Abstract
Positive Psychological Coaching is receiving increasing attention within the organizational field because of its potential benefits for employees’ development and well-being (Passmore and Oades, 2014). The main aim of this study was to test the impact of a Positive Psychological Micro-Coaching program on non-executive workers’ psychological capital, and analyze how goal-related self-efficacy predicts goal attainment during the coaching process. Following a control trial design, 60 non-executive employees (35 in the experimental group and 25 in the waiting-list control group) from an automotive industry company participated in a Positive Psychological Micro-Coaching program over a period of 5 weeks. The intervention was grounded in the strengths-based approach and focused on setting a specific goal for personal and professional growth. The program consisted of a group session, three individual coaching sessions, and individual inter-session monitoring. Pre, post, and 4-month follow up measurements were taken to assess the impact on the study variables. Our results reveal that psychological capital increased significantly at post and follow-up times compared to baseline levels. In addition, results confirmed that goal-related self-efficacy predicted goal attainment during the micro-coaching process. Practical implications suggest that short-term positive psychological coaching is a valuable method for developing personal resources, such as psychological capital and to facilitate the goal achievement in non-executive employees, in order to reach work-related goals.
Highlights
More than ever, organizations must deal with a highly competitive environment where changes occur at an overwhelming speed, transforming the way they work and function, and requiring employees to learn new skills and expertise in order to execute their task effectively
In order to respond to these requests, this study aims to contribute to the research on the impact of a Positive Psychological Micro-Coaching (PPMC) program on psychological capital (PsyCap) and the relationship between self-efficacy and goal attainment in the coaching process
2 × 2 repeated measures (ANOVA) analysis was carried out, and results showed a statistically significant difference between the Experimental group (EX) and Waiting List-control group (WL) groups on the dependent variable PsyCap [F(1.55) = 9.65, p < 0.05, ηp2 = 0.152], demonstrating a large effect size. This result indicates that participants in the EX group had statistically higher levels of PsyCap at Time 2 (T2) compared to Time 1 (T1) (Pre intervention time for both groups) and to WL
Summary
Organizations must deal with a highly competitive environment where changes occur at an overwhelming speed, transforming the way they work and function, and requiring employees to learn new skills and expertise in order to execute their task effectively. Accepting negative situations, such as unpredictable environment or emotional complexity of human. Emerging research demonstrates that coaching is a valuable tool for organizations during turbulence because it helps to improve skills and attitudes for suitable change management and achieve work demands and goals (Kombarakaran et al, 2008; Grant, 2014; Bickerich et al, 2018). The increasing recognition that well-being plays a significant role in organizational performance has resulted in coaching becoming more holistic and focusing more on the health and well-being of employees (Green and Palmer, 2018)
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