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Cannon-Bowers JA, Bowers CA, Carlson CE, Doherty SL, Evans J, Hall J. Workplace coaching: a meta-analysis and recommendations for advancing the science of coaching. Front Psychol 2023; 14:1204166. [PMID: 37881215 PMCID: PMC10597717 DOI: 10.3389/fpsyg.2023.1204166] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/11/2023] [Accepted: 09/06/2023] [Indexed: 10/27/2023] Open
Abstract
Workplace coaching has experienced a dramatic rise in popularity over the past decade and is one of the fastest growing performance-enhancing interventions used by modern organizations. Yet, despite its popularity, workplace coaching has not been the subject of much empirical research and a true science of coaching has yet to be developed. The purpose of this research was to update prior meta-analyzes that investigated the impact of coaching on organizational outcomes and to provide recommendations for how the field needs to evolve. Results indicated that, consistent with prior meta-analyzes, workplace coaching is effective in achieving positive organizational outcomes. The effects of several moderators were also investigated. Finally, we discuss the results in terms of recommendations for future directions that we believe will establish and advance the science of coaching.
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Affiliation(s)
| | - Clint A. Bowers
- Department of Psychology, University of Central Florida, Orlando, FL, United States
| | - Catherine E. Carlson
- Department of Psychology, University of Central Florida, Orlando, FL, United States
| | - Shannon L. Doherty
- Department of Psychology, University of Central Florida, Orlando, FL, United States
| | - Jocelyne Evans
- Department of Psychology, University of Central Florida, Orlando, FL, United States
| | - Julie Hall
- Department of Psychology, University of Central Florida, Orlando, FL, United States
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Nicolau A, Candel OS, Constantin T, Kleingeld A. The effects of executive coaching on behaviors, attitudes, and personal characteristics: a meta-analysis of randomized control trial studies. Front Psychol 2023; 14:1089797. [PMID: 37333584 PMCID: PMC10272735 DOI: 10.3389/fpsyg.2023.1089797] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/04/2022] [Accepted: 05/09/2023] [Indexed: 06/20/2023] Open
Abstract
Background A growing number of studies emphasize executive coaching as an effective developmental tool that managers can use to increase their performance in organizational settings. However, the coaching research suggests a large variety of processes and outcomes, lacking clarity on the primary psychological dimensions most impacted. Method Reviewing 20 studies with a rigorous methodological design that used control trials and pre-post tests, we evaluated and compared the relative effects of coaching on different types and sub-types of outcomes by means of a classification of coaching outcomes based on previously used taxonomies. Results The results indicate that the impact of coaching on behavioral outcomes was higher compared to attitudes and person characteristics outcomes, suggesting that behavioral coaching outcomes, especially cognitive behavioral activities, are the most impacted by executive coaching. Moreover, we found significant positive effects for some specific outcomes, such as self-efficacy, psychological capital, and resilience, indicating that executive coaching is effective in producing change even on dimensions considered relatively stable over time. The results show no moderation effects of the number of sessions. The length of the coaching program was a significant moderator only for the attitudes outcomes. Discussion These findings provide evidence that executive coaching is a powerful instrument for organizations to support positive change and personal development.
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Affiliation(s)
- Andreea Nicolau
- Faculty of Psychology and Education Sciences, Alexandru Ioan Cuza University, Iaşi, Romania
| | - Octav Sorin Candel
- Faculty of Psychology and Education Sciences, Alexandru Ioan Cuza University, Iaşi, Romania
| | - Ticu Constantin
- Faculty of Psychology and Education Sciences, Alexandru Ioan Cuza University, Iaşi, Romania
| | - Ad Kleingeld
- Department of Industrial Engineering and Innovation Sciences, Eindhoven University of Technology, Eindhoven, Netherlands
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Peláez Zuberbühler J, Coo Calcagni C, Salanova M. Know and use your personal strengths! A Spanish validation of the strengths knowledge and use scales and their relationship with meaningful work and work-related well-being. Front Psychol 2023; 14:1086510. [PMID: 37151313 PMCID: PMC10158793 DOI: 10.3389/fpsyg.2023.1086510] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/01/2022] [Accepted: 04/03/2023] [Indexed: 05/09/2023] Open
Abstract
Introduction Research in the field of work and organizational psychology increasingly highlights the role of meaningful work as a protector of well-being at work. This study tests the role of strengths knowledge and use as new pathways through which meaningful work may have a positive effect on work engagement and mental health. Methods Study 1 and Study 2 report the validation of the Spanish Strengths Use and Knowledge Scales respectively, with samples of N = 617 (Study 1) and N = 365 (Study 2) employees. Study 3 tests the mediating effects of strengths use and knowledge in a model with different work-related constructs in another sample of N = 798 employees. Results Findings from Studies 1 and 2 indicate that the instruments offer adequate evidence of reliability and validity. Results from Study 3 revealed that strengths knowledge is a mediator in the relationship between meaningful work and strengths use. Findings also confirmed the mediating roles of strengths use in the relationship between meaningful work and work engagement, and between meaningful work and mental health. Discussion This study highlights the ability to be aware of and apply signature strengths as effective and novel pathways to foster well-being at work through the cultivation of meaningful work.
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Menezes HDGG, Bernardes A, Amestoy SC, Cunha ICKO, Cardoso MLAP, Balsanelli AP. Relationship between leadership coaching and nurses' resilience in hospital environments. Rev Esc Enferm USP 2023; 56:e20220265. [PMID: 36716189 PMCID: PMC10116884 DOI: 10.1590/1980-220x-reeusp-2022-0265en] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/15/2022] [Accepted: 11/25/2022] [Indexed: 01/31/2023] Open
Abstract
OBJECTIVE To analyze the relationship between leadership coaching and nurses' resilience in hospital environments. METHOD This is a cross-sectional study, carried out with nurses, nursing assistants and technicians. Nurses answered the Nurse Self-Perception Questionnaire in Leadership Exercise Questionnaire (QUAPEEL) and the Connor-Davidson Scale for Brazil-25 (CD-RISC-25BRASIL). Nursing technicians/assistants answered the Nursing Technician and Assistant Perception in Leadership Exercise Questionnaire (QUEPTAEEL). Student's t test and Pearson's correlation were used (p ≤ 0.05). RESULTS There was a statistically significant difference between nurses' self-perception and nursing technicians/assistants' hetero-perception in coaching leadership exercise for the total score (p = 0.002) and in the "Give and receive feedback" (p < 0.001), "Delegate power and exert influence" (p < 0.001) and "Support the team so that the organizational results are reached" (p = 0.020) domains. There was a statistically significant correlation between all the Nurse Self-Perception Questionnaire in Leadership Exercise Questionnaire Coaching and Resilience domains. CONCLUSION Resilience was positively related to nurses' self-perception of coaching leadership.
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Affiliation(s)
- Heloísa de Góes Gigueira Menezes
- Hospital do Servidor Público Estadual, São Paulo, SP, Brazil
- Universidade Federal de São Paulo, Escola Paulista de Enfermagem, São Paulo, SP, Brazil
| | - Andrea Bernardes
- Universidade de São Paulo, Escola de Enfermagem de Ribeirão Preto, Ribeirão Preto, SP, Brazil
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Menezes HDGG, Bernardes A, Amestoy SC, Cunha ICKO, Cardoso MLAP, Balsanelli AP. Relação entre liderança coaching e resiliência dos enfermeiros no ambiente hospitalar. Rev Esc Enferm USP 2022. [DOI: 10.1590/1980-220x-reeusp-2022-0265pt] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/04/2023] Open
Abstract
RESUMO Objetivo: Analisar a relação entre liderança coaching e resiliência dos enfermeiros no ambiente hospitalar. Método: Estudo transversal, realizado com enfermeiros, auxiliares e técnicos de enfermagem. Os enfermeiros responderam ao Questionário de Autopercepção do Enfermeiro no Exercício da Liderança (QUAPEEL) e à Escala de Connor-Davidson para o Brasil-25 (CD-RISC-25BRASIL). Os técnicos/auxiliares de enfermagem responderam ao Questionário de Percepção do Técnico e Auxiliar de Enfermagem no Exercício da Liderança (QUEPTAEEL). Os Testes t de Student e Correlação de Pearson foram utilizados (p ≤ 0,05). Resultados: Verificou-se diferença estatisticamente significante entre autopercepção dos enfermeiros e heteropercepção dos técnicos/auxiliares de enfermagem no exercício da liderança coaching para pontuação total (p = 0,002) e nos seus domínios “Dar e receber feedback” (p < 0,001), “Dar poder e exercer influência” (p < 0,001) e “Apoiar a equipe para o alcance dos resultados” (p = 0,020). Houve correlação estatisticamente significante entre todos os domínios do Questionário de Autopercepção do Enfermeiro no Exercício da Liderança Coaching e Resiliência. Conclusão: A resiliência se relacionou positivamente com a autopercepção de liderança coaching dos enfermeiros.
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Giusino D, De Angelis M, Mazzetti G, Christensen M, Innstrand ST, Faiulo IR, Chiesa R. "We All Held Our Own": Job Demands and Resources at Individual, Leader, Group, and Organizational Levels During COVID-19 Outbreak in Health Care. A Multi-Source Qualitative Study. Workplace Health Saf 2022; 70:6-16. [PMID: 34617474 PMCID: PMC8503930 DOI: 10.1177/21650799211038499] [Citation(s) in RCA: 12] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/23/2022]
Abstract
BACKGROUND Interventions tackling COVID-19 impact on health care workers' mental health would benefit from being informed by validated and integrated assessment frameworks. This study aimed to explore the fitness of integrating the Job Demands-Resources (JD-R) model and the Individual-Group-Leader-Organization (IGLO) framework to investigate the pandemic's impact on health care workers' mental health. METHODS Qualitative data were collected via 21 semi-structured interviews with senior and middle managers and four focus groups with employees (doctors, nurses, health care assistants) from three areas (Department of Emergency, Department of Medicine, Research Institute of Neuroscience) of a large health care institution facing the first wave of COVID-19. NVivo deductive content analysis of text data was performed. FINDINGS Several COVID-19-related job demands and resources were found at IGLO levels. Individual-level demands included emotional load, while resources included resilience and motivation. Group-level demands included social distancing, while resources included team support and cohesion. Leader-level demands included managers' workload, while resources included leader support. Organizational-level demands included work reorganization, while resources included mental health initiatives. CONCLUSIONS/APPLICATION TO PRACTICE Integrating JD-R and IGLO proved feasible, as job demands and resources could be categorized according to the individual, group, leader, and organization framework. The findings expand previous studies by filling the lack of knowledge on how job demands and resources might unfold at different workplace levels during a pandemic. Results provide unit-level evidence for designing and implementing multilevel interventions to manage health care workers' mental health during COVID-19 and future pandemics. Our findings offer occupational health practitioners a suitable approach to perform workplace mental health assessment activities.
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Björk JM, Bolander P, Forsman AK. Bottom-Up Interventions Effective in Promoting Work Engagement: A Systematic Review and Meta-Analysis. Front Psychol 2021; 12:730421. [PMID: 34566819 PMCID: PMC8456101 DOI: 10.3389/fpsyg.2021.730421] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/24/2021] [Accepted: 08/06/2021] [Indexed: 11/13/2022] Open
Abstract
Background: Promoting work engagement is of interest to organizations across sectors due to the associated positive outcomes. This interest warrants research on the evidence of work engagement interventions. Intervention research increasingly advocates a bottom-up approach, highlighting the role of employees themselves. These workplace interventions often encourage employees to identify, develop, and make use of workplace resources. The aim of this systematic review and meta-analysis is to investigate the effectiveness and potential underlying mechanisms of these bottom-up, resource-developing interventions. Method: Systematic searches were conducted in the online databases Web of Science, Academic Search Complete, Business Source Ultimate, PsycInfo, PsycArticles, SCOPUS, and Google Scholar. Publication year range was 2000-2020. Eligibility criteria were defined using PICOS. To be eligible for the systematic review, the intervention study identified had to aim at promoting working individuals' work engagement by developing workplace resources from bottom-up. Work engagement had to be measured using the Utrecht Work Engagement Scale. The systematic review included one-, two-, or multiple-armed - randomized or non-randomized - intervention studies with various study designs. Further, a meta-analysis was conducted on a sub-set of the studies included in the systematic review. To be eligible for the meta-analysis, the studies had to be two- or multiple-armed and provide the information necessary to compute effect sizes. Results: Thirty-one studies were included in the systematic review. The majority reported that overall work engagement increased as an effect of the intervention. The evidence regarding the sub-components of work engagement was scattered. Potential underlying mechanisms explored were intervention foci, approach, and format. Dimensions of satisfaction and performance were identified as secondary outcomes. Participant experiences were generally described as positive in most of the studies applying mixed methods. The meta-analysis showed a small but promising intervention effect on work engagement (24 studies, SMD: -0.22, 95% CI: -0.34 to -0.11, with I 2=53%, indicating moderate inconsistency in the evidence). Conclusion: The synthesized evidence suggests that bottom-up, resource-developing interventions are effective in the promotion of work engagement. The meta-analysis suggests that focusing on strengths use or mobilizing ego resources and adopting a universal approach increase intervention effectiveness.
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Affiliation(s)
- Janina M. Björk
- Department of Developmental Psychology, Faculty of Education and Welfare Studies, Åbo Akademi University, Vaasa, Finland
| | - Pernilla Bolander
- Department of Management and Organization, Stockholm School of Economics, Stockholm, Sweden
| | - Anna K. Forsman
- Department of Health Sciences, Faculty of Education and Welfare Studies, Åbo Akademi University, Vaasa, Finland
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Peláez Zuberbühler MJ, Coo Calcagni C, Martínez IM, Salanova M. Development and validation of the coaching-based leadership scale and its relationship with psychological capital, work engagement, and performance. CURRENT PSYCHOLOGY 2021. [DOI: 10.1007/s12144-021-01460-w] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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Richter S, van Zyl LE, Roll LC, Stander MW. Positive Psychological Coaching Tools and Techniques: A Systematic Review and Classification. Front Psychiatry 2021; 12:667200. [PMID: 34305674 PMCID: PMC8298836 DOI: 10.3389/fpsyt.2021.667200] [Citation(s) in RCA: 13] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 02/17/2021] [Accepted: 06/11/2021] [Indexed: 11/18/2022] Open
Abstract
Positive psychological coaching (PPC) has emerged as a popular "paradigm" for practitioners interested in the professional development of people. A recent review consolidated the literature on PPC and produced a 5-phase positive psychological coaching model aimed at facilitating professional growth. However, little is known about practically operationalizing each phase of the coaching process (i.e., how to facilitate each phase and which underlying tools and techniques could be employed to do so). As such, the purpose of this systematic review was to address this limitation by (a) determining which coaching tools and techniques are proposed within the coaching literature and (b) classifying the identified tools and techniques into the respective phases of PPC model. The investigation used a two-step approach by conducting a systematic literature review (to identify various PPC tools/techniques) followed by an iterative heuristic classification process (to assign these PPC tools/techniques to a known PPC model). The systematic literature review resulted in 24 peer-reviewed publications on positive psychological coaching, providing 117 different coaching tools that could be condensed into 18 overarching coaching techniques. The iterative classification process showed that most techniques and tools are useful in at least two phases. Interestingly, experts still vary in opinion on the timing and application of these specific techniques and tools within the positive psychological coaching process. This study provides researchers and practitioners with practical guidelines to facilitate a positive psychological coaching process.
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Affiliation(s)
- Stefanie Richter
- Faculty of Psychology, Technische Universität Dresden, Dresden, Germany
| | - Llewellyn E van Zyl
- Human Performance Management, Department of Industrial Engineering, University of Eindhoven, Eindhoven, Netherlands.,Optentia Research Focus Area, North-West University Vaal Triangle Campus, Vanderbijlpark, South Africa.,Department of Human Resource Management, University of Twente, Enschede, Netherlands.,Department of Social Psychology, Institut für Psychologie, Goethe University, Frankfurt am Main, Germany
| | - Lara C Roll
- Optentia Research Focus Area, North-West University Vaal Triangle Campus, Vanderbijlpark, South Africa.,Department of Applied Psychology, Lingnan University, Tuen Mun, Hong Kong.,Department of Work, Organisational and Personnel Psychology, KU Leuven, Leuven, Belgium
| | - Marius W Stander
- Optentia Research Focus Area, North-West University Vaal Triangle Campus, Vanderbijlpark, South Africa
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De Angelis M, Giusino D, Nielsen K, Aboagye E, Christensen M, Innstrand ST, Mazzetti G, van den Heuvel M, Sijbom RB, Pelzer V, Chiesa R, Pietrantoni L. H-WORK Project: Multilevel Interventions to Promote Mental Health in SMEs and Public Workplaces. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:E8035. [PMID: 33142745 PMCID: PMC7662282 DOI: 10.3390/ijerph17218035] [Citation(s) in RCA: 15] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 09/30/2020] [Revised: 10/27/2020] [Accepted: 10/28/2020] [Indexed: 12/31/2022]
Abstract
The paper describes the study design, research questions and methods of a large, international intervention project aimed at improving employee mental health and well-being in SMEs and public organisations. The study is innovative in multiple ways. First, it goes beyond the current debate on whether individual- or organisational-level interventions are most effective in improving employee health and well-being and tests the cumulative effects of multilevel interventions, that is, interventions addressing individual, group, leader and organisational levels. Second, it tailors its interventions to address the aftermaths of the Covid-19 pandemic and develop suitable multilevel interventions for dealing with new ways of working. Third, it uses realist evaluation to explore and identify the working ingredients of and the conditions required for each level of intervention, and their outcomes. Finally, an economic evaluation will assess both the cost-effectiveness analysis and the affordability of the interventions from the employer perspective. The study integrates the training transfer and the organisational process evaluation literature to develop toolkits helping end-users to promote mental health and well-being in the workplace.
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Affiliation(s)
- Marco De Angelis
- Department of Psychology, Alma Mater Studiorum—University of Bologna, 40126 Bologna, Italy; (D.G.); (R.C.); (L.P.)
| | - Davide Giusino
- Department of Psychology, Alma Mater Studiorum—University of Bologna, 40126 Bologna, Italy; (D.G.); (R.C.); (L.P.)
| | - Karina Nielsen
- Institute of Work Psychology, Sheffield University Management School, University of Sheffield, Sheffield S10 FL, UK;
| | - Emmanuel Aboagye
- Institute of Environmental Medicine, Karolinska Institute, 171 65 Stockholm, Sweden;
| | - Marit Christensen
- Department of Psychology, Norwegian University of Science and Technology, N-7941 Trondheim, Norway; (M.C.); (S.T.I.)
| | - Siw Tone Innstrand
- Department of Psychology, Norwegian University of Science and Technology, N-7941 Trondheim, Norway; (M.C.); (S.T.I.)
| | - Greta Mazzetti
- Department of Education Studies, Alma Mater Studiorum—University of Bologna, 40126 Bologna, Italy;
| | - Machteld van den Heuvel
- Department of Work and Organizational Psychology, University of Amsterdam, 1018 WS Amsterdam, The Netherlands; (M.v.d.H.); (R.B.L.S.); (V.P.)
| | - Roy B.L. Sijbom
- Department of Work and Organizational Psychology, University of Amsterdam, 1018 WS Amsterdam, The Netherlands; (M.v.d.H.); (R.B.L.S.); (V.P.)
| | - Vince Pelzer
- Department of Work and Organizational Psychology, University of Amsterdam, 1018 WS Amsterdam, The Netherlands; (M.v.d.H.); (R.B.L.S.); (V.P.)
| | - Rita Chiesa
- Department of Psychology, Alma Mater Studiorum—University of Bologna, 40126 Bologna, Italy; (D.G.); (R.C.); (L.P.)
| | - Luca Pietrantoni
- Department of Psychology, Alma Mater Studiorum—University of Bologna, 40126 Bologna, Italy; (D.G.); (R.C.); (L.P.)
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Salanova M. How to survive COVID-19? Notes from organisational resilience (¿Cómo sobrevivir al COVID-19? Apuntes desde la resiliencia organizacional). INTERNATIONAL JOURNAL OF SOCIAL PSYCHOLOGY 2020. [DOI: 10.1080/02134748.2020.1795397] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
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