Research On The Relationship Among Managerial Coaching Behavior,Employee's Self-efficacy And Job Performance

Managerial coaching behavior is a noteworthy kind of technology to enhance employee performance.The relationship and mechanism,however,between managerial coaching behavior and staff performance is still a “black box”,which calls for a further study by more scholars.The researches concerning managerial coaching behavior remain very insufficient for a reason that it is short time for domestic scholars begin to study on this topic.Based on the reasons above,managerial coaching behavior is taken as the object of our research in this study,which is an empirical study on the relationship between managerial coaching behavior and employee performance.According to social exchange theory,managerial coaching behavior will be regarded as a kind of help to employees and they will respond to this help,which specifically refer to the improvement of employee performance.The process of interaction between coaching leadership and employee is as the process in which employee self-efficacy is enhanced.Based on the relationship model of self-efficacy and performance,we propose that employee self-efficacy plays a mediation role in the relationship between managerial coaching behavior and employee job performance.After the theoretical analysis,we put forward the hypothesis of this study and then construct the theoretical model.Sample data were collected by the questionnaire from MBA students of Jilin University and their colleagues and 219 valid samples were collected eventually.The two statistical software,SPSS 22 and AMOS 21,were used to test the reliability and validity of the scales in this study.Finally,we used the structural equation model(SEM)to test the hypotheses.The empirical results are as follow:Firstly,managerial coaching behavior scales developed by foreign scholars are also applicable in domestic environment.The result from sample data analysis indicates that the score of managerial coaching behavior in this study is higher than average score,which shows that there is also the managerial coaching behavior in Chinese organization context.Secondly,managerial coaching behavior has a significant positive effect on employee task performance and employee contextual performance,that is,managerial coaching behavior is helpful to improve the performance of employees.Meanwhile,managerial coaching behavior has a significant positive effect on employee selfefficacy,which indicate that managerial coaching behavior in the work environment can really enhance employee sense of self-efficacy.A significant positive effect on employee task performance and employee contextual performance is also found played by staff self-efficacy.Managerial coaching behavior can not only directly affect employee performance but also indirectly influence employee performance through the mediator of employee self-efficacy.At the same time,it should be noted that employee self-efficacy is not the only mediator between managerial coaching behavior and employee performance,so there are more factors needed more scholars to study.