earticle

영어

According to the recent changes in the management environment, leaders are asked to have an ability to draw potential of employees. Coaching, as one of the strategies of human resources development, is drawing to people's attention. The purpose of the study is to analyze the mechanism of leader's coaching behavior which influences the attitude and behavior of employees. We tested serious hypotheses which propose the relationships among leader’s coaching behavior, job satisfaction, organizational commitment, turnover, and emotional intelligence. Specifically, job satisfaction is considered as a mediator between leader’s coaching behavior and employee’s attitudes(organizational commitment and turnover intention). As for a moderating effect, we determined emotional intelligence which draws attentions in the recent organizational behavior studies. We collected and analyzed the data from 285 employees of both public and private sector in Korea. SPSS 20 was applied for the analysis. The research findings are as follows: First, we found that leader's coaching behavior was positively associated with organizational commitment, but negatively associated with turnover intention. Second, our empirical data showed that job satisfaction was mediating the relationship between leader's coaching behavior and organizational commitment, between leader’s coaching behavior and turnover intention. Third, emotional intelligence moderated the relationship between leader’s coaching behavior and turnover intention negatively. Based on the research findings, this paper makes theoretical and practical contributions: theoretically, it contributes to deepening our understanding of leader’s coaching behavior by suggesting a theoretical model regarding leader’s coaching behavior, job satisfaction, employee’s attitude and emotional intelligence. We found the mechanism of leader's coaching behavior which influences employee’s attitude and behavior. Practically, this study suggested that it is necessary to concentrate on leader’s coaching in the operational level considering the influence of leader’s coaching behavior on employees. It is also important to take care of employee’s emotional intelligence. Future research is necessary to explore various factors which can influence the effectiveness of coaching such as the context of coaching, relationship with coaching customers, coach's competency, etc. Some limitations of the study and future research directions were also discussed.