상사의 코칭 행동이 구성원의 LMX와 심리적 임파워먼트를 통해 직무열의에 미치는 영향 : 문제해결지향 코칭의 조절된 매개효과

In today’s workplace, as members with a high level of job engagement show desirablebehaviors and are found to contribute to performance, organizations are interested in how to engagetheir members. Although prior researches that studied antecedents of a member’s job engagementhighlighted the role of a supervisor, specific supervisor’s behaviors that could increase job engagementof members were not been addressed considerably.In response, the supervisor’s coaching, enhancing the members’ ability to perform theirjobs, has recently been proposed as a behavior that could increase the job engagement of members.Based on these previous researches, this study purposes to reveal the process how the supervisor’scoaching behavior contributes to member’s job engagement. Specifically divided into relational andmember’s personal aspect, we address the process of increasing job engagement through LMX andpsychological empowerment respectively. In addition, to clearly understand the process, we treat thepurpose of coaching. Problem-solving oriented coaching, which is a coaching behavior aimed at solvingactual problems of members, is considered as a moderator in this mechanism.In order to examine our hypotheses, this study collected data on 170 employees workingat various industries in South Korea organizations. The analysis was conducted with hierarchicalprocedures and the mediation effect and moderated mediation effect were examined based on theresults. The results showed that the supervisor’s coaching behavior has significant positive effecton the member’s job engagement through LMX and psychological empowerment respectively. Moreover, when coaching was an behavior oriented to solving problems’ of members, the relationshipbetween job engagement and coaching behavior did not significantly moderated, but strengthen thepositive effect of coaching behavior on psychological empowerment. The moderated mediation effectby the purpose-solving oriented coaching was also not shown in mediating effect through LMX, butthe mediating effect of coaching behavior through psychological empowerment on job engagementwas verified to be significantly strengthen.The implications of this study are as follows. First, this study contributes to the coachingfield by illuminating the process in which coaching behavior affects members. in particular, this studyrevealed how coaching behaviors causes positive job-related behavior of members in relation bothrelational and personal aspects through LMX and psychological empowerment. Second, this studyvalidates the moderating effect of coaching behavior’s purpose and highlights that consideration ofcoaching’s purpose is necessary to enhance understanding of coaching behavior. It has been shownthat the effects of coaching are strengthen, when actual behaviors and it’s purposes are aligned.Therefore, our results suggest considering the purpose of behavior to clarify its effect in the leadershipfield where specific behaviors are emphasized recently. Finally, this study reveals the effects ofsupervisor’s coaching behavior on a member’s job engagement and links the coaching field withthat of job engagement.