This study is a mixed study of subjective perception of managerial coaching and meta-analysis of managerial coaching variables. By examining the subjective perception types and characteristics of managerial coaching through an in-depth understanding of managerial coaching, and examining the effectiveness of managerial coaching through mixed methods research. It was intended to provide various perspectives and suggestions for managerial coaching.
This study was conducted through the Q methodology to study the subjectivity of organizational members'' perceptions of managerial coaching. A total of 375 Q populations were constructed through literature analysis, preliminary interviews, surveys, and in-depth interviews to form the Q population. The derivation of Q samples was divided into 18 categories, the prior Q samples were reviewed, and 40 Q samples were confirmed after going through a reliability test of 8 people. With the Q sample, 40 Q statements were Q-classified to 39 P-samples, and the subjective recognition type was analyzed through the Quanl program. A total of 1,474 papers were searched through the paper search for a quantitative research method on managerial coaching behavior and performance. Afterwards, the effect size of the variable relationship of managerial coaching was analyzed through meta-analysis statistical program CMA targeting 51 manager coaching literature.
Q methodology data analysis was done by Principal Component Factor Analysis using the Quanl program. As a result of the study, a total of 5 types were derived, Type 1 emphasized the manager''s mindset, Type 2 emphasized the manager''s personality, Type 3 emphasized the coaching organizational culture, Type 4 emphasized coaching behavior and attitude, and Type 5 emphasized managerial coaching of differentiation. In relation to managerial coaching behaviorand individual effect through meta-analysis, the effect size of relationship showed the largest effect size, and in relation to managerial coaching behavior and organizational effect, the effect size of organizational mindset showed the largest effect size. Among managerial coaching behaviors, relationship and respect, direction and feedback, competency development, problem solving, and performance management were found. If we look at the correlation effects of managerial coaching behavior and coaching effect by dividing them by emotional, cognitive, technical, and performance, we can see that the biggest among each coaching effect is relational in emotional effect, mind set in cognitive effect, and employee in technical effect. In terms of learning and performance, employee behavior was found to be high. Afterwards, according to the results of mixed studies through Q methodology and meta-analysis, the results of mixed studies were examined on individual and organizational oriented dimensions, relational and performance oriented dimensions, managerial coaching content and process oriented dimensions, manager behavior dimensions, and managerial coaching effectiveness dimensions.
This study is a mixed study of the perception study of the coaching experience about managerial coaching and the meta-analysis study of the variables related to the managerial coaching effectiveness, and the following conclusions were obtained. Through a mixed study on managerial coaching, managerial coaching was examined in various dimensions, and in relation to managerial coaching variables, a meta- analysis study was conducted to examine the relationship between managerial coaching variables. With regard to managerial coaching behavior and effectiveness, how coaching is applied and operated in the organization could be examined through managerial coaching, and managerial coaching behavior and personal and organizational effects were reviewed for managerial coaching environment. In addition, the relationship between the individual''s cognitive type coached by the manager and the effect variables of managerial coaching could be looked at from a comprehensive and holistic perspective through the results of a mixed study by Q study and meta-analysis. By integrating the results of each of these studies according to the mixed study method, the research methodological, theoretical, and practical significance of this study was examined, and additional suggestions were made for research on limitations of the study and future managerial coaching.