• Journal of Industrial Convergence
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• v.6 no.2
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• pp.75-92
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• 2008

The study defines the concepts of coaching, analyzes coaching process, and the impact of manger coaching on organizational performance. From these studies, coaches constantly monitor the coaching process, motivate and direct when members unable to find a way. Effective coaches work with the infinite variety of issues which people face as they embrace change, and resist it, enabling them to confront their hopes and fears along the way. Especially, the impact of coach is crucial to improve the organizational performance.

• Journal of Industrial Convergence
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• v.8 no.2
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• pp.27-39
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• 2010

After reviewing the existing literature on team coaching, I propose a new model with two distinguishing features. The model (1) focuses on the functions that coaching serves for a team, rather than on either specific leader behaviors or leadership styles, (2) identifies the specific times in the task performance process when coaching inventions are most likely to have their intended effects.

• Journal of Distribution Science
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• v.14 no.5
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• pp.5-16
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• 2016

Purpose - This study was to empirically validate the mediating roles of psychological ownership and learning goal orientation in the relationships of managerial coaching behaviors and organizational citizenship behaviors/creative behaviors of employees. Research design, data, and methodology - A total of 270 employees in the Korean distribution industry were surveyed on-line, and the results were analyzed using confirmatory factor analysis and structural equational modeling. Results - The study confirmed prior research results that managerial coaching behaviors were related positively to employees' psychological ownership and learning goal orientation, both of which were associated positively with their organizational citizenship behaviors and creative behaviors respectively. It revealed the complete mediating effect of psychological ownership between managerial coaching and organizational citizenship behaviors and that of learning goal orientation between managerial coaching and creative behaviors. Conclusions - Psychological ownership was found to play an important role in the relationship between managerial coaching behaviors and organizational citizenship behaviors. It gives some practical implication regarding the higher turn-over intention rate of the distribution industry, in that promoting psychological ownership through managerial coaching behaviors could reduce the turn-over intention rate.

• Educational Technology International
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• v.17 no.2
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• pp.273-305
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• 2016

The EBS teaching coaching program, '선생님이 달라졌어요' broadcasted about 30 dramatic teaching improvement cases. The TV program has gained great attention and been used widely as a good example for making some meaningful improvements in teaching. However, there has not been an attempt to research and gather the series beyond the individual coaching examples for the viewers (mainly teachers) to obtain more comprehensive educational insights of the results. This study, therefore, reviews the program and conveys how the overall coaching actually took place, examines changes in classrooms, and discusses the implications the results with theoretical foundations. The researcher selected 12 teachers' coaching cases among 30 ones. Then the reviewers reviewed the program with the 6 categories. According to the results, the coaching took place 6-8 months for each individual teacher. The common difficulty teachers shared was a big gap between teachers' effort for teaching versus 'students problematic behaviors' in class. The overall direction for the coaching solution was 'to improve the relationship with students' first rather than to mainly focus on teaching the content. Students changed and actively participated in the learning process when teachers improved their relationships with the students. The researcher discussed how building good relationships with students greatly affects the improvement in teaching with the 'Needs Hierarchy' and 'Brain Science' theories.

• Journal of Digital Convergence
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• v.15 no.1
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• pp.559-569
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• 2017

The purpose of this study was to investigate the relationship among role Perception, coaching behavior and coaching confidence of Judo coaches. Using a convenience sampling method, 196 coaches in judo from registered in Korea Jodo Association. Frequency analysis, exploratory factor analysis, confirmatory factor analysis, correlations analysis and structural equation model analysis were executed using IBM SPSS Statistics v21 and IBM SPSS Amos v21. As the results, the following conclusion was derived. First, it was discovered that the Role Perception had influence to the Coaching Behavior. Second, it showed that the Role Perception gave influence to the coaching confidence. Third, it showed that the Coaching Behavior affected the coaching confidence.

• Journal of the Korean Applied Science and Technology
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• v.38 no.3
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• pp.840-850
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• 2021

The purpose of this study was to phenomenologically explore what experiences sports coaches have felt about coaching efficacy through qualitative research methods, and to derive the sources of coaching efficacy. To achieve the research aim, 15 sports coaches with more than 5 years of experience were selected as a nomadic sampling and in-depth interviews were conducted, and the collected data were analyzed through qualitative data analysis procedures such as transcription, coding, categorization and meaning. As a result, the sources of sports coaching efficacy were established as five factors including coaching success experience, social support, coaching-related player experience, coaching expertise, and player feedback. The derived sources can be used as educational basic data for the development of coaching efficacy.

• Communications of Mathematical Education
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• v.36 no.4
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• pp.511-533
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• 2022

The purpose of this study is to develop a learning coaching model suitable for the mathematics subject by reflecting the characteristics of the mathematics subject and the mathematics teaching/learning process in the CARE learning coaching model that supports students' self-directed learning. The mathematics learning coaching model developed in this study is a 'step' and 'element' to apply coaching, and a 'strategy' for carrying out it. Mathematics learning coaching model evaluated rapport, trust, state management, and math pre-test as elements of 'creating a comfortable atmosphere', and problem recognition, hypercognition, restructuring, initiative, and math learning ability as elements of 'improving perception'. Self-efficacy, learning readiness, confirmation (feedback) as elements of the 'reawakening of learning immersion' stage, voluntary motivation and success experiences as elements of the 'empowerment' stage, and various math learning strategies to perform each element presented. The math learning coaching model can be used to help math teachers motivate students to learn and help students solve their own problems.

• Journal of the Korea Convergence Society
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• v.8 no.7
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• pp.323-330
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• 2017

Emotion in early childhood has been observed to make an important effect on behavioral development. The teacher has coached to develop good behavior based on considering emotional response rather than rational response. This study was to determine significance of emotional coaching for behavior development according emotion recognized by non-verbal measurement system developed specially in this study. The participants were 44 people and were asked to study in four experimental situation. The experiment was designed to four situation such as class without coaching, behavioral coaching, emotion coaching, and emotion coaching based on emotional recognition system. The dependent variables were subjective evaluation, behavioral amplitude, and HRC (Heart Rhythm Coherence) of heart response. The results showed the highest positive evaluation, behavioral amplitude, and HRC at emotion coaching based on emotional recognition system. In post-doc analysis, the subjective evaluation showed no difference between emotion coaching and system based emotion coaching. However, the behavioral amplitude and HRC showed a significant response between two coaching situation. In conclusion, quantitative data such as behavioral amplitude and HRC was expected to solve the ambiguity of subjective evaluation. The emotion coaching of teacher using emotional recognition system was can be to improve positive emotion and psychological stability for children.

• Smart Media Journal
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• v.5 no.2
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• pp.8-14
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• 2016

In this paper, we propose a model for coaching and formal operating procedures performed capstone design advisor during the design done to allow effective guidance and management. Coaching model is proposed through coaching and capstone design proposed by coaching on the procedure for the implementation and management, Mokpo National University Department of Computer Engineering student in the program outcomes, performance assessment of the effective operation of the capstone design based social network service the demonstrated effectiveness of the coaching model.

• The Journal of the Korea Contents Association
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• v.18 no.9
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• pp.260-272
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• 2018

The purpose of this study was to examine the causal relationship among coaching leadership, self-efficacy, job engagement, innovative behavior and to specify the mediating effects on the relationship between coaching leadership and innovative behavior. Participants were 240 nurses with survey. SPSS 18.0 and AMOS 18.0 were used to analyze the collected data. The result of this study were as follows. First, coaching leadership had a significant effect on self-efficacy, job engagement. Second, coaching leadership had not a significant effect on innovative behavior. Third, self-efficacy had a significant effect on job engagement, innovative behavior. Fourth, job engagement had a significant effect on innovative behavior. Fifth, self-efficacy and job engagement had a mediating effect on the relationship between coaching leadership and innovative behavior. Based on these results, we discussed the rule of self-efficacy and job engagement in the relationship between coaching leadership and innovative behavior. The implication of this study was that in order to induce the active employee's innovative behavior is to improve the employee's self-efficacy and job engagement through the supervisor's coaching leadership.