Supervisory Coaching Research Articles

Information and communication technology availability demand and leadership behavior: A daily diary experience sampling method analysis

The widespread use of information and communication technologies (ICT) in the hospitality industry has resulted in a new form of job demand: ICT availability demand. However, it remains unclear how ICT availability demand shapes leadership behavior. To address this gap, this paper develops a moderated mediation model within the job demands-resources (JD-R) framework. A daily experience sampling method was used to collect 1066 daily cases from 111 team leaders in hotels in China over 15 consecutive workdays. Multilevel regression analysis shows that daily ICT availability demand impedes supervisory coaching but enhances supervisor undermining on the following day; previous day relaxation mediates these two relationships. Moreover, previous day home autonomy buffers the indirect relationship linking ICT availability to leadership behavior. This study is an early attempt to highlight the potential of ICT availability demand to serve as an antecedent to daily supervisor undermining and supervisory coaching.

Supervisors Professionality Implementation in Improving The Creativity of Islamic Religious Education Teachers: Study of Middle School Learning Management in Sumedang Regency

This research is based on the non-optimal professionality of supervisors, which in turn has an impact (outcome) on the quality of learning output(output)in the form of increased creativity of teachers who overall the relationship between these components forms a system. The main problem of this research is how the implementation of supervision of the creativity of Islamic Education teachers in improving the quality of learning, both from planning, implementation, evaluation, follow-up. This study aims to find out the picture related to the implementation of supervision on planning, implementation, evaluation and follow-up in increasing the creativity of Teachers of Islamic Religious Education Junior High School in Sumedang Regency. This research uses a qualitative approach using descriptive analysis. Data collection techniques are carried out through observation, interviews and documentation studies. Data analysis is done through data reduction, organizing and grouping, examination, interpretation, and verification. The data analysis is further described according to the problem and the purpose of the research. The results showed that the planning of supervisory coaching of Islamic Religious Education teachers was developed based on the results of supervision in the previous year and contained coaching priorities with their achievement targets in the short, medium-term, and long term

Employee proactivity, work engagement, job resources and service recovery performance: a study of structural linkages

PurposeThis study explores the driver influence of employee proactive personality on service recovery performance with work engagement as mediator. The moderating role of job resources (social support, supervisory coaching and performance feedback) is also examined in the proactivity-performance linkage to analyze the interaction effect of employee proactivity and job resources on recovery performance.Design/methodology/approachPrimary data pertaining to the constructs under investigation were collected using a structured questionnaire from 432 dyads of employees from four companies operating in the Indian retail banking sector. Each dyad comprised of one frontline employee and her peer (colleague). Responses to work engagement and job resources were self-reported by frontline staff, as peer ratings were solicited for frontline employees' proactivity and recovery performance.FindingsEmpirical findings suggest that frontline employees' proactive personality significantly ameliorates their work engagement which in turn exerts a positive driver effect on their service recovery performance. In the case of less proactive employees (those with a proactivity score of less than mean value), service recovery performance is boosted when they receive constant feedback on their recovery performance. The results, however, did not provide significant evidence with regard to the moderating role of social support and supervisory coaching.Originality/valueThis study is one of the maiden attempts to relate employee proactive personality with service recovery performance. Since the research relating personality with recovery performance is largely underexplored yet fundamentally important, this study expands the available literature by examining as to what type of employee is more likely to deliver superior service recovery performance with little organizational support.

Comparing empowering, transformational, and transactional leadership on supervisory coaching and job performance: A multilevel perspective.

With a leader being able to possess different types of leadership styles, there is a lack of literature investigating which leadership style best facilitates supervisory coaching behavior. The current study aimed to investigate which leadership style would exhibit supervisory coaching behavior, and if supervisory coaching behavior would mediate the relationship between leadership styles and job performance. The study compared the effects of three leadership styles-transformational, transactional, and empowering leadership-on supervisory coaching behavior, which has been reported to influence job performance. A multilevel approach was adopted in this study using 500 employees from 65 organizations within Malaysia. The study found that only empowering and transactional leadership styles exhibited supervisory coaching behavior, which in turn mediated their relationships with job performance. Overall, the findings suggest the importance of leadership styles that prioritize employee development, as these would lead to improved job performance in employees.

Effectiveness of Supervisory Coaching in Developing Professional of Islamic Teachers

This research aimed at investigating the effectiveness of supervisors in developing the teaching profession of Islamic Religious Education in Jambi Province. The question in this research is why the effectiveness of supervisors’ guidance in developing the professionalism of Islamic Religious Education teachers has not been effective. This study used a descriptive qualitative approach. Data collection was done by observation, interview and documentation techniques. Determination of research subjects using purposive sampling techniques. Data analysis techniques were carried out by data reduction, data presentation and conclusion drawing and verification of the reliability of the research results obtained by the extension of participation techniques, observation accuracy, data triangulation and advisory counseling. The results of the study are: Firstly , there were many obstacles and challenges of supervisors in carrying out their duties, among which the lack of guidance and training to supervisors, the lack of teacher training, limited budgets, distance traveled to the target sites, there are still low supervisory competencies, lack of new human resources, lack of facilities, low mutual respect for Islamic supervisors in public schools, and limited visits to teachers due to the large number of Islamic teachers in each region. Secondly, development of the teaching profession by improving the professionalism of teachers and improve the competency of teachers and teacher certification. Thirdly, the efforts to create the effectiveness through enhancing communication and coordination made with Islamic religious teacher, a good cooperation between supervisors and teachers, improve teacher training, making professional development activities of teachers, increase creativity in teacher professional development, increase cooperation with various stakeholders, improve facilities and infrastructure, increase budget allocations, provide rewards to supervisors, increase supervisory competencies with supervisory training, reduce the workload of supervisors, and add quality supervisory human resources. In conclusion, the effectiveness of supervisors' guidance in the development of the teaching profession can be effective if it is well accompanied by factors supporting these effectiveness.

Supervisory coaching and performance feedback as mediators of the relationships between leadership styles, work engagement, and turnover intention

ABSTRACT 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.

The Roles of Employees Coaching Towards Employee Outcomes

Employees’ coaching is an effective management tool to enhance employees’ performance and development. Since 1980, a number of researchers have noted the value of the employees’ coaching relationship, but there is still little evidence regarding what makes employees’ coaching to be effective in Malaysia. Therefore, the study looked at the role of leader coach (supervisory coaching behaviour and autonomy support) toward enhancing employees’ motivation (employees’ self-efficacy) and performance to explore this topic in-depth. Again, the purpose of an immediate supervisor as a coach in a practice context is to help employees to consider how they might work and behave differently with a more effective behaviour and thus lead to better outcomes, without a reliance on the formal authority the manager possesses. The outcomes of using PLS-SEM path model analysis showed three important findings: First, the relationship between supervisory coaching behaviour was not correlated with employees’ self-efficacy. Second, autonomy support was positively correlated with employees’ selfefficacy; and third, employees’ self-efficacy indirectly influences employees’ performance.
 Keywords: supervisory coaching behaviour, autonomy support, employees’ self-efficacy and performance

New Technologies Smart, or Harm Work-Family Boundaries Management? Gender Differences in Conflict and Enrichment Using the JD-R Theory.

Background: The relationship between technology-assisted supplemental work and well-being outcomes is a recent issue in scientific literature. Whether the use of technology for work purpose in off-work time may have a positive or negative impact on work-family balance remains an open question and the role of gender in this relationship is poorly understood.Aim: According to the JD-R theory, this study aimed to investigate the relationship between off-work hours technology assisted job demand (off-TAJD) and both work-family conflict (WFC) and work-family enrichment (WFE). Moreover, it considered two general job demands, workload and emotional dissonance, and one job resource, supervisory coaching.Method: The hypotheses were tested with a convenience sample of 671 workers. Data were collected with a self-report questionnaire and analyzed with SPSS 23 and through multi-group structural equation model (SEM) (Mplus 7).Results: The estimated SEM [Chi-square (510) = 1041.29; p < 0.01; CFI = 0.95; TLI = 0.95; RMSEA = 0.06 (0.05, 0.06); SRMR = 0.05. M = 319/F = 352] showed that off-TAJD was positively related to WFC in both subsamples; off-TAJD was positively related also to WFE only in the Male group. Workload was positively related to WFC in both Male and Female subsamples. Emotional dissonance was positively related to WFC in both subsamples and was negatively related to WFE. Supervisory coaching was strongly, positively related to WFE in both groups, and only in the Male subsample presented a low negative relationship with WFC.Conclusion: This study contributes to the literature on new challenges in work-life interface by analyzing the association between off-TAJD and WFC and Enrichment. Our findings suggest it is important to pay attention to gender differences in the study of the impact of supplemental work carried out during off-work hours using technology on the work-life interface. In fact, employee perception of Company demands of being available during off-work time, with the use of technology, may have different consequences for men and women, indicating potential differences in the centrality of the working role. Practical implications, at both cultural and organizational levels, should address the use of technology during leisure time.

Evaluation of an in-vehicle monitoring system (IVMS) to reduce risky driving behaviors in commercial drivers: Comparison of in-cab warning lights and supervisory coaching with videos of driving behavior

ProblemRoadway incidents are the leading cause of work-related death in the United States. MethodsThe objective of this research was to evaluate whether two types of feedback from a commercially available in-vehicle monitoring system (IVMS) would reduce the incidence of risky driving behaviors in drivers from two companies. IVMS were installed in 315 vehicles representing the industries of local truck transportation and oil and gas support operations, and data were collected over an approximate two-year period in intervention and control groups. In one period, intervention group drivers were given feedback from in-cab warning lights from an IVMS that indicated occurrence of harsh vehicle maneuvers. In another period, intervention group drivers viewed video recordings of their risky driving behaviors with supervisors, and were coached by supervisors on safe driving practices. ResultsRisky driving behaviors declined significantly more during the period with coaching plus instant feedback with lights in comparison to the period with lights-only feedback (ORadj=0.61 95% CI 0.43–0.86; Holm-adjusted p=0.035) and the control group (ORadj=0.52 95% CI 0.33–0.82; Holm-adjusted p=0.032). Lights-only feedback was not found to be significantly different than the control group's decline from baseline (ORadj=0.86 95% CI 0.51–1.43; Holm-adjusted p>0.05). ConclusionsThe largest decline in the rate of risky driving behaviors occurred when feedback included both supervisory coaching and lights. Practical applicationsSupervisory coaching is an effective form of feedback to improve driving habits in the workplace. The potential advantages and limitations of this IVMS-based intervention program are discussed.

An Analysis of Award‐Winning Refereed Articles From the Journals Sponsored by the Academy of Human Resource Development

The purpose of this study was to examine the citation frequency and key themes of award‐winning refereed journal articles from the journals sponsored by the AHRD. The research questions guiding the study were: (1) How many awarded articles were cited? and (2) What key themes/trends emerged over time among award‐winning articles? Data were collected from 86 award‐winning referred articles published from 2002 to 2013 in the four HRD journals, including ADHR , HRDI , HRDR , and HRDQ . The findings included (1) that the article about supervisory coaching behavior by Ellinger, Ellinger, and Keller (2003) in HRDQ was the most frequently cited (174), and (2) that learning is a common theme across the four journals. Action learning, employee engagement, leadership, mentoring, employee/job satisfaction, and training were common themes between two journals. The implications and limitations are discussed, along with recommendations for future research.

An initial assessment of measurement invariance in sales force coaching

ABSTRACTCoaching is an essential attribute of effective managers and leaders and it is becoming progressively more important for managerial practice and research. Given the increased interdependence between countries due to global commerce and the changing demographic landscape due to migration and mobility through borders, the interest for developing multilingual research increased. However, there are no published studies offering a translation of the original English coaching scales into languages that can be relevant for research in America and Europe. This paper presents a Spanish and French translation of the Perceptions of Supervisor/Line Manager Coaching Behaviour measure (Ellinger, Ellinger & Keller, 2003. Supervisory coaching behavior, employee satisfaction, and warehouse employee performance: A dyadic perspective in the distribution industry. Human Resource Development Quarterly, 14(4), 435–458) thus offering scholars and practitioners the possibility of conducting coaching studies in English, Spanish or French using the same standardised instrument. The paper also presents an initial assessment of measurement invariance using multisample confirmatory factor analysis across two languages (French and Spanish) using two samples: one with French-speaking Canadian respondents and the other one with Spanish-speaking Argentinian respondents. Results suggest that the proposed translations present partial invariance across the samples, with six items out of eight showing invariance and only two showing non-invariance.

Effective Implementation Strategies of Differential Response in Child Welfare: A Comparative Case Analysis

Differential response is a growing approach in child welfare that aims to maintain children safely in their homes when possible. This study examined how the implementation of differential response varies between counties with improved child safety outcomes compared to counties with poorer outcomes. Data was collected from nine counties through semi-structured focus groups with workers and interviews with supervisors. Results indicated that counties with improved outcomes had integrated the following implementation strategies: use of comprehensive assessment protocols; integrated supervisory support and on-going coaching of effective practices; and increased mobilization of resources, including enduring supports for parents, supports to help families meet basic needs and culturally responsive services for families.

A diary study on the happy worker: How job resources relate to positive emotions and personal resources

This diary study tests the broaden-and-build theory in the work context and expands it by examining job resources as potential antecedents of positive emotions on a daily basis. We hypothesized that general perceptions of job resources (autonomy, supervisory coaching, and the psychological climate of cooperation and warmth) relate indirectly to employees' daily personal resources (self-efficacy, self-esteem, and optimism) through daily manifestations of the job resources and daily positive emotions. Forty-two employees completed first a questionnaire and then a diary survey over 5 consecutive workdays. In line with predictions, results of multilevel analyses revealed that general perceptions of job resources related positively to daily job resources. In addition, positive emotions mediated the relationship between daily job resources (autonomy and psychological climate of cooperation and warmth) and daily personal resources. Finally, general perceptions of the three job resources had an indirect effect on daily personal resources through the respective daily job resources and daily positive emotions. These findings provide important insights for organizations aiming at happy and flourishing workforces.

Applying the job demands–resources model to the work–home interface: A study among medical residents and their partners

Work–home interference (WHI) is a prevalent problem because most employees have substantial family responsibilities on top of their work demands. The present study hypothesized that high job demands in combination with low job resources contribute to WHI. The job demands–resources (JD-R) model was used as a theoretical framework. Using a sample of 230 medical residents and their partners, our results show that the combination of high job demands (i.e., work overload, emotional and cognitive demands) and low job resources (i.e., participation in decision making, supervisory coaching, feedback, and opportunities for development) was positively related to partner ratings of the employee's WHI. When job resources were high, most job demands were not related to WHI. These findings show that the JD-R model is a conceptual framework that can be fruitfully applied to the work–family interface, adding to our understanding of which particular job designs facilitate or prevent work–home interference.

Job stress and work engagement

This article gives an overview of the recently introduced concept of work engagement: a positive, fulfilling, affective motivational state of work-related well-being. I first define engagement as a state including vigor, dedication, and absorption, and then refer to how engagement differs from related concepts (i.e., burnout and workaholism). Work engagement is a unique concept that is best predicted by job resources (e.g., autonomy, supervisory coaching, performance feedback) and personal resources (e.g., optimism, self-efficacy, self-esteem) and is predictive of psychological/physical health, proactive organizational behavior, and job performance. The most often used instrument to measure engagement is the Utrecht Work Engagement Scale, a self-report instrument that has been validated in many countries across the world. The paper closes with practical implications to improve work engagement in terms of job and personal resources.

Workaholism among medical residents: It is the combination of working excessively and compulsively that counts.

Workaholism is defined as an irresistible inner drive to work excessively. Accordingly, it is assessed with a questionnaire that measures working excessively (WE) and working compulsively (WC), representing the behavioral and cognitive aspects of workaholism, respectively. A cluster-analysis using a nationwide sample of Dutch medical residents (N = 2,115) resulted in 4 groups: (a) workaholics, (b) nonworkaholics, (c) hardworking residents, and (d) compulsive working residents. As predicted, the combination of WE and WC was related to the most unfavorable conditions in terms of resident's job demands (i.e., work overload, work-home conflict, overwork, role conflict, mental demands, emotional demands, and organizational demands), job resources (i.e., social support from colleagues, participation in decision making, feedback, supervisory coaching, and opportunities to learn), well-being (i.e., burnout, happiness, recovery), and organizational behavior (i.e., presenteeism, and medical performance). Taken together, our results confirm the suitability of conceptualizing workaholism as an inner drive to work excessively hard.

Work engagement: An emerging concept in occupational health psychology

This position paper introduces the emerging concept of work engagement: a positive, fulfilling, affective-motivational state of work-related well-being that is characterized by vigour, dedication, and absorption. Although there are different views of work engagement, most scholars agree that engaged employees have high levels of energy and identify strongly with their work. The most often used instrument to measure engagement is the Utrecht Work Engagement Scale, a self-report instrument that has been validated in many countries across the world. Research on engagement has investigated how engagement differs from related concepts (e.g., workaholism, organizational commitment), and has focused on the most important predictors of work engagement. These studies have revealed that engagement is a unique concept that is best predicted by job resources (e.g., autonomy, supervisory coaching, performance feedback) and personal resources (e.g., optimism, self-efficacy, self-esteem). Moreover, the first studies have shown that work engagement is predictive of job performance and client satisfaction. The paper closes with an account of what we do not know about work engagement, and offers a brief research agenda for future work.

Supervisory coaching in a logistics context

PurposeTo examine warehouse worker development associated with managerial coaching in the logistics industry.Design/methodology/approachExamine the efficacy of this developmental approach in a logistics context, a survey method was used to provide an overview of supervisors' coaching behavior at 18 distribution centers in the United States. Warehouse workers answered questions about their interactions with their supervisors and their own job satisfaction while supervisors answered questions pertaining to the job‐related performance of warehouse workers for whom they were directly responsible.FindingsThe study findings indicate that warehouse workers at these distribution centers encounter low levels of supervisory coaching behavior. However, despite these low levels, significant positive associations were found between supervisory coaching behavior, warehouse worker job satisfaction and supervisors' perceptions of their subordinates' job‐related performance.Research limitations/implicationsThe findings are based on the perceptions of respondents at the specific distribution centers in our study and therefore should not be interpreted as being generalizable. However, we hope that they will stimulate further empirical research on the growth, development and retention of front‐line logistics workers – an important, but relatively under‐researched, area of supply chain management.Practical implicationsThe logistics industry is becoming progressively more service‐oriented and technologically‐driven and greater front‐line worker competence in these areas will be required for many firms to survive.Originality/valueAs the greatest aggregation of labor in the supply chain is in distribution center operations, our findings may encourage logistics organizations to evaluate the feasibility of adopting more people‐oriented supervisory approaches like coaching that focus on personnel development and the provision of more intrinsically‐rewarding work environments.

Flow among music teachers and their students: The crossover of peak experiences

This study among 178 music teachers and 605 students from 16 different music schools examined the peak experience of flow ( Csikszentmihalyi, 1990). On the basis of the literature, it is hypothesized that job resources, including autonomy, performance feedback, social support, and supervisory coaching have a positive influence on the balance between teachers’ challenges and skills, which, in turn, contributes to their experience of flow (absorption, work enjoyment, and intrinsic work motivation). In addition, using emotional contagion theory, it is hypothesized that flow may crossover from teachers to their students. The results of structural equation modeling analyses offer support for both hypotheses. These findings are discussed in light of theories about crossover and emotional contagion.

Dual processes at work in a call centre: An application of the job demands – resources model

This study among 477 employees working in the call centre of a Dutch telecom company (response 88%) examined the predictive validity of the job demands – resources (JD – R) model for self-reported absenteeism and turnover intentions. The central hypothesis was that job demands would be the most important predictors of absenteeism, through their relationship with health problems (i.e., exhaustion and Repetitive Strain Injury—RSI), whereas job resources would be the most important predictors of turnover intentions, through their relationship with involvement (i.e., organizational commitment and dedication). Results of a series of SEM analyses largely supported these dual processes. In the first energy-driven process, job demands (i.e., work pressure, computer problems, emotional demands, and changes in tasks) were the most important predictors of health problems, which, in turn, were related to sickness absence (duration and long-term absence). In the second motivation-driven process, job resources (i.e., social support, supervisory coaching, performance feedback and time control) were the only predictors of involvement, which, in turn, was related to turnover intentions. Additionally, job resources had a weak negative relationship with health problems, and health problems positively influenced turnover intentions. The application of the JD – R model as a human resource management tool in call centres as well as in other organizations is discussed.