Cilt 11 Sayı 80 (2023)

Araştırma Makalesi

Algılanan Yönetici Koçluk Davranışı ve İşte Gelişim: Motivasyon ve Cinsiyete İlişkin Bir Durumsal Aracılık Modeli

Yayımlandı 31.01.2023

Cilt 11 Sayı 80 kapak

Öz

Son zamanlarda yapılan araştırmalar, algılanan yönetici koçluk davranışının işte gelişime yol açtığını göstermiştir, ancak bu sürecin altında yatan aracı ve düzenleyici mekanizmalar hakkında çok az şey bilinmektedir. Bu araştırmanın amacı algılanan yönetici koçluk davranışının çalışanların motivasyonu ve işte gelişimi üzerindeki etkisini, algılanan yönetici koçluk davranışının çalışanların işte gelişimi üzerindeki etkisinde motivasyonun aracılık rolünü ve bu dolaylı etkinin cinsiyete göre farklılaşmasını belirlemektir. Veriler kolayda ve kartopu örnekleme teknikleriyle 333 (K:225 E:108) devlet okulu öğretmeninden toplanmıştır. Hipotezlerin test edilmesinde Process Macro Model 4 aracılık, Model 1 düzenleyici ve Model 7 durumsal aracılık regresyon analizleri kullanılmıştır. Sonuçlar, algılanan yönetici koçluk davranışının işte gelişimi ve motivasyonu olumlu yönde etkilediğini göstermiştir. Ayrıca, algılanan yönetici koçluk davranışının çalışanların işte gelişimi üzerindeki etkisinde motivasyonun aracılık rolünü ortaya koymuştur. Durumsal aracılık analizi sonucunda, algılanan yönetici koçluk davranışının motivasyon vasıtasıyla işte gelişim üzerindeki dolaylı etkisi bakımından kadınlar ve erkekler arasında anlamlı bir fark vardır. Algılanan yönetici koçluk davranışının işte gelişim üzerindeki etkisinde motivasyonun aracılık rolü erkek çalışanlarda anlamlıyken, kadın çalışanlarda anlamlı değildir.

Anahtar Kelimeler Algılanan koçluk, motivasyon, işte gelişim, cinsiyet, öğretmen

Abstract

Perceived Supervisor Coaching Behavior and Thrive at Work: A Moderated Mediation Model of Motivation and Gender

Recent research has shown that perceived supervisor coaching behavior leads to thriving at work, but little is known about the mediating and moderating mechanisms underlying this process. This research aims to determine the effect of perceived supervisor coaching behavior on employee motivation and thriving at work, the mediating role of motivation in the effect of perceived supervisor coaching behavior on thriving at work, and the differentiation of this indirect effect by gender. Data were collected from 333 (F:225 M:108) public school teachers using convenience and snowball sampling techniques. Process Macro Model 4 mediation, Model 1 moderation, and Model 7 moderated mediation regression analyses were used to test the hypotheses. The results showed that perceived supervisor coaching behavior positively affects thriving at work and motivation. In addition, it revealed the mediating role of motivation in the effect of perceived supervisor coaching behavior on thriving at work. As a result of the moderated mediation analysis, there is a significant difference between women and men in terms of the indirect effect of perceived supervisor coaching behavior on thriving at work through motivation. While the mediating role of motivation in the effect of perceived supervisor coaching behavior on thriving at work is significant in male employees, it is not significant in female employees.

Keywords Perceived supervisor coaching, motivation, thrive at work, gender, teachers

PDF

Kaynakça

  1. Abid, G. (2016). How does thriving matter at workplace. International Journal of Economics and Empirical Research, 4(10), 521-527.
  2. Abid, G., Contreras, F., Ahmed, S., & Qazi, T. (2019). Contextual factors and organizational commitment: Examining the mediating role of thriving at work. Sustainability, 11(17), 4686. http://doi.org/10.3390/su11174686 DOI: https://doi.org/10.3390/su11174686
  3. Abid, G., Sajjad, I., Elahi, N. S., Farooqi, S., & Nisar, A. (2018). The influence of prosocial motivation and civility on work engagement: The mediating role of thriving at work. Cogent-Business & Management, 5 (1), 1-19. DOI: https://doi.org/10.1080/23311975.2018.1493712
  4. Abid, G., Ahmed, S., Qazi, T. F., & Sarwar, K. (2020). How managerial coaching enables thriving at work. A sequential mediation. Journal of Entrepreneurship, Management and Innovation, 16(2), 132-160. DOI: https://doi.org/10.7341/20201625
  5. Abid, G., Zahra, I., & Ahmed, A. (2015). Mediated mechanism of thriving at work between perceived organization support, innovative work behavior and turnover intention. Pakistan Journal of Commerce and Social Sciences, 9(3), 982-998.
  6. Adair, J. E. (2006). Leadership and motivation: The fifty-fifty rule and the eight key principles of motivating others. Kogan Page Publishers.
  7. Agarwal, R., Angst, C. M., & Magni, M. (2009). The performance effects of coaching: A multilevel analysis using hierarchical linear modeling. The International Journal of Human Resource Management, 20, 2110–2134. https://doi.org/10.1080/09585190903178054 DOI: https://doi.org/10.1080/09585190903178054
  8. Ahmed Iqbal, Z., Abid, G., Arshad, M., Ashfaq, F., Athar, M. A., & Hassan, Q. (2021). Impact of authoritative and laissez-faire leadership on thriving at work: The moderating role of conscientiousness. European journal of investigation in health, psychology and education, 11(3), 667-685. DOI: https://doi.org/10.3390/ejihpe11030048
  9. Akhtar, N., Aziz, S., Hussain, Z., Ali, S., & Salman, M. (2014). Factors affecting employees motivation in banking sector of Pakistan. Journal of Asian Business Strategy, 4(10), 125-133.
  10. Ali, M., Lodhi, S. A., Raza, B., & Ali, W. (2018). Examining the impact of managerial coaching on employee job performance: Mediating role of work engagement, leader-member-exchange quality, job satisfaction, and turnover intentions. Pakistan Journal of Commerce & Social Sciences, 12(1), 253-282.
  11. Anderson, V. (2013). A Trojan horse? The implications of managerial coaching for leadership theory. Human Resource Development International, 16(3), 251–266. DOI: https://doi.org/10.1080/13678868.2013.771868
  12. Amy, A.H. (2008), Leaders as facilitators of individual and organizational learning, Leadership & Organization Development Journal, 29(3), 212-234. DOI: https://doi.org/10.1108/01437730810861281
  13. Ayub, N., & Rafif, S. (2011). The relationship between work motivation and job satisfaction. Pakistan Business Review, 13(2), 332-347.
  14. Baloch, B. K., Malik, B., & Danish, M. (2021). Impact of servant leadership on thrive at work with mediating effect of workplace spirituality. International Journal of Business and Management Sciences, 2(4), 222-243.
  15. Basinska, B. A. (2017). Thriving in a multicultural workplace. In M. Rozkwitalska, Ł. Sułkowski, & S. Magala (Eds.), Intercultural interactions in the multicultural workplace (pp. 109–121). DOI: https://doi.org/10.1007/978-3-319-39771-9_8
  16. Bayram, N. (2010). Yapısal eşitlik modellemesine giriş. Ezgi Kitabevi.
  17. Beattie, R. S., Kim, S., Hagen, M. S., Egan, T. M., Ellinger, A. D., & Hamlin, R. G. (2014). Managerial coaching: A review of the empirical literature and development of a model to guide future practice. Advances in Developing Human Resources, 16(2), 184-201. DOI: https://doi.org/10.1177/1523422313520476
  18. Bennett, J., & Bush, M. (2009). Coaching in organizations. Od Practitioner, 41(1), 2-7.
  19. Bernstein, J. H. (2004). Vitality [zest, enthusiasm, vigor, energy]. In C. Peterson, & M. E. P. Seligman (Eds.), Character strengths and virtues: A handbook and classification (pp. 273–290). New York: Oxford University Press/Washington DC: American Psychological Association.
  20. Boyatzis, R. E., Smith, M. L., & Beveridge, A. J. (2012). Coaching with compassion: Inspiring health, well-being, and development in organizations. The Journal of Applied Behavioral Science,49(2), 153–178. DOI: https://doi.org/10.1177/0021886312462236
  21. Bozkurt, S. (2021). Pazarlama alanında en sık kullanılan Process makro modellerinin veri setleriyle incelenmesi. Ekin Yayınevi.
  22. Brych, V., Yazlyuk, B., Hudratian, S., Snihur, K., & Dermanska, L. (2018). Prospects for use of coaching in Ukrainian Banks. Banks and bank systems, 13(2), 116-129 DOI: https://doi.org/10.21511/bbs.13(2).2018.10
  23. Cabrera A, W Collins and JF Salgado (2006) Determinants of individual engagement in knowledge sharing. International Journal of Human Resource Management 17(2), 245–264. DOI: https://doi.org/10.1080/09585190500404614
  24. Carmeli, A., & Spreitzer, G. M. (2009). Trust, connectivity, and thriving: Implications for innovative behaviors at work. The Journal of Creative Behavior, 43(3), 169– 191. DOI: https://doi.org/10.1002/j.2162-6057.2009.tb01313.x
  25. Chiamaka, O. J., Stephen, E. I. & Collins, I. N., (2020) Leader-member Exchange and Transformational Leadership Style: A Prediction to Thriving at Work. Asian Journal of Advanced Research and Reports, 12 (3). pp. 37-43. ISSN 2582-3248 DOI: https://doi.org/10.9734/ajarr/2020/v12i330291
  26. Cohen, E., & Tichy, N. (1998). Teaching: The heart of leadership. The Healthcare Forum Journal, 41(2), 20-30.
  27. Cox, E., Bachkirova, T., & Clutterbuck, D. (2010). The complete handbook of coaching. London, England: Sage.
  28. Crick, R.D., Barr, S. Green, H., & Pedder, D. (2016). Evaluating the wider outcomes of schools: Complex systems modelling for leadership decisioning. Educ. Manag. Adm. Leadersh. 45, 719–743. DOI: https://doi.org/10.1177/1741143215597233
  29. Chullen, L. C., Dunford, B. B., Angermeier, I., Boss, W. R., & Boss, A. D. (2010). Minimizing deviant behavior in healthcare organizations: The effects of supportive leadership and job design. Journal of Healthcare Management, 55(6), 381-398. DOI: https://doi.org/10.1097/00115514-201011000-00004
  30. Çetinkaya, A. Ş., & Canbolat, M. A. (2020). Koçluk ve mentorluk ile girişimcilik niyeti arasındaki ilişkide KOSGEB desteklerinin rolü. Journal of Entrepreneurship and Innovation Management, 9(2), 94-127.
  31. Dubinsky, A. J., Jolson, M. A., Michaels, R. E., Kotabe, M., & Lim, C. U. (1993). Perceptions of motivational components: salesmen and saleswomen revisited. Journal of Personal Selling & Sales Management, 13(4), 25-37. DOI: https://doi.org/10.1080/08853134.1993.10753965
  32. Dur Aydin, R. Yönetici koçluk davranışlarının çalışanların tükenmişlik ve örgüte bağlılıklarına etkisi, (Yüksek Lisans Tezi).İstanbul: Bahçeşehir Üniversitesi
  33. Eğri, A., 2013. Örgütlerde Algılanan Çalışan Koçluğunun İşten Ayrılma İsteği ile İlişkisinde İş Tatmini ve Duygusal Bağlılığın Aracılık Etlisi: Bankacılık Sektöründe Bir Uygulama (Yüksek Lisans Tezi). Ankara: Hacettepe Üniversitesi.
  34. Ellinger, A. D., Ellinger, A. E., Bachrach, D. G., Wang, Y. L., & Elmada_g Bas¸, A. B. (2011). Organizational investments in social capital, managerial coaching, and employee work-related performance. Management Learning, 42(1), 67–85. DOI: https://doi.org/10.1177/1350507610384329
  35. Ellinger, A. D., Ellinger, E. & Keller, S., (2003). Supervisory coaching behavior, employee satisfaction and warehouse employee performance: a dyadic perspective in the distribution ındustry. Human Resource Development Quarterly. 14 (4).435-458 DOI: https://doi.org/10.1002/hrdq.1078
  36. Ellinger, A. D., Hamlin, R. G., & Beattie, R. S. (2008). Behavioural indicators of ineffective managerial coaching: A cross-national study. Journal of European Industrial Training. 32(4), 240-257. DOI: https://doi.org/10.1108/03090590810871360
  37. Elliott, E. S., & Dweck, C. S. (1988). Goals: An approach to motivation and achievement. Journal of Personality and Social Psychology, 54(1), 5-20. DOI: https://doi.org/10.1037/0022-3514.54.1.5
  38. Evered, R. D., & Selman, J. C. (1989). Coaching and the art of management. Organizational Dynamics, 18(4), 16-32. DOI: https://doi.org/10.1016/0090-2616(89)90040-5
  39. Fillery-Travis, A., & Lane, D. (2006). Does coaching work or are we asking the wrong question?. International Coaching Psychology Review, 1(1), 24-36. DOI: https://doi.org/10.53841/bpsicpr.2006.1.1.23
  40. Fornell, C. ve Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 18(1), 39-50 DOI: https://doi.org/10.1177/002224378101800104
  41. Garet, M., Porter, A., Desimone, L., Birman, B., & Yoon, K.S. (2001). What makes Professional development effective? Results from a national sample of teachers. American Educational Research ournal, 38(4), 915-945. DOI: https://doi.org/10.3102/00028312038004915
  42. Gebauer, J. E., Riketta, M., Broemer, P., & Maio, G. R. (2008). Pleasure and pressure based prosocial motivation: Divergent relations to subjective well-being. Journal of Research in Personality, 42(2), 399-420. DOI: https://doi.org/10.1016/j.jrp.2007.07.002
  43. Gilley, J. W. (2000). Manager as learning champion. Performance Improvement Quarterly, 13, 106-121. DOI: https://doi.org/10.1111/j.1937-8327.2000.tb00194.x
  44. Graham, S., Wedman, J. F., & Carvin-Kester, B. (1994). Manager coaching skills: What makes a good coach? Performance Improvement Quarterly, 7(2), 81-94. DOI: https://doi.org/10.1111/j.1937-8327.1994.tb00626.x
  45. Guskey, T.G. (2000). Evaluating professional development. Thousand Oaks, CA: Corwin Press.
  46. Hackman JR and R Wagemen (2005) A theory of team coaching. Academy of Management Review 30(2), 269–287. DOI: https://doi.org/10.5465/amr.2005.16387885
  47. Hagen, M. S., & Peterson, S. L. (2015). Measuring coaching: Behavioral and skill-based managerial coaching scales. Journal of Management Development, 34(2), 114-133. DOI: https://doi.org/10.1108/JMD-01-2013-0001
  48. Hair, JF Jr., Black, WC, Babin, BJ & Anderson, RE (2010). Multivariate Data Analysis: A Global Perspective, 7th edition. New Jersey, NJ: Prentice Hall
  49. Hayes, A. F. (2018). Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-Based Approach (Methodology in the Social Sciences) (2nd ed.). New York, NY: The Guilford Press.
  50. Huang, J. T., & Hsieh, H. H. (2015). Supervisors as good coaches: Influences of coaching on employees’ in-role behaviors and proactive career behaviors. The International Journal of Human Resource Management, 26(1), 42-58. DOI: https://doi.org/10.1080/09585192.2014.940993
  51. Huang, C. C., Wang, Y. M., Wu, T. W. ve Wang, P. A. (2013). An empirical analysis of the antecedents and performance consequences of using the moodle platform. International Journal of Information and Education Technology, 3(2), 217. DOI: https://doi.org/10.7763/IJIET.2013.V3.267
  52. Ismail, A., Ahmad, N. N., & Zainol, A. (2016). Managerial coaching in enhancing Employees’ motivation Acta UniversitAtis. Danubius: OeconomicA,12(3), 98–112.
  53. İlğan, A. (2020). Öğretmenler için etkili mesleki gelişim yaklaşımları ile bir model önerisi ve uygulama yönergesi. Eğitim ve İnsani Bilimler Dergisi: Teori ve Uygulama, 11(21), 171-197.
  54. İlğan, A. (2017). Öğretmenlerin mesleki gelişimi ve denetimi. Ankara: Anı yayıncılık
  55. Jiang, Z. (2017). Proactive personality and career adaptability: The role of thriving at work. Journal of Vocational Behavior, 98, 85–97. oi:10.1016/j.jvb.2016.10.003 DOI: https://doi.org/10.1016/j.jvb.2016.10.003
  56. Kalkavan, S., & Katrinli, A. (2014). The effects of managerial coaching behaviors on the employees’ perception of job satisfaction, organisational commitment, and job performance: Case study on insurance industry in Turkey. Procedia-Social and Behavioral Sciences, 150, 1137-1147. DOI: https://doi.org/10.1016/j.sbspro.2014.09.129
  57. Kendler, K. S., Thornton, L. M., and Prescott, C. A. (2001). Gender differences in the rates of exposure to stressful life events and sensitivity to their depressogenic effects. Am. J. Psychiatr. 158, 587–593. doi: 10.1176/appi.ajp.158.4.587 DOI: https://doi.org/10.1176/appi.ajp.158.4.587
  58. Kışlalı, İ. (2019). Koçluk hizmeti alan çalışanların mutluluk düzeyleriyle işten ayrılma niyeti ve yaşam doyumu arasındaki ilişki. Uluslararası Yönetim İktisat ve İşletme Dergisi, 15(1), 181-202. DOI: https://doi.org/10.17130/ijmeb.2019149865
  59. Kim, S. (2014). Assessing the influence of managerial coaching on employee outcomes. Human Resource Development Quarterly, 25(1), 59-85. DOI: https://doi.org/10.1002/hrdq.21175
  60. Kim, S., & Kuo, M. H. (2015). Examining the relationships among coaching, trustworthiness, and role behaviors: A social exchange perspective. The Journal of Applied Behavioral Science, 51(2), 152-176. DOI: https://doi.org/10.1177/0021886315574884
  61. Kim, S., Egan, T. M., Kim, W., & Kim, J. (2013). The impact of managerial coaching behavior on employee work-related reactions. Journal of Business and Psychology, 28, 315–330. https://doi.org/10.1007/s10869-013-9286-9 DOI: https://doi.org/10.1007/s10869-013-9286-9
  62. Kleine, A. K., Rudolph, C. W., & Zacher, H. (2019). Thriving at work: A meta‐analysis. Journal of Organizational Behavior, 40(9-10), 973-999. DOI: https://doi.org/10.1002/job.2375
  63. Kline, R. B. (2011). Principles and practice of structural equation modeling. Third Edition, Newyork: Guilford publications
  64. Lee, K. S., Malete, L., & Feltz, D. L. (2002). The Strength of Coaching Efficacy Between Certified and Noncertified Singapore Coaches. International Journal of Applied Sports Sciences, 14(1).
  65. Liden, R. C., Panaccio, A., Meuser, J. D., Hu, J., & Wayne, S. J. (2014). Servant leadership: Antecedents, processes, and outcomes. In D. V. Day (Ed.), The Oxford handbook of leadership and organizations (pp. 357–379). Oxford University Press.
  66. Lin, C. P., Xian, J., Li, B., & Huang, H. (2020). Transformational leadership and employees’ thriving at work: the mediating roles of challenge-hindrance stressors. Frontiers in Psychology, 11: 1400, 1-19. DOI: https://doi.org/10.3389/fpsyg.2020.01400
  67. Liu, X., & Batt, R. (2010). How supervisors influence performance: A multilevel study of coaching and group management in technology-mediated services. Personnel Psychology, 3(2), 265-298. DOI: https://doi.org/10.1111/j.1744-6570.2010.01170.x
  68. Matsuo, M. (2018). How does managerial coaching affect individual learning? The mediating roles of team and individual reflexivity. Personnel Review, 47(1), 118–132. DOI: https://doi.org/10.1108/PR-06-2016-0132
  69. McGill, M. E., & Slocum, Jr., J. W. (1998). A little leadership please? Organizational Dynamics, 39-49 DOI: https://doi.org/10.1016/S0090-2616(98)90013-4
  70. McLean ,G.N., Yang, B., Kuo, M.,C., As Tolbert and C Larkin (2005) Development and initial validation of an instrument measuring managerial coaching skill. Human Resource Development Quarterly 16(2), 157–178. DOI: https://doi.org/10.1002/hrdq.1131
  71. Meece, J. L. (2006). Introduction: Trends in women’s employment in the early 21st century. Educational Research and Evaluation, 12, 297–303. DOI: https://doi.org/10.1080/13803610600765539
  72. Meydan, CH & Şeşen, H. (2011). Yapısal eşitlik modellemesi AMOS uygulamaları. Detay Yayıncılık.
  73. Mortier, A.; Vlerick, P.; Clays, E. (2016). Authentic leadership and thriving among nurses: The mediating role of empathy. J. Nurs. Manag. 24, 357–365. DOI: https://doi.org/10.1111/jonm.12329
  74. Mushtaq, M., Abid, G., Sarwar, K., & Ahmed, S. (2017). Forging ahead: How to thrive at the modern workplace. Iranian Journal of Management Studies, 10(4), 783-818.
  75. Niessen, C.; Mäder, I.; Stride, C.; Jimmieson, N.L. (2017). Thriving when exhausted: The role of perceived transformational leadership. J. Vocat. Behav, 103, 41–51. DOI: https://doi.org/10.1016/j.jvb.2017.07.012
  76. Nix, G., Ryan, R. M., Manly, J. B., & Deci, E. L. (1999). Revitalization through self‐regulation: The effects of autonomous and controlled motivation on happiness and vitality. Journal of Experimental Social Psychology, 35(3), 266–284. DOI: https://doi.org/10.1006/jesp.1999.1382
  77. Park, S., McLean, G. N., & Yang, B. (2008a). Revision and Validation of an Instrument Measuring Managerial Coaching Skills in Organizations. Online Submission.
  78. Park, S., Yang, B., & McLean, G. N. (2008b). An Examination of Relationships between Managerial Coaching and Employee Development. Online submission.
  79. Pastoriza D, MA Ariño and JE Ricart (2008) Ethical managerial behavior as an antecedent of organizational social capital. Journal of Business Ethics 78, 329–341. DOI: https://doi.org/10.1007/s10551-006-9334-8
  80. Paterson, T.A., Luthans, F., & Jeung, W. (2013). Thriving at work: Impact of psychological capital and supervisor support. J. Organ. Behav. 35, 434–446. DOI: https://doi.org/10.1002/job.1907
  81. Pearson, C. A., & Chatterjee, S. R. (2002). Gender variations in work goal priorities: a survey of Chinese managers. International Journal of Management, 19(4), 535.
  82. Porath, C.L.; Spreitzer, G.M.; Gibson, C.B.; Garnett, F.G. (2011). Thriving at work: Toward its measurement, construct validation, and theoretical refinement. J. Organ. Behav. 33, 250–275.
  83. Pousa, C., Richards, D. A., & Trépanier, C. (2018). Managerial coaching of frontline employees: The moderating role of gender. Human Resource Development Quarterly, 29(3), 219–241.
  84. Pousa, C., & Mathieu, A. (2015). Is managerial coaching a source of competitive advantage? Promoting employee self-regulation through coaching. Coaching: An International Journal of Theory, Research and Practice, 8(1), 20-35. DOI: https://doi.org/10.1080/17521882.2015.1009134
  85. Pousa, C., & Mathieu, A. (2014a). Boosting customer-orientation through coaching: A Canadian study. The International Journal of Bank Marketing, 32(1), 60–81. DOI: https://doi.org/10.1108/IJBM-04-2013-0031
  86. Pousa, C., & Mathieu, A. (2014b). The influence of coaching on employee performance: Results from two international quantitative studies. Performance Improvement Quarterly, 27(3), 75–92. DOI: https://doi.org/10.1002/piq.21175
  87. Pfeffer, J. (2010). Building sustainable organizations: The human factor. The Academy of Management Perspectives, 24(1), 34-45. DOI: https://doi.org/10.5465/AMP.2010.50304415
  88. Porath, C. L. (2011). Civility. In K. S. Cameron & G. M. Spreitzer (Eds.), The Oxford handbook of positive organizational scholarship (pp. 439–448). New York: Oxford University Press. DOI: https://doi.org/10.1093/oxfordhb/9780199734610.013.0033
  89. Porath, C., Spreitzer, G. M., Gibson, C., & Garnett, F. G. (2012). Thriving at work: Toward its measurement, construct validation, and theoretical refinement. Journal of Organizational Behavior, 33(2), 250–275. DOI: https://doi.org/10.1002/job.756
  90. Pousa, C., Richards, D. A., & Trépanier, C. (2018). Managerial coaching of frontline employees: The moderating role of gender. Human resource development quarterly, 29(3), 219-241. DOI: https://doi.org/10.1002/hrdq.21322
  91. Raza, B., & Ahmed, A. (2020). Linking managerial coaching and workplace deviance: the mediating role of thriving at work. Iranian Journal of Management Studies, 13(3).
  92. Raza, B., Ali, M., Ahmed, S., & Ahmad, J. (2018a). Impact of managerial coaching on organizational citizenship behavior: The mediation and moderation model. International Journal of Organizational Leadership, 7, 27-46. DOI: https://doi.org/10.33844/ijol.2018.60360
  93. Raza, B., Moueed, A., & Ali, M. (2018b). Impact of managerial coaching on employee thriving at work: The moderating role of perception of organizational politics. Journal of Business Strategies, 12(1), 87-108.
  94. Raza, B., Ali, M., Ahmed, S., & Moueed, A. (2017). Impact of managerial coaching on employee performance and organizational citizenship behavior: Intervening role of thriving at work. Pakistan Journal of Commerce and Social Sciences (PJCSS), 11(3), 790-813.
  95. Ren, H.; Yunlu, D.G.; Shaffer, M.; Fodchuk, K.M. (2015). Expatriate success and thriving: The influence of job deprivation and emotional stability. J. World Bus. 50, 69–78. DOI: https://doi.org/10.1016/j.jwb.2014.01.007
  96. Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68–78. DOI: https://doi.org/10.1037/0003-066X.55.1.68
  97. Serhan, C., Al Achy, E., & Nicolas, E. (2018). Understanding Public Sector Employees’ Motivation: What Makes Them Inspired. International Journal Of Human Resource Studies, 8(1), 249-273 DOI: https://doi.org/10.5296/ijhrs.v8i1.12758
  98. Sonenshein, S., Dutton, J. E., Grant, A. M., Spreitzer, G. M., & Sutcliffe, K. M. (2013). Growing at work: Employees’ interpretations of progressive self-change in organizations. Organization Science, 24(2), 552-570. DOI: https://doi.org/10.1287/orsc.1120.0749
  99. Sonnentag, S., & Fritz, C. (2007). The Recovery Experience Questionnaire: development and validation of a measure for assessing recuperation and unwinding from work. Journal of occupational health psychology, 12(3), 204. 204-221 DOI: https://doi.org/10.1037/1076-8998.12.3.204
  100. Spreitzer, G. M., & Porath, C. (2014). Self-determination as nutriment for thriving: Building an integrative model of human growth at work. The Oxford handbook of work engagement, motivation, and self-determination theory, 90, 245-258.
  101. Spreitzer, G. M., Porath, C. L., & Gibson, C. B. (2012). Toward human sustainability: How to enable more thriving at work. Organizational Dynamics, 41(2), 155–162. DOI: https://doi.org/10.1016/j.orgdyn.2012.01.009
  102. Spreitzer, G. M., & Sutcliffe, K. M. (2007). Thriving in organizations. In Nelson, D.L & Cooper, C.L. (Eds.), Positive Organizational Behavior (pp. 74-85). Thousand Oaks, CA: Sage Publications. DOI: https://doi.org/10.4135/9781446212752.n6
  103. Spreitzer, G. M., Sutcliffe, K., Dutton, J., Sonenshein, S., & Grant, A. M. (2005). A socially embedded model of thriving at work. Organization Science, 16(5), 537–549. DOI: https://doi.org/10.1287/orsc.1050.0153
  104. Srivastava, A.; Bartol, K.M.; Locke, E.A. (2006). Empowering Leadership in Management Teams: Effects on Knowledge Sharing, Efficacy, and Performance. Academy of Management Journal, 49(6), 1239–1251. DOI: https://doi.org/10.5465/amj.2006.23478718
  105. Stanimir, A. (2020). The Perception of the Generational Assessment of Selected Social Behaviour–A Confirmatory Factor Analysis. Folia Oeconomica Stetinensia, 20(2). 346-360. DOI: https://doi.org/10.2478/foli-2020-0052
  106. Stanković, T., & Radojević, T. (2022). Employees motivation and managerial coaching during the pandemic COVID-19 at the research institute. The European Journal of Applied Economics, 19(1), 16-29. DOI: https://doi.org/10.5937/EJAE19-35560
  107. Steers R.M., Mowday R.T., Shapiro D.L., 2004, The future of work motivation theory, Academy of Management Review, 28(3). 379-387 DOI: https://doi.org/10.2307/20159049
  108. Toker, I. ve Kılıç, K.C. (2019). Koçluk eğitimi bir gelişim aracı mı, potansiyel bir iş mi?. Uluslararası İktisadi ve İdari İncelemeler Dergisi 25. 137-152. DOI: https://doi.org/10.18092/ulikidince.580007
  109. Toksöz, D., Pala, T., Çapar, G. (2020). İşte Gelişim Ölçeğini Türkçeye Uyarlama Çalışması. İzmir İktisat Dergisi. 35(1). 177-186. DOI: https://doi.org/10.24988/ije.202035113
  110. Tulunay Ateş, A. & İhtiyaroğlu, N. (2019). Yetişkin motivasyon ölçeği: bir ölçek geliştirme çalışması. Kastamonu Education Journal, 27(2), 611-620. DOI: https://doi.org/10.24106/kefdergi.2612
  111. Walumbwa, F. O., Muchiri, M. K., Misati, E., Wu, C., & Meiliani, M. (2017). Inspired to perform: A multilevel investigation of antecedents and consequences of thriving at work. Journal of Organizational Behavior. 39(3), 249-261. DOI: https://doi.org/10.1002/job.2216
  112. Wang, Y. L. (2013). R&D employees' innovative behaviors in Taiwan: HRM and managerial coaching as moderators. Asia Pacific Journal of Human Resources, 51(4), 491-515. DOI: https://doi.org/10.1111/j.1744-7941.2012.00049.x
  113. Warr, P. (1990). The measurement of well-being and other aspects of mental health. Journal of Occupational Psychology, 63(3), 193–210. DOI: https://doi.org/10.1111/j.2044-8325.1990.tb00521.x
  114. Wei, R. C., Darling-Hammond, L., Andree, A., Richardson, N., & Orphanos, S. (2009). Professional learning in the learning profession. A status report on teacher development in the United States and Abroad. Dallas, Tx: National Staff Development Council.
  115. Weiss, M. R., & Ferrer Caja, E. (2002). Motivational orientations and sport behavior. In T. S. Horn (Ed.), Advances in sport psychology (2nd ed., pp. 101–184). Champaign, IL: Human Kinetics.
  116. Wiesenfeld, B. M., Raghuram, S., & Garud, R. (2001). Organizational identification among virtual workers: The role of need for affiliation and perceived work-based social support. Journal of management, 27(2), 213-229. DOI: https://doi.org/10.1177/014920630102700205
  117. Ye, R., Wang, X., Hein Wendt, J., Wu, J., & Euwema, M. (2016). Gender and managerial coaching across cultures: Female managers are coaching more. The International Journal of Human Resource Management, 27(16), 1791–1812. DOI: https://doi.org/10.1080/09585192.2015.1075570
  118. Zhai, Q., Wang, S., & Weadon, H. (2017). Thriving at work as a mediator of the relationship between workplace support and life satisfaction. Journal of Management & Organization,1–17. DOI: https://doi.org/10.1017/jmo.2017.62
  119. Zhao, H., & Liu, W. (2020). Managerial coaching and subordinates' workplace well‐being: A moderated mediation study. Human Resource Management Journal, 30(2), 293-311. DOI: https://doi.org/10.1111/1748-8583.12280