Quantitative study explores coaching leadership’s role in enhancing engagement and reducing turnover intentions among employees, suggesting strategic benefits for organizations.
Key Points
This study investigates how coaching leadership affects employee engagement and intention to leave, highlighting interrelationships among these factors.
Quantitative, cross-sectional design using an online structured questionnaire.
Convenience sample of 204 valid responses from Portugal.
Data analysis included exploratory factor analysis and regression analysis using Hayes' PROCESS macro.
A significant positive association (p<0.05) exists between coaching leadership skills and employee engagement.
A significant negative association (p<0.05) was found between coaching leadership and intention to leave.
Employee engagement mediates the relationship between coaching leadership and intention to leave.