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Understanding mindsets is crucial to understanding coaching behavior. Recent research has demonstrated that growth mindsets have both positive (i.e., increased outcome expectancy) and negative (i.e., increased blame attributions) effects on prosocial behavior. However, little is known about the role of these two opposing effects in work settings, especially when considering the history of competence- and morality-related failure of people receiving coaching. To address this gap, we conducted four experiments (N = 2,295), which consistently revealed that a growth mindset (mediated through outcome expectancy) was positively related to willingness to coach. However, there was no evidence of detrimental effects via blame attributions, regardless of the recipient's failure history. Therefore, promoting growth mindsets in organizations likely contributes to a supportive workplace culture.
Wingen et al. (Mon,) studied this question.