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Relationships among managerial coach...

Park, Sohee.

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Relationships among managerial coaching in organizations and the outcomes of personal learning, organizational commitment, and turnover intention.

Record Type:	Language materials, printed : Monograph/item
Title/Author:	Relationships among managerial coaching in organizations and the outcomes of personal learning, organizational commitment, and turnover intention./
Author:	Park, Sohee.
Description:	190 p.
Notes:	Advisers: Gary N. McLean; Baiyin Yang.
Contained By:	Dissertation Abstracts International68-11B.
Subject:	Business Administration, Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3287827
ISBN:	9780549308522

Relationships among managerial coaching in organizations and the outcomes of personal learning, organizational commitment, and turnover intention.
Park, Sohee.

Relationships among managerial coaching in organizations and the outcomes of personal learning, organizational commitment, and turnover intention. - 190 p.

Advisers: Gary N. McLean; Baiyin Yang.

Thesis (Ph.D.)--University of Minnesota, 2007.

This study investigated the impact of managerial coaching on employees to provide a clearer understanding of how managerial coaching affects employees' attitudes and behaviors, particularly their personal learning, organizational commitment, and turnover intentions. Emerging from the extensive literature review, a framework of managerial coaching was provided and hypotheses and a conceptual model to explain the interrelationships between managerial coaching and its potential outcomes were established.

ISBN: 9780549308522Subjects--Topical Terms:

626628
Business Administration, Management.

Relationships among managerial coaching in organizations and the outcomes of personal learning, organizational commitment, and turnover intention.
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020 $a 9780549308522
035 $a (UMI)AAI3287827
035 $a AAI3287827
040 $a UMI $c UMI
100 1 $a Park, Sohee. $3 1279523
245 1 0 $a Relationships among managerial coaching in organizations and the outcomes of personal learning, organizational commitment, and turnover intention.
300 $a 190 p.
500 $a Advisers: Gary N. McLean; Baiyin Yang.
500 $a Source: Dissertation Abstracts International, Volume: 68-11, Section: B, page: 7698.
502 $a Thesis (Ph.D.)--University of Minnesota, 2007.
520 $a This study investigated the impact of managerial coaching on employees to provide a clearer understanding of how managerial coaching affects employees' attitudes and behaviors, particularly their personal learning, organizational commitment, and turnover intentions. Emerging from the extensive literature review, a framework of managerial coaching was provided and hypotheses and a conceptual model to explain the interrelationships between managerial coaching and its potential outcomes were established.
520 $a From a technology organization in the United States, 187 people completed the survey. Correlation analysis was conducted to examine the relationships among the constructs. Reliability tests and confirmative factor analysis (CFA) assessed the validity and reliability of four measurement models. To explain the interrelationships among the constructs further, the hypothesized structural model and three alternative models were examined and a final model was selected based on consideration of both theoretical foundations and statistical fit indices.
520 $a This study identified five dimensions of managerial coaching skills in organizations, including Open Communication, Team Approach, Valuing People, Accepting Ambiguity, and Facilitating Development. The results supported all hypotheses: a positive relationship between managerial coaching and both personal learning and organizational commitment; a positive association between personal learning and organizational commitment; and a negative relationship between managerial coaching and turnover intention and between personal learning and organizational commitment. Further, the results revealed that managerial coaching had a direct impact on personal learning and organizational commitment positively. Managerial coaching had a negative impact on turnover intention. Organizational commitment clearly affected turnover intention negatively. However, the two paths from personal learning to organizational commitment and to turnover intention were non-significant in the final model.
590 $a School code: 0130.
650 4 $a Business Administration, Management. $3 626628
650 4 $a Education, Industrial. $3 1017516
650 4 $a Psychology, Industrial. $3 520063
690 $a 0454
690 $a 0521
690 $a 0624
710 2 $a University of Minnesota. $3 676231
773 0 $t Dissertation Abstracts International $g 68-11B.
790 $a 0130
790 1 0 $a McLean, Gary N., $e advisor
790 1 0 $a Yang, Baiyin, $e advisor
791 $a Ph.D.
792 $a 2007
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3287827