Linking Managerial Coaching and Workplace Deviance: The Mediating Role of Thriving at Work

Document Type: Research Paper

Authors

National College of Business Administration & Economics, Lahore, Pakistan

Abstract

Workplace deviance is indeed an issue for any organization. Many researchers have endeavored to explore different predictors to control this problem. However, managerial coaching can be seen as a leading managerial practice to address this issue within the organizations. Using the LMX theory, a model was developed to explore the direct relationship between managerial coaching and workplace deviance and their indirect relationship through thriving at work.  A survey was conducted on a sample of 300 pharmaceutical sales employees selected through simple random sampling. The structural equation modeling (SEM) technique was used to conduct data analysis and model fitness. The results reveal that managerial coaching has a significant impact on reducing supervisor-directed deviance which can be explained through the intervening role of thriving at work. According to the data, managers or supervisors who act like mentors are less likely to be targets of deviance by their subordinates, most probably because the subordinates who are guided and mentored focus more on performing well, rather than on being vengeful. This study provides an empirical and practical contribution to combating and reducing workplace deviance through coaching and thriving at work. The theoretical implications, future directions, and limitations are also discussed.

Keywords

Main Subjects


Article Title [Persian]

ارتباط بین مربیگری مدیریتی و کج رفتاری در محل کار: نقش میانجی پیشرفت شغلی

Authors [Persian]

  • بشارت رضا
  • عالیه احمد
کالج ملی مدیریت بازرگانی و اقتصاد ، لاهور ، پاکستان
Abstract [Persian]

کج رفتاری در محل کار به مشکلی اساسی در تمام سازمان ها بدل شده است. محققان بسیاری تلاش کرده اند تا عوامل مختلف پیش بینی کننده این مشکل را بیابند. در این میان، مربیگری مدیریتی می تواند به عنوان یک رفتار مدیریتی عالی برای حل این مسئله در سازمان مد نظر قرار گیرد. با استفاده از روش تبادل رهبر-عضو (LMX)، مدلی برای بررسی رابطه مستقیم بین مربیگری مدیریتی و کج رفتاری در محل کار و همچنین رابطه غیرمستقیم آنها از طریق پیشرفت شغلی طراحی شد. یک پیمایش با مشارکت 300 نفر از کارکنان واحد فروش شرکت های دارویی انجام شد که از طریق نمونه گیری تصادفی ساده انتخاب شده بودند. روش مدلسازی معادلات ساختاری برای تحلیل داده ها و برازش مدل مورد استفاده قرار گرفت. نتایج نشان داد که مربیگری مدیریتی اثر معناداری روی کاهش کج رفتاری علیه سرپرستان دارد و این مسئله را می توان از طریق نقش میانجی پیشرفت شغلی توضیح داد. بنا بر نتایج به دست آمده، مدیران یا سرپرستانی که مانند یک مربی عمل می کنند کمتر هدف کج رفتاری زیردستشان خود قرار می گیرند. دلیل این مسئله به احتمال زیاد آن است که زیردستانی که تحت هدایت و مربیگری قرار می گیرند بیشتر بر عملکرد بهتر خویش تمرکز می کنند تا انتقامجویی. این مطالعه به شکل تجربی و عملی به مبارزه علیه کج رفتاری و کاهش آن در محل کار از طریق مربیگری و پیشرفت شغلی کمک می کند. در نهایت، کارکردهای نظری، پیشنهادات برای پژوهش های آتی، و محدودیت های مطالعه حاضر در انتهای مقاله ذکر شده اند.

Keywords [Persian]

  • کج رفتاری در محل کار
  • کج رفتاری بین فردی
  • کج رفتاری علیه سرپرست
  • مربیگری مدیریتی
  • تبادل رهبر-عضو (LMX)
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