How managerial coaching promotes employees' affective commitment and individual performance

Abstract

Purpose

This study sought to provide a more comprehensive understanding of how managers' coaching skills can affect individual performance through the mediating role of affective commitment.

Design/methodology/approach

The sample included 198 employees from diverse organizations. Based on an online survey, respondents assessed their managers' coaching skills and reported their own individual performance and affective commitment to their organization.

Findings

The findings show that managers' coaching skills have a positive impact on individual performance and affective commitment, with the latter mediating the relationship between the first two variables.

Research limitations/implications

Additional studies with larger samples are needed to understand more fully not only the impact of managers' coaching skills on individual performance but also other psychosocial variables affecting that relationship.

Practical implications

Organizations can increase employees' affective commitment and individual performance by encouraging managers to integrate more coaching skills into their leadership styles.

Originality/value

This study is the first to integrate managers' coaching skills, affective commitment and individual performance into a single research model, thereby extending previous research on this topic.

Citation

Ribeiro, N., Nguyen, T., Duarte, A.P., Torres de Oliveira, R. and Faustino, C. (2021), "How managerial coaching promotes employees' affective commitment and individual performance", International Journal of Productivity and Performance Management, Vol. 70 No. 8, pp. 2163-2181. https://doi.org/10.1108/IJPPM-10-2018-0373