Coaching for employee engagement: Using self-determination theory to predict engagement, turnover intention, and well-being among employees

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Coaching for employee engagement: Using self-determination theory to predict engagement, turnover intention, and well-being among employees
Research Grants

Research in Progress: The proposed research project will seek to build on recent developments in coaching outcome research by assessing the impact of need for supportive coaching on employee engagement (using a sample of middle and senior managers). The hypotheses to be tested in this study are informed by Self-Determination Theory (Deci & Ryan, 1985) and a controlled, quasi-experimental design will be employed to assess the degree to which employee engagement can be influenced by theoretically-informed workplace coaching (that is focused on the support of basic psychological needs). The coaching intervention will involve 50 managers (2 cohorts) and consist of 5 x 75 minute coaching sessions over a period of 10 weeks. The study may contribute to knowledge in two ways. First, it will examine a widely claimed outcome of coaching (i.e. employee engagement) that has rarely been tested. Second, the study will explore possible “common factors”(i.e. basic psychological need support/need satisfaction) that could prove to be highly influential active ingredients in coaching.

 

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