فراترکیب عوامل مؤثر بر موفقیت مربیگری اجرایی

فرج اللهی مقدم, حمزه

doi:10.30473/ipom.2025.71910.5008

نوع مقاله : اکتشافی

نویسنده

حمزه فرج اللهی مقدم

استاریار، گروه مدیریت دولتی، دانشگاه پیام نور، تهران، ایران.

https://doi.org/10.30473/ipom.2025.71910.5008

چکیده

هدف از انجام پژوهش حاضر فراترکیب عوامل مؤثر بر موفقیت مربیگری اجرایی بوده است. تحقیق حاضر از نظر هدف کاربردی بوده و از منظر شیوه گردآوری داده‌ها در رده تحقیقات اکتشافی قرار می‌گیرد. در این تحقیق به‌منظور گردآوری داده‌ها از پایگاه علمی گوگل اسکالر استفاده نموده شده و به‌منظور تحلیل داده‌ها از تحلیل محتوای عرفی و استراتژی کدگذاری باز، محوری و انتخابی استفاده گردید. یافته‌های پژوهش منجر به ارائه مدلی با محوریت عناصر سازمانی، فردی و حرفه‌ای گردید. مدل اثربخش مربیگری اجرایی در سازمان‌ها دربردارنده سه بعد فردی، سازمانی و حرفه‌ای؛ 26 مؤلفه اخلاق‌مداری، هدف‌گرایی، نظم محوری، عمل محوری، آگاه‌سازی، آگاهی بخشی، همگرایی، حمایت‌گرایی، انگیزه بخشی، شفافیت، کل‌گرایی، ثبات‌گرایی، تعامل‌گرایی، هدفمندی، تطبیق‌پذیری، نظارت‌گرایی، مثبت اندیشی، وابستگی، جمعیتی، اثربخشی، آمادگی، ارتباطی، خودسازی، رشدگرایی و 109 شاخص است. این مطالعه برخی از خلأهای موجود در ادبیات مربیگری اجرایی را پر کرده است. برخلاف بسیاری از مطالعات قبلی در این حوزه که صرفاً بر ارزیابی‌های اثربخشی مربیگری اجرایی تکیه کرده‌اند، این مطالعه به شناسایی مجموعه عوامل مرتبط با سطح فرد، سازمان، شرایط نهادی و زیرساختی مؤثر بر مربیگری اجرایی پرداخته و برخی سازه‌های جدیدی همچون نهادهای رسمی و غیررسمی را به ادبیات مربیگری در حالت کلی و مربیگری اجرایی به صورت خاص اضافه کرده است.

کلیدواژه‌ها

موضوعات

مدل سازی

عنوان مقاله [English]

Meta-Synthesis of Factors Influencing the Success of Executive Coaching

نویسنده [English]

Hamze Farajollahi moghadam

Assistant Professor,, Department of Public Administration, Payam Noor University, Tehran, Iran.

چکیده [English]

The purpose of this research was to analyze the factors affecting the success of executive coaching. Research Methodology: The current research is practical in terms of its purpose and it is classified as exploratory research from the point of view of the method of data collection. In this research, in order to collect data, Google Scholar scientific database was used, and in order to analyze the data, traditional content analysis and open, central and selective coding strategy were used. The findings of the research led to the presentation of a model centered on organizational, individual and professional elements. The effectiveness model of the executive coaching department in variuse organisations has three dimensions: individual, organizational and professional; 26 components of ethics, goal orientation, order orientation, action orientation, awareness, awareness, convergence, support orientation, motivation, transparency, holistic orientation, stability orientation, interaction orientation, goal orientation, adaptability, monitoring orientation, positive Thinking, dependence, demographic, effectiveness, preparation, communication, self-improvement, growth orientation and 109 indicators. This study has filled some gaps in executive coaching literature. Unlike many previous studies in this field that have relied solely on the evaluations of the effectiveness of executive coaching, this study identified the set of factors related to the level of the individual, organization, institutional and infrastructural conditions affecting executive coaching and some new constructs such as He has added formal and informal institutions to the literature of coaching in general and executive coaching in particular.

کلیدواژه‌ها [English]

Coaching
Executive Coaching
Effectiveness of Executive Coaching. Meta-Synthesis

مراجع

Andrades, M., Bhanji, S., Valliani, M., Majeed, F., & Kumari Pinjani, S. (2013). Effectiveness of a Formal Mentorship Program in Family Medicine Residency: The Residents’ Perspective. Journal of Biomedical Education, 2013, 1–3. https://doi.org/10.1155/2013/520109

Antonakis, J., Bendahan, S., Jacquart, P., & Lalive, R. (2010). On making causal claims: A review and recommendations. The Leadership Quarterly, 21(6), 1086–1120. https://doi.org/10.1016/j.leaqua.2010.10.010

Argentzell, E., Håkansson, C., & Eklund, M. (2010). Experience of meaning in everyday occupations among unemployed people with severe mental illness. Scandinavian Journal of Occupational Therapy, 19(1), 49–58. https://doi.org/10.3109/11038128.2010.540038

Athanasopoulou, A., & Dopson, S. (2018). A systematic review of executive coaching outcomes: Is it the journey or the destination that matters the most? The Leadership Quarterly, 29(1), 70–88. https://doi.org/10.1016/j.leaqua.2017.11.004

Auerbach, E. (2006). Cognitive coaching in Stober. D. and Grant AM (Eds) Evidence-Based.

Ballesteros-Sánchez, L., Ortiz-Marcos, I., & Rodríguez-Rivero, R. (2019). The Impact of Executive Coaching on Project Managers’ Personal Competencies. Project Management Journal, 50(3), 306–321. https://doi.org/10.1177/8756972819832191

Baltar, F., & Brunet, I. (2012). Social research 2.0: virtual snowball sampling method using Facebook. Internet Research, 22(1), 57–74. https://doi.org/10.1108/10662241211199960

Baron, L., & Morin, L. (2009). The coach‐coachee relationship in executive coaching: A field study. Human Resource Development Quarterly, 20(1), 85–106. Portico. https://doi.org/10.1002/hrdq.20009

Baumeister, R. F., Gailliot, M., DeWall, C. N., & Oaten, M. (2006). Self‐Regulation and Personality: How Interventions Increase Regulatory Success, and How Depletion Moderates the Effects of Traits on Behavior. Journal of Personality, 74(6), 1773–1802. Portico. https://doi.org/10.1111/j.1467-6494.2006.00428.x

Berger, J. G. (2006). Adult development theory and executive coaching practice. Evidence based coaching handbook: Putting best practices to work for your clients, 77-102.

Bluckert, P. (2005). Critical factors in executive coaching – the coaching relationship. Industrial and Commercial Training, 37(7), 336–340. https://doi.org/10.1108/00197850510626785

Bluckert, P. (2005). The foundations of a psychological approach to executive coaching. Industrial and Commercial Training, 37(4), 171–178. https://doi.org/10.1108/00197850510602060

Bowles, S., Cunningham, C. J. L., De La Rosa, G. M., & Picano, J. (2007). Coaching leaders in middle and executive management: goals, performance, buy‐in. Leadership & Organization Development Journal, 28(5), 388–408. https://doi.org/10.1108/01437730710761715

Boyce, L. A., Jeffrey Jackson, R., & Neal, L. J. (2010). Building successful leadership coaching relationships. Journal of Management Development, 29(10), 914–931. https://doi.org/10.1108/02621711011084231

Brusso, R. C., Cigularov, K. P., & Callan, R. C. (2014). Longitudinal Research in Occupational Stress. Wellbeing, 1–27. Portico. https://doi.org/10.1002/9781118539415.wbwell034

Burrow, J., & Berardinelli, P. (2003). Systematic performance improvement – refining the space between learning and results. Journal of Workplace Learning, 15(1), 6–13. https://doi.org/10.1108/13665620310458776

Bush, M. W. (2004). Client perceptions of effectiveness in executive coaching: Pepperdine University.

Caproni, P. (2000). Practical coach: management skills for everyday life, the: Prentice Hall Press.

Carson, C. M., Mosley, D. C., & Boyar, S. L. (2004). Performance gains through diverse top management teams. Team Performance Management: An International Journal, 10(5/6), 121–126. https://doi.org/10.1108/13527590410556845

Carter, A., Blackman, A., Hicks, B., Williams, M., & Hay, R. (2017). Perspectives on effective coaching by those who have been coached. International Journal of Training and Development, 21(2), 73–91. Portico. https://doi.org/10.1111/ijtd.12098

Center, N. L. (2005). Literature review: Coaching effectiveness–a summary. NHS Leadership center.

Chin, W. W. (1998). Commentary: Issues and opinion on structural equation modeling.

Cox, E., Bachkirova, T., & Clutterbuck, D. A. (2014). The complete handbook of coaching: Sage.

Creswell, J. W. (2014). Research design : qualitative, quantitative, and mixed methods approaches / John W. Creswell (4th ed.). Thousand Oaks, California: SAGE Publications Ltd.

de Haan, E. (2019). A systematic review of qualitative studies in workplace and executive coaching: The emergence of a body of research. Consulting Psychology Journal: Practice and Research, 71(4), 227–248. https://doi.org/10.1037/cpb0000144

De Haan, E., Bertie, C., Day, A., & Sills, C. (2010). Clients' critical moments of coaching: Toward a “client model” of executive coaching. Academy of Management Learning & Education, 9(4), 607-621. https://doi.org/10.5465/amle.2010.56659879

de Haan, E., Grant, A. M., Burger, Y., & Eriksson, P.-O. (2016). A large-scale study of executive and workplace coaching: The relative contributions of relationship, personality match, and self-efficacy. Practice and Research, 68(3), 189–207. https://doi.org/10.1037/cpb0000058

Erwin, E. J., Brotherson, M. J., & Summers, J. A. (2011). Understanding Qualitative Metasynthesis. Journal of Early Intervention, 33(3), 186–200. https://doi.org/10.1177/1053815111425493

Gan, G. C., & Chong, C. W. (2015). Coaching relationship in executive coaching: a Malaysian study. Journal of Management Development, 34(4), 476–493. https://doi.org/10.1108/jmd-08-2013-0104

Grant, A. M. (2013). The Efficacy of Executive Coaching in Times of Organisational Change. Journal of Change Management, 14(2), 258–280. https://doi.org/10.1080/14697017.2013.805159

Guccione, K., & Hutchinson, S. (2021). The Academic Context for Mentoring and Coaching. Coaching and Mentoring for Academic Development, 23–29. https://doi.org/10.1108/978-1-78973-907-720211003

Joo, B.-K. (Brian). (2005). Executive Coaching: A Conceptual Framework From an Integrative Review of Practice and Research. Human Resource Development Review, 4(4), 462–488. https://doi.org/10.1177/1534484305280866

Morrow, M. M. B., Schafer, M. J., Kantarci, K., Mielke, M. M., Vachon, C. M., & Winham, S. J. (2023). Leadership Development in Early Career Scientists: Themes and Feedback from Executive Coaching and Mindful Leadership Training. Journal of Women’s Health, 32(8), 877–882. https://doi.org/10.1089/jwh.2023.0024

Nicolau, A., Candel, O. S., Constantin, T., & Kleingeld, A. (2023). The effects of executive coaching on behaviors, attitudes, and personal characteristics: a meta-analysis of randomized control trial studies. Frontiers in Psychology, 14. https://doi.org/10.3389/fpsyg.2023.1089797

O’Neil, D. A., Hopkins, M. M., & Bilimoria, D. (2015). A Framework for Developing Women Leaders. The Journal of Applied Behavioral Science, 51(2), 253–276. https://doi.org/10.1177/0021886315575550

Peterson, D. B. (2011). Executive coaching: A critical review and recommendations for advancing the practice. APA Handbook of Industrial and Organizational Psychology, Vol 2: Selecting and Developing Members for the Organization., 527–566. https://doi.org/10.1037/12170-018

Wasylyshyn, K. M. (2007). Executive coaching: An outcome study.

مدیریت سازمان‌های دولتی

فراترکیب عوامل مؤثر بر موفقیت مربیگری اجرایی

مراجع

مراجع

دوره 13، شماره 3 (پیاپی 51) - شماره پیاپی 51
تیر 1404
صفحه 19-38

فراترکیب عوامل مؤثر بر موفقیت مربیگری اجرایی

مراجع

مراجع

دوره 13، شماره 3 (پیاپی 51) - شماره پیاپی 51تیر 1404صفحه 19-38

دوره 13، شماره 3 (پیاپی 51) - شماره پیاپی 51
تیر 1404
صفحه 19-38