Effect Of A Leader’s Coaching Regulatory Focus On Individual’s Performance

Employees are the key elements of the modern enterprise’s core competitiveness and the final performance of the company is created by the joint efforts of all managers and employees. The direct guidance of the immediate supervisors is the main means of employees to learn and exercise in their daily work and therefore a important way of upgrading skills. Under the direct cultivation of the leaders, employees will quickly get their efficiency and abilities enhanced, and the company also benefited from that.However, the existing survey shows that staff leadership coach is far from satisfactory. As a result, the self-efficacy and organizational commitment of employees is greatly affected, further increased the probability of employees’ sabotage and turnover, which has seriously impacted the development of the company.According to the existing coach theory, there are two different way of coaching of leaders to their subordinates:the promotion coaching orientation and prevention coaching orientation. It’s generally believed that the former has a more positive effects on the performance of recipients following coaching, but also depend on different people in different ways. It’s better when the two best matches. Differ to the role of a leader, who only provides directional guidance and leadership, a coacher is not only responsible for the spirit encouragement and staff supervision, but also include the teaching of specific skills in the practical operation. The hands-on mentoring from coaching is an important channel of tacit knowledge transfer. Proper leadership is of great help to enhance ability, self-efficacy and sense of commitment to the organization. Therefore, how to coach is of great significance to both the company and its employees.This paper tests the way and degree of the coaching influence with data from employees of Matsushita Electric appliance department in China. Questionnaires are designed according to the existing coach theory of coaching, self-efficacy and organizational commitment. Statistical methods and SPSS are used to test an prove our previous hypnoses. Practical management advice on how to improve the self-efficacy and organization commitment is based on the result of this research. The limitations and future development is given at the end of this paper.