Hi Mohamad,

I suggest you to study the relationship between Managerial Coaching Behaviours and employee outcome by introducing a mediating variable, that is to say, job satisfaction.

Literature related to the first relationship is available (look, for example, at the article: "Managerial Coaching Behaviours and Their Relations to Job Satisfaction, Life Satisfaction and Orientations to Happiness of Guohai Chen, Jie Ai, Yamin You, in, Journal of Human Resource and Sustainability Studies, 2014, 2, 147-156 Published Online September 2014 in SciRes. http://www.scirp.org/journal/jhrss http://dx.doi.org/10.4236/jhrss.2014.23014).

Literature and empirical studies related to second relationship is, also, available.

I am not sure that the relationship between coaching behavior and employee outcomes is direct, however one may wish it to be so. All development is self-development: one cannot force employees to develop: they must want that themselves. In other words, you can lead a horse to water but you can't make it drink. Nonetheless, what an organization can do is to help set an environment that makes it more likely its staff will want to learn, grow, and succeed. If the employee's motive is clear, and the means are at hand thanks in part to coaching, the opportunity to apply the imparted skills (or new behaviors) must still be made available. Two related articles, titled Coaching and Mentoring and On Knowledge Behaviors, are available at http://www.adb.org/publications/coaching-and-mentoring and http://www.adb.org/publications/knowledge-behaviors, respectively.

Hi Olivier,

That's what I have suggested; introducing job satisfaction as mediating variable make the relationship, between coaching behaviour and employee outcome, indirect. But, I think what you propose is to add work environment as a moderator variable.

Therefore, you will have a good conceptual model in which:

- Employee outcome is a dependent variable

- Coaching behaviour is independent variable

- Job satisfaction as mediating variable, and

- Work environment as moderator variable

Thanks Oliver, Mahmoud!

there is very little evidence.  A student of mine wrote a thesis on this. Email me on [email protected] and I will send it to you,  regards  John

To me 'Empower Cluster' and 'Facilitating Cluster' add to 'Employee Outcome'. Though very scanty work is available as research outcome. However relationship is bound to more positive in 'Empower Cluster'  being a wider phenomenon.

Thanks John

I am just a student about ready to receive my Bachelors in Business Management and would like to voice my opinion.  Personally employees build off of the leader and or managers behavior.  The way they coach the team is reflected off those skills in reaching the outcome.  Negative skills result in negative outcomes and vice versa.  The same goes for empower cluster and employee outcomes.  Cluster is seen as people working together.  If people do not work together as teams its all confusing and conflict, confrontation occurs.  Now facilitating cluster that's a different story.  Facilitating means making the process easier so facilitating cluster means bringing the group together and making it a team as easy as possible.  Sure we want to make everything as easy as possible.  But to do that requires time, patience, understanding and support from everyone involved including upper level of management.  Success takes time and wanting things done now because ROI is needed doesn't accomplish success.  I am right now in the middle of learning Bruce Tuckman's stages of group development.  He makes so much sense and it is all absolute.  Everything asked all goes together and they compliment each other if done correctly.  And yes I agree all development is self-development but without the motivation it won't happen.  No one can be expected to perform because they are required.  Something has to benefit and motivate them.  Well thank you for allowing me to post my thoughts.  Truthfully it was exciting and motivating.  I have never done anything like this and I hope my answer was Professionally accomplished.