Examining the predictive validity of a managerial coaching scale: a longitudinal study.

Area of Science:

• Organizational Psychology
• Management Science

Background:

• Managerial coaching is a popular intervention for improving workplace outcomes.
• Previous research has not established the temporal order of relationships between managerial coaching and employee outcomes.

Purpose of the Study:

• To assess the predictive validity of the Employee Perceptions of Supervisor/Line Manager Coaching Behavior Measure (CBI) scale.
• To examine the temporal precedence in the relationships between managerial coaching, role clarity, job satisfaction, and organizational commitment.

Main Methods:

• A longitudinal, two-wave study design with 313 full-time US employees.
• Tested reciprocal cross-lagged models to analyze the dynamic interplay between variables.
• Assessed longitudinal measurement invariance of the CBI scale.

Main Results:

• Statistically significant reciprocal relationships were found between managerial coaching and both role clarity and organizational commitment.
• A reciprocal relationship was also significant for job satisfaction.
• Employee attitudes demonstrated a significant influence on managerial coaching behaviors over time.

Conclusions:

• The CBI scale demonstrates predictive validity for role clarity and organizational commitment.
• Managerial coaching and employee attitudes exhibit a dynamic, reciprocal influence.
• Employee attitudes play a crucial role in shaping managerial coaching effectiveness and leadership.