Influence Of Coaching Research Articles

The Influence Of Education, Coaching, Work Culture And Employee Attitudes On The Work Performance Of Employees Of Puskesmas Tanjung Raya Muara Enim

The research was conducted by the author with the aim of knowing and analyzing the influence of education, coaching, work culture and employee attitudes individually and collectively on the work performance of Tanjung Raya Muara Enim Health Center employees. The research method used in this research is a quantitative method using questionnaires distributed to respondents. Test data quality using validity tests, reliability tests, normality tests. The analysis used is descriptive analysis and inferential analysis using statistical calculations with multiple regression formulas, partial simultaneous tests and coefficient of determination. The research results showed that education, coaching, work culture and employee attitudes had a significant influence individually and collectively on the work performance of Tanjung Raya Muara Enim Community Health Center employees

The Effect of Dormitory-Based Coaching and Religiosity on Islamic Education Learning Outcomes

This study aims to investigate the influence of dormitory-based coaching and religiosity on learning outcomes in the context of Islamic education. Dormitory-based coaching refers to an educational approach that involves the boarding environment as an integral part of the learning process, while religiosity refers to the spiritual depth and connectedness of individuals to religious values. This research method uses a quantitative approach with a correlational research design. The study sample consisted of students living in dormitories and attending Islamic education programs at various levels. The instruments used in this study include a measurement scale of dormitory coaching, questionnaires regarding the level of religiosity, and student learning outcomes data obtained from academic records. The results of data analysis show that there is a positive relationship between dormitory-based coaching and Islamic education learning outcomes. Students who experience dormitory-based coaching tend to achieve better learning outcomes compared to those who do not attend such coaching. In addition, there is a positive relationship between the level of religiosity and the learning outcomes of Islamic education. Students who have higher levels of religiosity tend to show better achievement of learning outcomes. Furthermore, this study also found that there is an interaction between dormitory-based coaching and the level of religiosity on Islamic education learning outcomes. Students who are high in both factors, namely dormitory coaching and religiosity, have the highest tendency to achieve optimal learning outcomes. The findings suggest that levels of religiosity have a significant impact on learning outcomes.

The Effect of Coaching and Discipline on Managerial Employee Performance Mediated by Employee Engagement Transportation Industry

The article on the influence of coaching and discipline on managerial employee performance which is mediated by employee engagement is a scientific literature article within the scope of human resource management science. The purpose of this writing is to build a hypothesis of the influence between variables which can later be used for further research within the scope of human resource management. The research method used is descriptive qualitative. Data was obtained from previous research that is relevant to this research and sourced from academic online media such as Publish or Perish, Google Scholar, digital reference books and Sinta journals. The results of this article are: 1) Coaching influences employee engagement; 2) Discipline influences employee engagement; 3) Coaching influences the performance of managerial employees; 4) Discipline influences the performance of managerial employees; 5) Employee engagement influences the performance of managerial employees; 6) Coaching managerial influences employee performance through employee engagement; and 7) Discipline influences managerial employee performance through employee engagement.

Direct And Indirect Influence Of Career Development And Human Resource Development On Professionality And Its Impact On Personnel Performance At The Jambi Polda Human Resources Bureau

This research aims to determine and analyze the direct and indirect influence of career coaching and human resource development on professionalism and its impact on personnel performance at the Jambi Regional Police Human Resources Bureau. This is because human resources must receive career coaching and development so as to increase professionalism to encourage increased employee performance. The literature review in this research uses reference sources based on the variables used, namely career coaching, human resource development, professionalism and personnel performance. Where, each variable will be explained definitively, examining dimensions and indicators, as well as the relationship between the variables themselves. The research was conducted using descriptive analysis methods to determine the scale and quantitative analysis (path analysis) based on the research variables used. The research object itself is the Jambi Regional Police Human Resources Bureau with a population and sample of 62 personnel. The research results show that: 1) The total score for the Career Development (X1) and Human Resources Development (X2) variables is in the good category, while the Professionalism (Y) and Personnel Performance (Z) variables are in the High category; 2) The Career Development variable (X1) directly 11.16% and indirectly 17.16% and Human Resources Development (X2) has a direct influence of 23.33% and indirectly 51.65% on Professionalism (Y); 3) The Career Development variable is directly .92% and indirectly 13.98% (X1) and HR Development directly 25% and indirectly 45.9% (X2) has a direct influence on Personnel Performance (Z); 4) The Professionalism Variable (Y) has a direct influence of 33.76% and other factors 66.24% on Personnel Performance (Z); and 5) Career Development (X1), HR Development (X2), and Professionalism (Y) variables have a positive and significant influence on Personnel Performance (Z). Thus, career coaching and human resource development directly and indirectly through professionalism on the performance of personnel at the Jambi Regional Police Human Resources Bureau has a positive and significant effect.

How does leaders' managerial coaching impact followers' in-role and extra-role behaviors? The mediating roles of intrinsic motivation and self-efficacy

PurposeThe purpose of this study is to investigate the effects of leaders' managerial coaching on followers' organizational citizenship behavior (OCB), creativity and task performance. This study also examined the mediating role of intrinsic motivation and self-efficacy, recognizing the follower’s attitude and cognition as essential elements of behavioral changes.Design/methodology/approachThis study collected data from 20 companies across multiple industries in South Korea, and a total of 386 leader–follower dyads' data were used.FindingsThe results show that leaders' coaching is positively associated with OCB directly, but a direct impact of coaching on creativity and task performance was not supported. The results also showed that intrinsic motivation partially mediates the effect of coaching on OCB and fully mediates the effect of coaching on creativity and task performance. Self-efficacy played a role as a full mediator between coaching and task performance.Originality/valueThis study considered both the cognitive and affective aspects of managerial coaching and examined the influence of managerial coaching on the followers' in-role and extra-role behaviors (i.e. OCB, creativity and task performance) using responses from both the leaders and the followers at multiple organizations. Specifically, the results of this study empirically illustrated that managerial coaching by leaders serves as a mechanism mediated through intrinsic motivation and self-efficacy, linking to employees' OCB, creativity and task performance. This provides a clear explanation of the processes through which managerial coaching impacts employees and offers insights into the specific aspects that organizational leaders should focus on when engaging in managerial coaching.

Influence of Nutritional Coaching (in the Network) on the Level of Nutritional Knowledge of Mothers of Stunting Toddler

Stunting is still an unresolved nutritional problem. Stunting in children is the result of chronic malnutrition or impaired growth and development in the past. The stunting rate among toddlers in Mojokerto Regency is 27.4% (2021). This research aims to analyze the influence of nutritional coaching (in the network) on the level of nutritional knowledge of mothers of stunting toddlers in Sooko District, Mojokerto Regency. This research is a quasi-experimental research with a pretest - posttest control group design. The sampling technique used was purposive sampling. The research instrument used a nutritional knowledge questionnaire and a 24-hour recall form. The type of data is primary data with statistical analysis using Paired sample T-test. Online nutritional coaching can increase the difference in the value of the mother's nutritional knowledge level, showing significant changes between before and after treatment with a p value of 0.000. Based on statistical tests between groups, a p-value of 0.005 was obtained. Statistical tests on these differences resulted in p < 0.05, meaning the differences were significant between groups. The conclusion of this research is that online nutritional coaching via leaflets can increase the nutritional knowledge of stunted mothers of toddlers.

The Influence of Development and Alternative Solutions for the Development of Small and Medium Industries in Hst Regency, South Kalimantan, Indonesia

Analysis of the Effectiveness and Influence of Small and Medium Industry Development on the Income of Small and Medium Industry Actors in (HST) Regency. The research aims to analyze the influence of coaching and alternative solutions for developing SMEs in HST Regency. The research aims to analyze the influence of coaching and alternative solutions for developing Small and Medium Industries in HST Regency. This research is about Small and Medium Industry actors in the HST Regency Trade Service who had the opportunity to receive guidance from the Trade Service in the industrial sector of HST Regency. The respondents in this research were 38 respondents from Small and Medium Industry actors in HST Regency, and this research used quantitative methods, data collection techniques using interviews, observations and documentation. Data analysis by analyzing the impact on respondents and SWOT analysis. The F test is carried out to test whether development (X1), capital (X2), education (X3), labor (X4) and marketing network (X5) together have a significant influence on income (Y) from Small and Medium Industries ( SMEs). Based on the SPSS output table, the Sig value is known. is 0.000. Because the Sig value. 0.000 < 0.05, then according to the basis of decision making in the F test it can be concluded that the hypothesis is accepted or in other words Development (X1), Capital (X2), Education (X3), Labor (X4), and Marketing Network (X5 ) simultaneously influences the Income (Y) of Small and Medium Industries . Based on the diagram above, the position of SMEs by respondents is in quadrant III (negative, positive), this position indicates a business that is weak but has great opportunities. The strategy recommendation given is Change Strategy, meaning that the organization is advised to change its previous strategy. Because, it is feared that the old strategy will be difficult to capture existing opportunities while improving the business being carried out.

IS THE RACEWALKING BIOMECHANICS SIGNIFICANTLY INFLUENCED BY COACHING?

While there is a significant number of analyses of influence of coaching and training content on performance, detailed analyses linking teaching the technique and biomechanics indicators in literature are rather scarce. The purpose of the study was to determine the differences between two groups of racewalkers in the selected variables describing their gaits. The research method consisted of measuring ground reaction forces as well as kinematics of motion recorded by video cameras and the OptoJumpNext system of 14 athletes from two distinct training groups of athletes walking at individually determined speed. To identify the differences in 9 key variables between the two groups, a two-sample unpaired T-test was performed, which was also controlled by Cohens' effect size indicator. The main finding of the study is that 5 key variables unrelated to walking speed were statistically different between the two groups, with Group A (predominantly "M"-shaped) having a lower ratio of peak ground reaction force (GRF) to GRF at 70% of the contact phase (p=0.0000), lower ratio of total GRF at the end and beginning of the interval 70% - 80% (p=0.0006), greater pelvic rotation (p=0.0056) and a more upright posture with lower forward pelvic tilt (p=0.0001) and lower backward thoracic tilt (p=0.0000). There were no significant differences between the two groups in two variables describing upper body movement i.e. arm-swing angle and thoracic rotation. Another variable (peak GRF) was also statistically different between the two group (p=0.0000), but this variable is related to the walking speed, which was not identical for the two groups. In conclusion, differences in the selected biomechanical indicators, that are trainable according to literature, may have been influenced by apparently different training approaches applied within the two groups of athletes. We suggest that, although the gait in racewalking is rather strictly defined by the rules, the above variables can and should be controlled and influenced by training to develop a smooth racewalking technique with lower peak ground reaction forces.

Talent development practices and processes in learning organisations: evidence from South African higher education institutions

Purpose The purpose of this paper was to identify talent development practices and processes that enhance professional and career growth of employees in South African higher education institutions (HEIs). Design/methodology/approach A quantitative study was carried out to investigate the subject matter. A structured questionnaire was used to collect the data from 265 academics in three South African HEIs. The Statistical Package for the Social Sciences, version 27.0, was used to analyse the data. Cronbach’s alpha coefficient and factor analysis were used to test the reliability and validity of the measuring instrument. Pearson’s correlations and regression analysis were used to interpret the relationship between the independent and dependent variables. Findings The results of the Pearson correlation test established a strong positive influence of training development, coaching and mentoring and career development on talent development. On the other hand, linear regression results indicated that training and development, coaching and mentoring and career development made a strong contribution to the model. Research limitations/implications The scope of the study only applied to South African HEIs, making the generalisation of the findings to be limited because of the differences in an organisational context. Hence, future research should focus on different industries. Practical implications The study contributes to understanding how talent development can be leveraged to assist academics in HEIs to improve their professional and career goals. The findings suggest that HEIs must invest in talent development to help academics acquire the skills, knowledge and competencies required to perform their tasks. Originality/value This paper sheds more light on talent development practices and processes that enhance academic skills, knowledge and competencies in HEIs. Moreover, the study expands on the findings of prior studies concerning talent development in learning organisations.

Influence of Managerial Coaching on Service-Oriented Citizenship Behaviours: The Mediating Role of Service Quality Commitment in The Malaysian Hotel Industry During the Pandemic Outbreak

Tourism industry has been recognised as one of the important industries which contributed to the country’s economic growth. Thus, it has become essential to investigate the aspects which could strengthen the service provision in the hotel industry in Malaysia. The motive of this paper is to investigate the effects of managerial coaching (MC) on the willingness of frontline service employees to practise service-oriented citizenship behaviours (SOCB) using employees’ commitment to service quality (ECSQ) as mediator. A total of 398 questionnaires have been completed and were applied for data analysis. Partial Least Squares-Structural Equation Modelling (PLS-SEM) was employed to test the hypotheses. Results indicated MC and ECSQ significantly affect frontline service employees’ SOCB. Moreover, the results show that ECSQ has partially mediated the relationship between MC and SOCB.

The influence of organizational development programs on employees’ career development: the role of gender as a moderator

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsA significant direct relationship is found between seven of the organizational development programs and employees’ career development. In addition, gender is found to moderate the influence of coaching, web-based career information, CPD and external education provision on career development.Originality/valueThe briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Exploratory Analysis of a Consultative Coaching Model Applied in Early Childhood Classrooms

ABSTRACT This study evaluates a consultation coaching model aimed to improve positive-learning environment practices and teachers’ instructional style and affect in early childhood (EC) classrooms. Teachers in 15 EC classrooms participated as consultees. The consultative coaches received training that included learning (a) specific content based on evidence-based practices in positive and preventative classroom strategies, (b) coaching practices, and (c) implementation processes. Consultative coaching targeting research-based Tier I positive support environments and instructional social-emotional learning strategies occurred over an 8-week period, and included baseline and ongoing observations, feedback, and joint planning with the EC teachers. Observations using multiple measures examined the influence of coaching. Pre- to post-consultation data suggest this model holds potential for (a) increasing positive, preventative classroom qualities and (b) fostering positive change in teachers’ instruction. Implications and future directions for an efficacy trial to confirm causal hypotheses regarding the role of consultative coaching practices in EC classrooms are addressed.

PENGARUH KREATIVITAS DAN PEMBINAAN TERHADAP KEBERHASILAN USAHA PADA UMKM DI KELURAHAN NELAYAN INDAH MEDAN LABUHAN

This study aims to examine and analyze the effect of creativity and coaching on business success in UMKM in the Village of Nelayan Indah, Medan Labuhan. All of these instruments have been tested for validity validity of the results, the value of rcount in the Pearson correlation is positive and sig (2-tailed) 0.05, which proves the instrument is valid (valid), while for the reliability of the results, Cronbach's Alpha if the item Deleted is greater than 0.60, which proves reliable instrument. From the results of the research conducted, it is known that the statistical test results of the t-value on the creativity variable with a tcount of 0.442ttable 1.990 and a probability of Sig.0.660α0.05, then the effect of creativity on business success is not significant. While the value of tcount 4,501 ttable 1,990 and the probability of Sig. 0.000 0.05 on the coaching variable, the influence of coaching on business success is significant. While in the F test the results of the study answered the problem formulation that there was an influence of creativity (X1) and coaching (X2) together on business success (Y) where the value of Fcount 41.576 Ftable 3.11 with a probability of Sig. 0.000 0.05 and the determination test resulted in an R square of 0.516, this means 51.6% of the variation in business success which can be explained by the independent variables of creativity and coaching. While the remaining 48.4% can be explained by other independent variables, outside of this regression.

PEMBINAAN KELUARGA MELALUI MEDIA WHATSAPP GROUP MENINGKATKAN KETAATAN PELAKSANAAN PROTOKOL KESEHATAN PENCEGAHAN COVID-19

Abstrct: The Influence Of Family Coaching Through WhatsApp Group Media On Adherence to COVID-19 Preventive Health Protocols. . This study aims to determine the effect of family coaching through the whatsapp group media on compliance with COVID-19 prevention health protocols. Respondents of this study were 30 family heads in Banjar Dinas Ketug - Ketug, Jinengdalem Village who were taken using simple random sampling technique. Data was collected by observing the behavior of adhering to the Covid-19 preventive health protocol. The results of this study found that there was an effect of family coaching through the WhatsApp group media on compliance with the COVID-19 prevention health protocol with r-value = 0.000 < alpha (0.05). %) The conclusion is that there is a change in the respondent's obedient behavior regarding the adherence to the COVID-19 prevention health protocol

PENGARUH COACHING, SPIRITUALITAS DAN KECERDASAN SOSIAL TERHADAP KEPEMIMPINAN

The purpose of this research is to know comprehensively the influence of coaching and social intelligence application toward transformational leadership and servant leadership to the principal of kindergarten at BPK PENABUR Jakarta. Respondents who filled this questionnaire amounted to 156 kindergarten teachers in BPK PENABUR Jakarta. Hypothesis in this research is tested by using data analysis technique with SEM-PLS software especially Warpls version 6 software. The results of this study conclude that (1) coaching affects transformational leadership; (2) coaching affects servant leadership; (3) social intelligence affects transformational leadership; and (4) social intelligence affects servant leadership. Thus, the highest influence is coaching on transformational leadership. Therefore, to improve the leadership skills of the principal of kindergarten in BPK PENABUR Jakarta, it is necessary to apply coaching and transformational leadership type. The purpose of the implementation is expected to improve individual performance so as to achieve the goals in accordance with the vision and mission of the institution.

Influence of Coaching on Employee Retention in Commercial Banks in Kenya

Purpose: The main objective of the study was to determine the influence of employee coaching on employee retention in commercial banks. The study specifically aimed to determine the influence of performance coaching, career coaching, life skills coaching and executive coaching on employee retention in commercial banks.Methodology: The study adopted a descriptive research design and the target population comprised of a total of 306 staff working in the six selected Commercial Banks in Kenya. The selected commercial banks included; Cooperative bank of Kenya Ltd; Kenya Commercial Bank Ltd; Consolidated bank of Kenya Ltd; Standard Chartered bank Kenya Ltd and CFC Stanbic Bank Ltd and NIC bank. The study adopted a probability sampling design by using a stratified random sampling technique to select the sample size of 136 respondents. Questionnaires were used as the main data collection instruments and pretested for validity and reliability using a pilot study. Data gathered was analyzed using both descriptive and inferential statistics and presented using tables and charts.Findings: The study findings indicated that performance coaching factors notably, goal setting, feedback, personal development and goals achievement influences employee’s retention in commercial. The study also noted that career coaching ensured that employee personal interests are considered, employee career expectations are met there is achievement of employee personal goals and employees are able to effectively plan their careers. The study concluded that performance coaching is the major coaching method that influences most employee retention in commercial banks, followed by career coaching, then executive coaching and lastly life skills coaching.Unique contribution to theory, practice and policy: The study recommends that to improve on performance coaching, the bank management should offer performance coaching programmes which equips employees with skills to enable employees to understand organization goals and set their goals and work towards achievement of the goals. The bank management should adopt effective career coaching programmes which motivate employees to stay working in the organization in order to advance their careers. The bank management should provide coaching programmes which ensures that employee personal interests are considered, employee career expectations are met and there is achievement of employee personal goals and employees are able to effectively plan their careers. This will contribute towards employee career development and growth which influences most employees to remain working in organization and hence leading to increased rate of retention

THE INFLUENCE OF EMPLOYEE DEVELOPMENT AND EMPOWERMENT OF HUMAN RESOURCES TO THE PERFORMANCE OF PENITENTIARY ORGANIZATIONS IN GREATER BANDUNG

The Low Performance of Penitentiary Organizations in Greater Bandung. The cause of the problem is allegedly Guidance for Employees and Empowerment of Human Resources has not been done on the Performance of Penitentiary Organizations in Greater Bandung. Human resources as part of the scope of Public Administration by using qualitative descriptive analysis research methods and quantitative analysis (path analysis), while the population is Bandung Correctional Institutions (Sukamiskin Class I Correctional Institution Bandung, Class IIA Banceuy Bandung and Class I Kebon Waru Bandung). Staff development and empowerment of human resources have been carried out in accordance with the capabilities of the apparatus at the Bandung Institute of Corrections. Simultaneously the effect of employee coaching and empowerment of human resources on the performance of the Bandung Correctional Institution in Greater Bandung was 69.9%, while the epsilon was 30.1%. Partial influence of employee coaching consisting of factors giving decent wages, providing opportunities and encouragement to develop careers, disciplining the rules to achieve high organizational effectiveness, The results of research indicate a new thing that Organizational Performance in Penitentiary in Greater Bandung needs make new breakthroughs so that employees can work more innovating into the future to produce employees who have high morale and fighting spirit in carrying out their duties. Meaning that it is necessary to optimize the development and empowerment of human resources towards the performance of organizations in Bandung Correctional Institutions in Greater Bandung.

THE INFLUENCE OF EMPLOYEE DEVELOPMENT AND EMPOWERMENT OF HUMAN RESOURCES TO THE PERFORMANCE OF PENITENTIARY ORGANIZATIONS IN GREATER BANDUNG

The Low Performance of Penitentiary Organizations in Greater Bandung. The cause of the problem is allegedly Guidance for Employees and Empowerment of Human Resources has not been done on the Performance of Penitentiary Organizations in Greater Bandung. Human resources as part of the scope of Public Administration by using qualitative descriptive analysis research methods and quantitative analysis (path analysis), while the population is Bandung Correctional Institutions (Sukamiskin Class I Correctional Institution Bandung, Class IIA Banceuy Bandung and Class I Kebon Waru Bandung). Staff development and empowerment of human resources have been carried out in accordance with the capabilities of the apparatus at the Bandung Institute of Corrections. Simultaneously the effect of employee coaching and empowerment of human resources on the performance of the Bandung Correctional Institution in Greater Bandung was 69.9%, while the epsilon was 30.1%. Partial influence of employee coaching consisting of factors giving decent wages, providing opportunities and encouragement to develop careers, disciplining the rules to achieve high organizational effectiveness, The results of research indicate a new thing that Organizational Performance in Penitentiary in Greater Bandung needs make new breakthroughs so that employees can work more innovating into the future to produce employees who have high morale and fighting spirit in carrying out their duties. Meaning that it is necessary to optimize the development and empowerment of human resources towards the performance of organizations in Bandung Correctional Institutions in Greater Bandung.

KOMPETENSI WIRAUSAHA, PEMBINAAN, SERTA LOKASI USAHA PENGARUHNYA TERHADAP KESUKSESAN BERWIRAUSAHA BAGI PELAKU USAHA SKALA MIKRO

Success in conducting business activities carried out by small businesses often faced with the many issues faced. These obstacles often make small businesses difficult to develop. This research aims to describe the influence of entrepreneurial competency, coaching and business location to the success of entrepreneurial in small business traders located in the village of Tlogomas Malang. The approach used is quantitative. The results of the study showed that competence has no significant effect on successful business. Coaching variables influence positively but also insignificant to business success. While the location of business affects positively and significantly to the success of the business, but simultaneously competence, coaching, and business locations influence positive and significant to the success of the business.

PENGARUH KOMUNIKASI, PENEMPATAN KARYAWAN DAN PEMBINAAN KARIER TERHADAP PRESTASI KERJA KARYAWAN (Studi Pada Bank Pembiayaan Rakyat Syariah (BPRS) Bhakti Sumekar Wilayah Kerja Kabupaten Pamekasan)

ABSTRACT This research was conducted at the Sharia Community Financing Bank (BPRS) Bhakti Sumekar Sumenep. The purpose of this study are: 1) To describe communication, employee placement and employee career development at the Syariah People's Financing Bank (BPRS) Bhakti Sumekar, Pamekasan Regency Working Area. 2) To find out and test the effect of communication, employee placement and career coaching simultaneously on employee work performance at the Sharia Community Financing Bank (BPRS) Bhakti Sumekar Pamekasan Regency Work Area. 3) To find out and test the influence of communication, employee placement and career coaching partially on employee work performance at the Islamic People's Financing Bank (BPRS) Bhakti Sumekar Pamekasan Regency Work Area. Analysis of data using SPSS, this type of research is explanatory research using quantitative research approaches. Keywords: Communication (X1), Placement of employees (X2), Coaching career (X3) and Work achievement (Y).