코칭이 자기효능감, 조직유효성 및 가족관계에 미치는 영향에 관한 현장실험 연구 = A Field Experiment on the Effects of Coaching on Self-Efficacy, Organizational Effectiveness, and Family Relations

국문 초록 (Abstract)

이 논문에서는 독립변수인 코칭이 종속변수인 자기효능감, 직무성과, 직무만족, 조직몰입 및 가족관계에 긍정적 영향을 미친다는 것을 공무원을 대상으로 한 유사 현장실험 연구를 통해 검증하였다. 한 지방자치단체 단기 연수과정에 등록한 43명의 공무원은 코칭을 받는 실험집단에 배정되었고, 차기 연수과정에 들어오는 42명은 코칭을 받지 않는 통제집단에 배정되었다. 실험상의 조작변수인 코칭은 조성진(2008)이 개발한 21시간 ‘파워웰빙코칭’ 교육 프로그램과 8주에 걸친 주 1회씩의 1 : 1 ‘iCAN 전략적 모형’ 코칭 대화 프로세스를 사용하였다. 이러한 코칭의 조작적 정의는 목표설정(goal setting) 이론과 자기조절(self-regulation) 개념에 근거한 Grant(2006)의 목표지향 접근법과 Cavanagh & Grant(2010)의 해법중심 접근법에 근거하였다. 실험연구를 위하여 두 집단을 대상으로 코칭 전 및 코칭 후 두 시점에서 5개의 종속변수에 대한 사전 및 사후 측정을 실시하였다. 실험집단과 통제집단에 대한 코칭 전 종속변수의 측정에서 가족관계를 제외하고는 두 집단 간에 통계적으로 유의한 차이가 없어 나머지 4개의 변수는 두 집단 간 동질성을 확보한 것으로 판단되었다. t-test 결과 5개의 종속변수 모두에서 통제집단은 두 시점 간에 통계적으로 유의한 변화가 없었으나, 실험집단은 두 시점 간에 통계적으로 유의한 차이를 보였다. 즉 실험집단의 사전 및 사후 시점간의 5개 종속변수의 변화는 코칭에 기인한 것으로 검증되었다. 사전 측정에서 실험 및 통제집단 간의 차이를 보였던 가족관계에 대해서는 사전 시점의 가족관계를 통제변수로 한 공분산분석을 실시하여 사후 시점의 가족관계의 주 효과를 확인하였다. 이러한 실험의 과정으로 실험집단에 대한 코칭의 효과가 증명되었으며 이는 과거의 상관관계 분석에 의한 검증과 달리 실험을 통한 인과관계의 검증이라는 점에서 차별화되었다. 그리고 연구 결과의 이론적 및 연구방법론적 확장 가능성과 학습코칭, 라이프코칭, 셀프코칭, 가족코칭과 같은 실무적 시사점이 논의되었다.

다국어 초록 (Multilingual Abstract)

This field experimental study investigated the positive effect of coaching (independent variable) on self-efficacy, perceived job performance, job satisfaction, organizational commitment, and family relations. In a quasi-experimental design, 43 government employees were assigned to an experimental group, and 42 government employees were assigned to a control group. A coaching training program (Joh, 2008) provided to an experimental group consisted of 21 hours structured POWER WELL-BEING. This program was developed by the 1st author of this paper.
The POWER WELL-BEING Coaching program was based on goal-oriented approach(Grant, 2006) and solution-focused approach (Cavanagh & Grant, 2010). In addition to the POWER WELL-BEING, one-on-one coaching, known as ‘iCAN Strategical Model’(Joh, 2008) was provided once a week for 8 weeks. The POWER WELL-BEING Coaching program included both coaching training and face-to-face coaching communication. The coaching training consisted of 24 hours workshop for coaching environment, coaching philosophy, coaching core values, coaching communication process, coaching skill, diagnosis of characteristics of coachee and coach, coaching profession.
The coaching communication process, called ‘iCAN strategic model’ consisted of identification, circumstance, action planning, and nurturing.
Forty-three employees working in a local government participated in the ‘POWER WELL-BEING Coaching program,’ which consisted of 21 hours of coaching training workshop and 8 face-to-face coaching communication sessions for 8 weeks. We did not provide coaching to control group. Before we provided coaching to the experimental group, questionnaires were completed by two groups to measure independent and dependent variables.
After two months of coaching, questionnaires were administered again. For control group, there was no difference between before & after measurements for each dependent variable. However, there was statistically significant difference between before & after measurements for experimental group. In addition, there was no difference between experimental group and control group in the measurements of dependent variables except for family relations. For the family relations, ANCOVA was used and included before measurement of family relations as covariate, which showed the effect of coaching on family relations.
This result shows that coaching causes increase in the level of self-efficacy, perceived job performance, job satisfaction, organizational commitment, and family relations. This study provides the basis of the practical application of learning coaching, life coaching, self coaching, and family coaching.

목차 (Table of Contents)

• 초록
• Ⅰ. 서론
• Ⅱ. 연구의 개념적 모형 및 가설 설정
• Ⅲ. 연구의 설계 및 변수의 측정도구
• Ⅳ. 가설 검증 및 해석
• V. 결론
• 참고문헌
• ABSTRACT

참고문헌 (Reference)

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