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EXAMINING THE MEDIATING INFLUENCE OF OCCUPATIONAL SELF-EFFICACY AND PERCEIVED ORGANIZATIONAL SUPPORT ON THE RELATIONSHIP BETWEEN PERCEIVED MANAGERIAL COACHING BEHAVIORS AND EMPLOYEE ENGAGEMENT AMONG HIGHER EDUCATION ENROLLMENT MANAGEMENT PROFESSIONALS

By: Carrell, William S [author].
Material type: TextTextPublisher: Scholar Works at UT Tyler, 2018-05-04T07:00:00ZContent type: text Media type: computer Carrier type: online resourceSubject(s): managerial coaching | occupational self-efficacy | perceived organizational support | employee engagement | mediation | latent marker variable | Higher Education | Human Resources Management | Leadership Studies | Organization Development | Other Business | Training and DevelopmentOnline resources: Dissertation Click here to view this dissertation. Summary: The U.S. higher education environment is characterized by significant governmental/regulatory scrutiny, increasing competition, decreasing State funding, and demands for professionals to do more with less. In this environment, managers are increasingly expected to take on functions typically associated with traditional human resource roles, in particular the training, development, and retention of employees, often with limited or no access to formalized training resources. This study predicted that a relationship exists between the perceived managerial coaching behaviors enacted by a direct supervisor and employee engagement among manager-level employees in strategic enrollment management divisions within higher education institutions. The hypotheses predicted this relationship would be positive, and partially mediated by both perceived organizational support (POS) and occupational self-efficacy (OSE). A quantitative half-longitudinal survey design was employed for data collection. Two pilot studies were conducted prior to the main study, which was executed in coordination with the American Association of Collegiate Registrars and Admissions Officers (AACRAO). The first phase of data collection completed via an AACRAO 60-Second Survey, and the second was completed by the primary researcher. Structural equation modeling was utilized to analyze the collected data and test the hypotheses. Results indicated managerial coaching and employee engagement were positively correlated, and that managerial coaching influences engagement largely through its positive relationship with POS; OSE was dropped from the final analysis due to ceiling effect issues. Findings from the study support the efficacy of managerial coaching as a leadership approach in enrollment management, and the importance of its relationship to POS. Implications for theory and future research are discussed.
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Item type Current location Collection Call number URL Status Date due Barcode
UT Tyler Dissertation UT Tyler Online
Online
University Archives & Special Collections HF5549.5.C53 .C37 2018 (Browse shelf) http://hdl.handle.net/10950/1161 Available 1046657480

The U.S. higher education environment is characterized by significant governmental/regulatory scrutiny, increasing competition, decreasing State funding, and demands for professionals to do more with less. In this environment, managers are increasingly expected to take on functions typically associated with traditional human resource roles, in particular the training, development, and retention of employees, often with limited or no access to formalized training resources. This study predicted that a relationship exists between the perceived managerial coaching behaviors enacted by a direct supervisor and employee engagement among manager-level employees in strategic enrollment management divisions within higher education institutions. The hypotheses predicted this relationship would be positive, and partially mediated by both perceived organizational support (POS) and occupational self-efficacy (OSE). A quantitative half-longitudinal survey design was employed for data collection. Two pilot studies were conducted prior to the main study, which was executed in coordination with the American Association of Collegiate Registrars and Admissions Officers (AACRAO). The first phase of data collection completed via an AACRAO 60-Second Survey, and the second was completed by the primary researcher. Structural equation modeling was utilized to analyze the collected data and test the hypotheses. Results indicated managerial coaching and employee engagement were positively correlated, and that managerial coaching influences engagement largely through its positive relationship with POS; OSE was dropped from the final analysis due to ceiling effect issues. Findings from the study support the efficacy of managerial coaching as a leadership approach in enrollment management, and the importance of its relationship to POS. Implications for theory and future research are discussed.

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