Empowerment and Resilience
Mohsen Arefnejad; Ali Shariatnejad; Mina Hoseini; Shaghayegh Salehabadi
Abstract
Introduction: Coaching leadership is one of the desirable and practical styles of leadership that has positive effects and consequences for the organization. Managers and leaders who manage and lead their organization with this style, bring about transformations and efficient individual, group, and organizational ...
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Introduction: Coaching leadership is one of the desirable and practical styles of leadership that has positive effects and consequences for the organization. Managers and leaders who manage and lead their organization with this style, bring about transformations and efficient individual, group, and organizational outcomes. In the coaching leadership style, there is a kind of commitment to the growth and development of people in the organization. This commitment is in line with the goals of coaching, which is the actualization of employees' abilities, talents, and potential capacities. Also, coaching leaders should develop strong competencies and skills in themselves and have faith and belief in their abilities to perform the task of coaching desirably. This leadership style also creates positive relationships between managers and employees and increases cooperation and coordination in the organization. Therefore, paying attention to the coaching leadership style in government organizations can facilitate the improvement of the performance and effectiveness of these organizations and help the government to provide the best services to the people. Based on this, the current research was conducted to design a model for the emergence of coaching leadership in government organizations with the interpretive structural modeling method.Design/Methodology/Approach: This research was conducted based on mixed research and qualitatively and quantitatively in the comparative inductive paradigm. This research is applied in terms of purpose and descriptive survey in terms of nature and method. The statistical population of the current research is experts including university professors in the field of organizational behavior management and human resource management, as well as senior managers of government organizations, whose sample members were selected using the snowball sampling method and based on the principle of theoretical adequacy. The data collection tool in the qualitative part is a semi-structured interview, whose validity and reliability were tested by content analysis and theoretical validity and intra-rater and inter-rater reliability. Also, the data collection tool is in the quantitative part of the questionnaire, the validity and reliability of which were measured by the method of content validity and retest reliability. In this research, content analysis and coding with Atlas software were used to analyze the data in the qualitative part. Also, for quantitative analysis, the interpretative structural modeling method was used.Findings: The findings of this research include the factors influencing the formation of the phenomenon of coaching leadership and the presentation of its model. In the qualitative part of this research, through interviews with the experts of the desired data, the effective factors on coaching leadership have been identified. Regarding the method of coding and extraction of qualitative data, it should be mentioned that according to the nature of the questions and the way the experts answered, the words and phrases they mentioned were components related to coaching leadership. Then, in the quantitative part, by designing a questionnaire whose rows and columns were the effective factors in coaching leadership, the experts were asked to answer the questionnaires using the interpretive structural modeling method. Finally, by analyzing the data, the components' leveling and designing the model was done.Conclusion: In the theories of management, managers find a more essential role every day than in the past. Also, from the organizational point of view, leaders are the most key and effective people whose proper and positive performance can make the employees and the organization successful. One of the new models of effective leadership in today's organizations is the coaching leadership model, which creates a supportive image of the leader in the mindset and attitude of employees, motivates human resources, and also organizational commitment. It is a positive development in the direction of improving the performance of employees and also increasing the productivity of the organization. The results of the research include the design of the emergence model of coaching leadership. In this research, the coaching leadership model has been formulated in four main levels based on the coaching leadership philosophy, the background, and context of coaching leadership formation, the dimensions of coaching leadership, and its consequences.
Empowerment and Resilience
Mohammad Keshavarz; Maryam Seifi; Hamed Ameri
Abstract
Purpose: Today, in a rapidly changing world, the ability to change regularly is very important to adapt to external challenges. However, changes in the basic characteristics of the organization may increase the probability of failure. For this reason, it seems that organizational transformation efforts ...
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Purpose: Today, in a rapidly changing world, the ability to change regularly is very important to adapt to external challenges. However, changes in the basic characteristics of the organization may increase the probability of failure. For this reason, it seems that organizational transformation efforts cause resistance and it is one of the most important obstacles facing contemporary companies, especially in this regard. Organizational inertia is a term used to describe this aversion to change as well as the desire to maintain the status quo (Teofilus et al., 2022). Many behavioral researchers emphasize the importance of a "self-aware mind" whose benefits can be used to develop desirable behaviors (Bhardwaj & Pareek, 2023). Researchers and behavioral thinkers should pay a lot of attention to mindfulness; Because the wider use of this type of tactics offers great potential in various economic, social, etc. fields (Krickel, 2023). On the other hand, coaching as a rapidly growing and expanding profession is used to develop leadership and mental skills at all organizational levels. By using coaching skills, it becomes possible to teach mindfulness skills to all organizational levels. Moreover, by being fully involved in this process, outstanding leaders not only increase their leadership strategies but also reap useful values (Susanto, 2023). Therefore, to adopt an innovative business model in any organization, the inertia for change is a fundamental obstacle and its role has not been fully investigated (Moradi et al, 2021).Methodology: Since the purpose of the research is to determine the relationships between the variables, the current research is of an applied type, and in terms of the method of data collection, it is descriptive, correlational, and single-section. The statistical sample of the research is 103 employees of the Kashan Electricity Distribution Company using the available sampling method. A 24-question questionnaire based on an ordinal scale and a five-point Likert scale was used to collect data. The questionnaire of this research consists of two parts: the first part includes demographic questions and the second part includes the main questions of the questionnaire that were raised based on the variables of the research and their validity and reliability were confirmed. The questionnaire includes three dimensions (coaching, mental-awareness, organizational inertia). The questions were reviewed by some professors. Also, to check the reliability and validity of the measurement model, Smart-PLS software was used due to its ability to test theories in the form of equations between variables. As can be seen, Cronbach's alpha coefficient for all research constructs is more than 0.7, which is at the desired level and shows the validity of the research measures.Findings: The obtained results indicate that coaching has a negative and significant effect on organizational inertia in Kashan Electricity Distribution Company. Also, the positive and significant effect of coaching on the organizational mindfulness of employees of Kashan Electricity Distribution Company was confirmed. On the other hand, organizational mindfulness has a negative and significant effect on organizational inertia. Finally, the results of this research showed that organizational mindfulness plays a mediating role in the relationship between coaching and organizational inertia.Discussion and Conclusion: Managers of electricity distribution companies are generally in a state of economic stagnation and feel that it is difficult to make fundamental changes. On the other hand, companies are looking for different coaching approaches to influence employees' behaviors and their training and learning, which may sometimes lead to employees' awareness and deeper understanding of their current situation and the organization. When the organization uses various resources such as time, manpower, money, communication, approvals, etc. in one direction, the change from the current direction is due to the unwillingness to waste the resources spent in the past and the patterns that have become a habit. As a result, managers can act by applying various coaching methods in line with deep awareness and alertness of the organization and increase the progress and evolution of the company. Managers of electricity distribution companies should note that at the beginning of the manager's entry into the system, it is possible to overcome organizational inertia much more than later. Over time, due to getting used to the existing situation and getting out of the shock of management change, the manager and employees tend to return to the previous situation and inertia prevents the organization from changing. On the other hand, for future research, it is suggested to investigate the relationship of this concept with other mentioned topics. Also, since the current research was conducted only in a limited industrial environment, it is suggested that this research be tested in other companies, industries, and cities as well.