ASSESSMENT OF THE IMPACT OF COACHING ON THE ORGANIZATIONAL SURVIVAL BY Emea Frank Ekwe

ABSTRACT

Purpose: The expansion of coaching in firms reflects its potential use as a tool to improve the development of human capital and of the firm itself. Nevertheless, research into the effects of coaching is lagging some way behind practice and there is a need to establish a theoretical framework capable of explaining how the coaching process proceeds and its outcomes. The goal of this research is to analyze the effects of coaching in both, employees’ development, and organizational performance. Thus, we extend Joo’s (2005) conceptual model by adding social exchange theory and the resource-based view, so as to develop a model that allow us to investigate coaching.

Design/methodology/approach: We test our model on EMTS Etisalat Nigeria. The hypotheses were analyzed using structural equations modeling. 

Findings: Our results confirm that coaching has an influence on both individual performance and organizational performance indicators in EMTS Etisalat Nigeria. Besides, social exchange theory and the resource-based view, are a proper frameworks so as to study the effects of coaching.

Practical implications: Coaching also help firms to improve their competitive position. Maximize benefits and minimize costs. We highlight several tips for practitioners in order to develop properly the coaching processes.

Originality/value: Coaching helps firms improve their competitive position via effects on organizational performance, sales increases and productivity growth.

Keywords: Coaching, resource-based view, social exchange theory.

TABLE OF CONTENT

ABSTRACT

1.0       INTRODUCTION

2.0       EMTS ETISALAT GROUP

2.1      ETISALAT PROFILE

2.2      THE BUSINESS CHALLENGE

2.3      THE SOLUTION: COACHING, CARRER & LEADERSHIP DEVELOPMENT, ENGAGEMENT TRAINING.

3.0        THEOROTICAL FRAMEWORK AND HYPOTHESIS

3.1       DEFINITION OF COACHING

3.2       CONCEPTUAL MODEL

3.2.1    PROCESS IMPLEMENTATION

3.2.2    PROCESS OUTCOME

4.0        METHODOLOGY SAMPLE AND SCALES

4.1       SAMPLE

4.2       MEASUREMENT SCALE: DIMENSIONALITY AND VALIDITY

4.2.1    ORGANISATION SUPPORT AND ANTESEDENTS

4.2.2    COACHING

4.2.3    INDIVIDUAL PERFORMANCE OF HUMAN RESOURCES

4.2.4    ORGANIZATIONAL PERFORMANCE

4.2.5    SALES AND PRODUCTIVITY GROWTH

4.2.6    CFA OF EACH CONSTRUCT

5.0        RESULTS OF CAUSAL MODEL ESTIMATION

6.0        DISCUSSIONS

6.1       MANAGERIAL IMPLICATIONS

6.2       LIMITATIONS AND FUTURE LINE OF RESEARCH

7.0        CONCLUSIONS

REFERENCES