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Purpose- In today's business world, it has become even more challenging for organizations to gain and maintain competitive advantages. One of the most important sources of success of organizations is their employees. Employees of organizations that are extraordinary and successful in the long term constantly improve themselves and are innovative. These characteristics and behaviors have become even more important nowadays where uncertainty and innovation expectations are higher than ever. Beside this, employees' thriving at work and innovative work behaviors depend on their psychological capital. Managers have a significant impact on increasing employees' psychological capital. One of the most important tools that managers use to create the desired effect is coaching practices. Managerial coaching is an important concept and a kind of leadership practice that has been emphasized more in recent years. Managerial coaching enables employees to realize their own resources, to look to the future with hope, to have more confidence in themselves and their future, and to develop and use their potential. In this context, this study examines the effect of managerial coaching on psychological capital and the effect of psychological capital on thriving at work and innovative work behavior. Methodology- In this quantitative study, a questionnaire was used to collect research data. Managerial Coaching, Psychological Capital, Innovative Work Behavior and Thriving at Work scales were used in the questionnaire used to obtain the data of the research. The data obtained from 472 white-collar employees by convenience sampling method were analyzed using SPSS 24.0 and Lisrel 8.7 software. In this study, factor, reliability, correlation, and regression analyses were conducted and their results were taken into consideration. Findings- As a result of this research, positive effects of managerial coaching on psychological capital and positive effects of psychological capital on thriving at work and innovative work behavior were determined. According to the analysis, all the hypotheses are accepted, except for the hypotheses regarding the positive effect of employee's optimism on innovative work behavior. However, managerial coaching affects other sub-dimensions of psychological capital and the psychological capital dimension most affected by managerial coaching is self-efficacy. Conclusion- Based on the findings, it can be said that managerial coaching positively affects the psychological capital of employees and thus, employees will make more effort to improve themselves at work and exhibit more innovative work behaviors. Accordingly, managers and leaders can enable their employees to improve themselves at work and exhibit innovative work behaviors through coaching practices. In this way, managers and leaders can make their organizations able to cope with these situations in an environment where uncertainty and innovation demands are high. Keywords: Managerial coaching, psychological capital, innovative work behavior, thriving at work, optimism. JEL Codes: M10, M19, M54
Rharbi et al. (Mon,) studied this question.