RAD managers: Managerial coaching behaviors and work-related attitudes
Faculty-Student Collaboration
1
Faculty Sponsor(s)
Joey Collins, Psy.D.
Presentation Type
Event
Project Type
Completed quantitative research study
Primary Department
Industrial-Organizational Psychology
Description
This study presents a psychometric analysis of the RAD (relationships, assessment, and development) coaching model, which is then used to examine the relationship between managerial coaching behaviors and work-related attitudes through an advanced series of multilevel sequential regressions. An exploratory factor analysis suggested that a three-factor model was representative of the survey items and confirmatory factor analysis results established sufficient model fit. Regression results suggested that the RAD model significantly predicted all outcomes: (a) coaching effectiveness; (b) perceptions of supervisor support; (c) employee engagement; and (d) self-efficacy. These findings support the validation of the RAD model and demonstrate the organizational importance of managerial coaching skills.
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Additional Rights Information
Copyright held by author(s).
RAD managers: Managerial coaching behaviors and work-related attitudes
This study presents a psychometric analysis of the RAD (relationships, assessment, and development) coaching model, which is then used to examine the relationship between managerial coaching behaviors and work-related attitudes through an advanced series of multilevel sequential regressions. An exploratory factor analysis suggested that a three-factor model was representative of the survey items and confirmatory factor analysis results established sufficient model fit. Regression results suggested that the RAD model significantly predicted all outcomes: (a) coaching effectiveness; (b) perceptions of supervisor support; (c) employee engagement; and (d) self-efficacy. These findings support the validation of the RAD model and demonstrate the organizational importance of managerial coaching skills.
Rights Statement
Comments
This poster was also presented at Society for Industrial and Organizational Psychology, Washington DC, April 2019