Examining the predictive validity of a managerial coaching scale: a longitudinal study
Managerial coaching remains a widespread and popular organizational development intervention applied across numerous industries to enhance critical workplace outcomes and employee attitudes, yet no studies to date have evaluated the temporal precedence within these relationships. This study sought t...
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| Format: | Article |
| Language: | English |
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Frontiers Media S.A.
2024-04-01
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| Series: | Frontiers in Psychology |
| Subjects: | |
| Online Access: | https://www.frontiersin.org/articles/10.3389/fpsyg.2024.1277422/full |
| _version_ | 1797228681879355392 |
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| author | Katie Stone Kim Nimon Andrea D. Ellinger |
| author_facet | Katie Stone Kim Nimon Andrea D. Ellinger |
| author_sort | Katie Stone |
| collection | DOAJ |
| description | Managerial coaching remains a widespread and popular organizational development intervention applied across numerous industries to enhance critical workplace outcomes and employee attitudes, yet no studies to date have evaluated the temporal precedence within these relationships. This study sought to assess the predictive validity of the widely used Employee Perceptions of Supervisor/Line Manager Coaching Behavior Measure managerial coaching scale (CBI), employing a longitudinal design and following the testing of the causal hypothesized relationship framework. Three hypotheses were evaluated using three commonly associated variables with managerial coaching (role clarity, job satisfaction, and organization commitment), using longitudinal data collected over two waves from full-time US employees (n = 313). The study followed a two-wave design, collecting data over two time points to test for longitudinal measurement invariance and three reciprocal cross-lagged models. Results detected statistically significant cross-lagged and reciprocal cross-lagged effects in the role clarity and organization commitment models, highlighting a reciprocal relationship between managerial coaching behaviors and the two variables. However, only the reciprocal cross-lagged effect was statistically significant in the job satisfaction model. Findings suggest the predictive validity of the CBI scale for role clarity and organization commitment. Moreover, results indicate employee attitudes influenced managerial coaching behaviors over time across all three models, emphasizing the potential impact of employee attitudes on leadership effectiveness. This study highlights the complex relationships between managerial coaching and workplace outcomes, offering nuanced insights for improved understanding. |
| first_indexed | 2024-04-24T15:00:34Z |
| format | Article |
| id | doaj.art-11824aef87da439badd5d4a8562c103f |
| institution | Directory Open Access Journal |
| issn | 1664-1078 |
| language | English |
| last_indexed | 2024-04-24T15:00:34Z |
| publishDate | 2024-04-01 |
| publisher | Frontiers Media S.A. |
| record_format | Article |
| series | Frontiers in Psychology |
| spelling | doaj.art-11824aef87da439badd5d4a8562c103f2024-04-02T15:37:29ZengFrontiers Media S.A.Frontiers in Psychology1664-10782024-04-011510.3389/fpsyg.2024.12774221277422Examining the predictive validity of a managerial coaching scale: a longitudinal studyKatie Stone0Kim Nimon1Andrea D. Ellinger2Director of Student Wellness and Professional Formation, School of Medicine, The University of Texas at Tyler, Tyler, TX, United StatesDepartment of Human Resource Development, Soules College of Business, The University of Texas at Tyler, Tyler, TX, United StatesDepartment of Human Resource Development, Soules College of Business, The University of Texas at Tyler, Tyler, TX, United StatesManagerial coaching remains a widespread and popular organizational development intervention applied across numerous industries to enhance critical workplace outcomes and employee attitudes, yet no studies to date have evaluated the temporal precedence within these relationships. This study sought to assess the predictive validity of the widely used Employee Perceptions of Supervisor/Line Manager Coaching Behavior Measure managerial coaching scale (CBI), employing a longitudinal design and following the testing of the causal hypothesized relationship framework. Three hypotheses were evaluated using three commonly associated variables with managerial coaching (role clarity, job satisfaction, and organization commitment), using longitudinal data collected over two waves from full-time US employees (n = 313). The study followed a two-wave design, collecting data over two time points to test for longitudinal measurement invariance and three reciprocal cross-lagged models. Results detected statistically significant cross-lagged and reciprocal cross-lagged effects in the role clarity and organization commitment models, highlighting a reciprocal relationship between managerial coaching behaviors and the two variables. However, only the reciprocal cross-lagged effect was statistically significant in the job satisfaction model. Findings suggest the predictive validity of the CBI scale for role clarity and organization commitment. Moreover, results indicate employee attitudes influenced managerial coaching behaviors over time across all three models, emphasizing the potential impact of employee attitudes on leadership effectiveness. This study highlights the complex relationships between managerial coaching and workplace outcomes, offering nuanced insights for improved understanding.https://www.frontiersin.org/articles/10.3389/fpsyg.2024.1277422/fullmanagerial coachinglongitudinal studyemployee attitudesrole clarityjob satisfactionorganization commitment |
| spellingShingle | Katie Stone Kim Nimon Andrea D. Ellinger Examining the predictive validity of a managerial coaching scale: a longitudinal study Frontiers in Psychology managerial coaching longitudinal study employee attitudes role clarity job satisfaction organization commitment |
| title | Examining the predictive validity of a managerial coaching scale: a longitudinal study |
| title_full | Examining the predictive validity of a managerial coaching scale: a longitudinal study |
| title_fullStr | Examining the predictive validity of a managerial coaching scale: a longitudinal study |
| title_full_unstemmed | Examining the predictive validity of a managerial coaching scale: a longitudinal study |
| title_short | Examining the predictive validity of a managerial coaching scale: a longitudinal study |
| title_sort | examining the predictive validity of a managerial coaching scale a longitudinal study |
| topic | managerial coaching longitudinal study employee attitudes role clarity job satisfaction organization commitment |
| url | https://www.frontiersin.org/articles/10.3389/fpsyg.2024.1277422/full |
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