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The philosophy of coaching. Anthropological, hermeneutical and ethical implicationsCounselling and coaching can be understood as modern means to foster human autonomy, following the normative idea of the enlightenment. This anthropology must be completed with the Heideggerian concept of care, which clears misunderstandings of an asymmetry between coach and client. The hermeneutical dimension of coaching is analysed as creative and perspectival understanding on the basis of a fundamental questionability. With this innovative philosophical interpretation of coaching, its ethical values are adequately grounded. 相似文献
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Katherine Ely Lisa A. Boyce Johnathan K. Nelson Stephen J. Zaccaro Gina Hernez-Broome Wynne Whyman 《The Leadership Quarterly》2010,21(4):585-599
Leadership coaching reflects an evolving dynamic between the client and coach that is qualitatively different from most approaches to leadership development and therefore holds particular challenges for evaluation. Based on reviews of academic and practitioner literatures, this paper presents an integrated framework of coaching evaluation that includes formative evaluations of the client, coach, client–coach relationship, and coaching process, as well as summative evaluations based on coaching outcomes. The paper also includes a quantitative synthesis examining evaluation methodologies in 49 leadership coaching studies. The results revealed that self-reported changes in clients' leadership behaviors are the most frequently assessed coaching outcome, followed by clients' perceptions of the effectiveness of coaching. Recommendations to advance coaching evaluation research include the creation of collaborative partnerships between the evaluation stakeholders (client, coach, client's organization, and coaching organization) to facilitate systematic formative evaluations, the collection of multi-source and multi-level data, and the inclusion of distal outcomes in evaluation plans. 相似文献
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In this study, we used a two-phase exploratory sequential design consisting of qualitative and quantitative research methods to assess leadership coaching as a leadership development tool. A focus group study combined with a review of theory resulted in hypotheses linking coaching to increased leader role-efficacy (LRE) and leader's trust in subordinates (LTS). Using data from leaders participating in a six month coaching program and a control group, the results showed that LRE and LTS increased in the coaching group, but not in the control group. We also hypothesized that increased trust in subordinates would be related to subordinates' psychological empowerment and turnover intentions. A significant relationship between increased LTS and reduced turnover intentions was found. Finally, we found that the degree of facilitative behavior from the coach positively affected the changes in both leader role-efficacy and trust in subordinates. While the results should be interpreted with caution as the sample is small, our findings support claims that coaching represents a promising leadership development tool. Furthermore, the results regarding trust in subordinates represent contributions to the development of a relational perspective on leadership development. 相似文献
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Abstract An individual's beliefs in relation to stress are likely to affect their perceptions, and hence their work-related actions (such as absenteeism). In this paper, lay representations of work stress were investigated utilising semi-structured interviews with 45 individuals from a range of occupations. The meaning of occupational stress, its antecedents and outcomes, and ways by which it may be managed were examined. Dominant factors were established through the use of thematic content analysis. Similarities and differences were found between lay and professional discourses on work stress. Results indicate that lay representations of occupational stress are multi-faceted. Little consensus was found in how participants interpreted the concept: a diverse range of personal, environmental, and societal factors was highlighted. A different (and arguably more complex) range of definitions of job stress and the manner in which it impacts on individuals was revealed than has been reported in previous studies. The causes of stress at work were perceived as being predominantly organisational, but the impact of stress on the employee was more salient than organisational outcomes. Paradoxically, secondary and tertiary stress management techniques were thought to be more effective than interventions designed to prevent stress at work. Interviewees with line management responsibility were more likely to emphasise individual responsibility for managing stress, most others maintained that the individual and the organisation are equally responsible. The potential value of examining lay representations of job stress to the discipline of Occupational Health Psychology is discussed and suggestions for future research are made. 相似文献
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《Journal of Organizational Behavior Management》2013,33(1-2):145-153
Abstract The authors make a reasonable point, that behavior analysis should be concerned with effective behavior in its own right and not only as a replacement for ineffective behavior. But positive psychology is then described as “a science of positive subjective experience, positive individual traits, and positive institutions …” based largely on correlations among self-report inventories; a science which has the goal of identifying traits that function as the explanations of the behavior of interest. An effort is made to justify this move in a nonbehavioral direction by reference to the distinction between positive and negative reinforcement and an exhortation that OBM practitioners emphasize the former. But this rationale is seriously flawed by either a clearly erroneous or a drastically oversimplified understanding of this distinction. Furthermore, all of the more specific recommendations can be easily justified in terms of ordinary behavioral advantages without recourse to the achievement motivation literature or such concepts as self-efficacy. 相似文献
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《Journal of Organizational Behavior Management》2013,33(1-2):195-202
Abstract This article comments on the need to recognize that OBM already is a “positive psychology” for many more reasons than just that it embraces positive reinforce as a cornerstone of workplace improvement. This paper suggests there are at least 10 ways in which OBM constitutes a distinctly “positive” and humanizing approach to management practices. These ways are enumerated and briefly reviewed. 相似文献
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Surendra Arjoon 《国际管理评论杂志》2008,10(3):221-243
For the past four decades, debate has occurred in respect of situational social psychology and virtue ethics. This paper attempts to reconcile this debate. Situationists propose a fragmentation theory of character (each person has a whole range of dispositions, each of which has a restricted situational application) and do not subscribe to a regularity theory of character (behaviour is regulated by long‐term dispositions). In order to support this view, they cite a number of experiments. It is proposed that the substantive claims made by situationist social psychologists, for the most part, do not undermine or disagree with an Aristotelian virtue ethics perspective, but stem from a misunderstanding of concepts of moral character, faulty conclusions and generalizations in respect of experimental results. Situationists take a narrow view of character and morality. Evidence from organizational behaviour and managerial research literature supports the view that both situational (organizational) features and inner characteristics (including virtues) are powerful influences and determinants of morally upright and morally deviant behaviour. The role of practical judgement in bridging these views is discussed. As a way forward in reconciling situational social psychology with virtue ethics, the paper proposes an Aristotelian–Thomistic framework to overcome some of the problems associated with inadequate regulative ideals in building a normative moral theory. 相似文献
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Zismer DK 《Physician executive》2011,37(3):36-43
Examine a social learning theory model as a framework to guide health system leaders as they consider the psychology of organizational design as it pertains to the successful integration. 相似文献
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本文对西方储蓄经济模型的发展过程做了梳理和实证分析,一并研究了中国居民储蓄函数,最后给出了几点结论. 相似文献
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As occupational health psychology matures, it will become involved in a more detailed way in areas ofspecific concern, and it will outgrow its recent over-dependence on a small number of very generalconcerns such as work stress and burnout. One example of all area of potential interest andopportunity is that afforded by rail safety. This paper discusses the position in Britain. It outlines thehistory and nature of safety management in the rail industry following privatisation in the 1990s. Itthen describes recent changes in safety thinking that could represent a mini-paradign shift and thatopen the door to the more active involvement of occupational health psychologists. 相似文献
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Michelle Chin Chin Lee Mohd. Awang Idris Michelle Tuckey 《Human Resource Development International》2019,22(3):257-282
Human resource development (HRD) is key to organizational success. With some HRD roles devolving to leaders in recent years, a gap in understanding is now evident in how leaders’ leadership styles shape development-oriented behaviours that may effectively assist them in fulfilling their HRD roles, and the corresponding effects that this has on employee work engagement and turnover intention. This study compared the effects of transformational and transactional leadership styles on employee attitudes (i.e. work engagement and turnover intention) through leaders’ behaviours (i.e. supervisory coaching and performance feedback). This study used a multilevel approach (i.e. matching leaders to multiple subordinates) with 500 employees, nested in 65 workgroups from private organizations in Malaysia. As hypothesized, we found a link between transformational (but not transactional) leadership and higher levels of supervisory coaching and performance feedback, and that these job resources mediate the relationship between transformational leadership and work engagement. Furthermore, we found that work engagement mediates the relationships of both supervisory coaching and performance feedback to turnover intention. Overall, the study results reveal one way in which Asian leaders can effectively facilitate some aspects of HRD through development-focused behaviours which serve as job resources to boost work engagement and reduce turnover intention. 相似文献
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Toon W. Taris 《Work and stress》2013,27(2):99-104
Abstract There is a lack of intricate research into the relationships between work performance and other variables. This study examined the causal relationship between work, non-work stressors, and work performance. Using longitudinal multi-group data from three groups—university staff, trainee nurses, and part-time employees (overall N=244)—structural equation modelling was employed to explore one-way and reverse competing models. The results produced a good fitting model with one-way causal paths from work-related and non-work stressors (time 1) to job performance (time 2). Nested model comparison analysis provided further evidence to support this best fitting model, emphasizing the strong influence that non-work factors have within the workplace. This study has important implications for theory, methodology and statistical analysis, and practice in the field of work-related stressors and performance. 相似文献