. (2019). Pozitif psikolojik sermayenin yenilikçi davranış üzerindeki etkisi: bankacılık sektöründe bir araştırma. Anemon Muş Alparslan Üniversitesi Sosyal Bilimler Dergisi, 7(2), 275-291 .
• Paterson, T. A., Luthans, F., & Jeung, W. (2014). Thriving at work: Impact of psychological capital and supervisor support. Journal of Organizational Behavior, 35, 434–446.
• Peterson, S. J., Luthans F., Avolio, B. J., Walumbwa, F. O. ve Zhangi Z. (2011). Psychological capital and employee performance: a latent growth modeling approach. Personnel Psychology, 64, 427–450.
• Porath, C., Spreitzer, G., Gibson, C., and Garnett, F. G. (2012). Thriving at work: Toward its measurement, construct validation ve theoretical refinement. Journal of Organizational Behavior, 33(2), 250-275.
• Porath, C., Spreitzer, G., Gibson, C., and Garnett, F. G. (2012). Thriving at work: Toward its measurement, construct validation ve theoretical refinement. Journal of Organizational Behavior, 33(2), 250-275.
• Thans, F., Youssef, C. and M., Avolio, J. (2007d). Psychological Capital, New York, Oxford University Press, 44-49.
• Seligman, M. E. P. (2007). Coaching and positive psychology. Australian Psychologist, 42(4), 266-267.
• Snyder, C. R. (2000). Handbook of hope. San Diego: Academic Press, ABD.
• Snyder, C. R. (2002). Hope theory: Rainbows in the mind. Psychological Inquiry, 13(4), 249–275.
• Sweetman, D., Luthans, F., Avey, J., & Luthans, B. C. (2011). Relationship between positive psychological capital and creative performance. Canadian Journal of Administrative Sciences, 28, 4-13

THE EFFECT OF MANAGERIAL COACHING ON PSYCHOLOGICAL CAPITAL AND THE EFFECT OF PSYCHOLOGICAL CAPITAL ON INNOVATIVE WORK BEHAVIOR AND THRIVING AT WORK

Yıl 2024, Cilt: 19 Sayı: 1, 54 – 60, 30.07.2024

Meryem Rharbi Beynaz Uysal

https://doi.org/10.17261/Pressacademia.2024.1909

Öz

Purpose- In today’s business world, it has become even more challenging for organizations to gain and maintain competitive advantages. One of the most important sources of success of organizations is their employees. Employees of organizations that are extraordinary and successful in the long term constantly improve themselves and are innovative. These characteristics and behaviors have become even more important nowadays where uncertainty and innovation expectations are higher than ever. Beside this, employees’ thriving at work and innovative work behaviors depend on their psychological capital. Managers have a significant impact on increasing employees’ psychological capital. One of the most important tools that managers use to create the desired effect is coaching practices. Managerial coaching is an important concept and a kind of leadership practice that has been emphasized more in recent years. Managerial coaching enables employees to realize their own resources, to look to the future with hope, to have more confidence in themselves and their future, and to develop and use their potential. In this context, this study examines the effect of managerial coaching on psychological capital and the effect of psychological capital on thriving at work and innovative work behavior.
Methodology- In this quantitative study, a questionnaire was used to collect research data. Managerial Coaching, Psychological Capital, Innovative Work Behavior and Thriving at Work scales were used in the questionnaire used to obtain the data of the research. The data obtained from 472 white-collar employees by convenience sampling method were analyzed using SPSS 24.0 and Lisrel 8.7 software. In this study, factor, reliability, correlation, and regression analyses were conducted and their results were taken into consideration.
Findings- As a result of this research, positive effects of managerial coaching on psychological capital and positive effects of psychological capital on thriving at work and innovative work behavior were determined. According to the analysis, all the hypotheses are accepted, except for the hypotheses regarding the positive effect of employee’s optimism on innovative work behavior. However, managerial coaching affects other sub-dimensions of psychological capital and the psychological capital dimension most affected by managerial coaching is self-efficacy.
Conclusion- Based on the findings, it can be said that managerial coaching positively affects the psychological capital of employees and thus, employees will make more effort to improve themselves at work and exhibit more innovative work behaviors. Accordingly, managers and leaders can enable their employees to improve themselves at work and exhibit innovative work behaviors through coaching practices. In this way, managers and leaders can make their organizations able to cope with these situations in an environment where uncertainty and innovation demands are high.

Anahtar Kelimeler

Managerial coaching, psychological capital, innovative work behavior, thriving at work, optimism

Kaynakça

• Abid, G., Ahmed, S., Fiaz Qazi, T., & Sarwar, K. (2020). How managerial coaching enables thriving at work. A sequential mediation. Journal of Entrepreneurship, Management and Innovation, 16(2), 132–160.
• Avey, J. B., Luthans, F., Youssef, C. M. (2009b). The additive value of positive psychological capital in predicting work attitudes and behaviors. Journal of Management Online First, 36(2), 430-452.
• Avey, J. B., Nimnicht, J. L. ve Pigeon, N. G. (2010). Two field studies examining the association between positive psychological capital and employee performance. Leadership & Organization Development Journal, 31(5) 384-401.
• Begenirbaş M. ve Turgut E. (2016). Psikolojik sermayenin çalışanların yenilikçi davranışlarına ve performanslarına etkileri: savunma sektöründe bir araştırma. Dokuz Eylül Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 31(1), 57-93.
• Bekiş, T., Tosunoğlu, N., Sağlam Arı, G. (2021). Çalışan koçluk ilişkisinin algılanan kalitesinin türkçe ölçek uyarlaması ve psikolojik sermayeye etkisinin yapısal eşitlik modellemesi ile incelenmesi. İşletme Araştırmaları Dergisi, 13(3), 2727-2745.
• De Jong, J., & den Hartog, D. (2010). Measuring innovative work behaviour. Creativity and Innovation Management, 19(1), 23–36.
• Ellinger, A. D., Ellinger, A. E., & Keller, S. B. (2003). Supervisory coaching behavior, employee satisfaction, and warehouse employee performance: A dyadic perspective in the distribution industry. Human Resource Development Quarterly, 14, 435–458.
• Ellinger, A. D., Ellinger, A. E., Bachrach, D. G., Wang, Y.-L., & Elmadag Bas, A. B. (2010). Organizational investments in social capital, managerial coaching, and employee workrelated performance. Management Learning, 42, 67–85.
• Fontes, A. and Dello Russo, S. (2020). An experimental field study on the effects of coaching: The mediating role of psychological capital. Applied Psychology, 70(2), 459-488.
• Gilley, A., Gilley, J. W., & Kouider, E. (2010). Characteristics of managerial coaching. Performance Improvement Quarterly, 23, 53–70.
• International Coaching Federation. (2021). ICF Temel Yetkinlik Modeli 2021. ICF Türkiye. https://www.icfturkey.org/icf-hakkinda/icf-etik-kurallari/icf-temel-yetkinlik-modeli-2021
• Janssen, O. (2004). How fairness perceptions make innovative behavior more or less stressful. Journal of Organizational Behavior, 25(2), 201-215, 576.
• Ladyshewsky, R.K. (2010). The manager as coach as a driver of organizational development. Leadership & Organization Development Journal 31(4), 292-306.
• Li, C., & Wu, J. (2011). The structural relationships between optimism and innovative behavior: Understanding potential antecedents and mediating effects. Creativity Research Journal, 23(2), 119-128.
• Luthans, F. (2002b). Positive organizational behavior: Developing and managing psychological strengths. Academy of Management Executive, 16(1) 57-72.
• Luthans, F., Avolio, B. J., Avey, J. B. ve Norman, S. M. (2007a). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personal Psychology, 60, 541–572.
• McLean, G. N., Yang, B., Kuo, M.-H. C., Tolbert, A. S., & Larkin, C. (2005). Development and initial validation of an instrument measuring managerial coaching skill. Human Resource Development Quarterly, 16, 157–178.
• Örücü, E. & Çinar, B. (2019). Pozitif psikolojik sermayenin yenilikçi davranış üzerindeki etkisi: bankacılık sektöründe bir araştırma. Anemon Muş Alparslan Üniversitesi Sosyal Bilimler Dergisi, 7(2), 275-291 .
• Paterson, T. A., Luthans, F., & Jeung, W. (2014). Thriving at work: Impact of psychological capital and supervisor support. Journal of Organizational Behavior, 35, 434–446.
• Peterson, S. J., Luthans F., Avolio, B. J., Walumbwa, F. O. ve Zhangi Z. (2011). Psychological capital and employee performance: a latent growth modeling approach. Personnel Psychology, 64, 427–450.
• Porath, C., Spreitzer, G., Gibson, C., and Garnett, F. G. (2012). Thriving at work: Toward its measurement, construct validation ve theoretical refinement. Journal of Organizational Behavior, 33(2), 250-275.
• Porath, C., Spreitzer, G., Gibson, C., and Garnett, F. G. (2012). Thriving at work: Toward its measurement, construct validation ve theoretical refinement. Journal of Organizational Behavior, 33(2), 250-275.
• Thans, F., Youssef, C. and M., Avolio, J. (2007d). Psychological Capital, New York, Oxford University Press, 44-49.
• Seligman, M. E. P. (2007). Coaching and positive psychology. Australian Psychologist, 42(4), 266-267.
• Snyder, C. R. (2000). Handbook of hope. San Diego: Academic Press, ABD.
• Snyder, C. R. (2002). Hope theory: Rainbows in the mind. Psychological Inquiry, 13(4), 249–275.
• Sweetman, D., Luthans, F., Avey, J., & Luthans, B. C. (2011). Relationship between positive psychological capital and creative performance. Canadian Journal of Administrative Sciences, 28, 4-13

Toplam 27 adet kaynakça vardır.

Ayrıntılar

Kaynak Göster

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