Analysis of Structural Relationships between Variables of Coaching and Mentoring on Innovative Organizational Culture

The purpose of this study is to investigate the effect of coaching and mentoring on the formation of innovative organizational culture through job satisfaction and organizational commitment by using the second year(2022) survey data of the second WAVE among the HCCP data provided by the Korea Institute of Vocational Education and Training. The main conclusions of this study are as follows. First, the effectiveness of coaching and mentoring of corporate workers has an effect on job satisfaction, organizational commitment, and innovative organizational culture, and in particular, it has a somewhat higher effect on job satisfaction or organizational commitment. Second, job satisfaction and organizational commitment have an effect on innovative organizational culture, especially organizational commitment has a somewhat higher effect on innovative organizational culture. Third, job satisfaction and organizational commitment were found to mediate between the effectiveness of coaching and mentoring and innovative organizational culture. The results of this study suggest the necessary factors for the formation of innovative organizational culture in the future, and it will be helpful for future research on organizational culture formation, coaching and mentoring, and human resource development.