Managing Research on Leadership Coaching, Leader Role-Efficacy and Trust in Subordinates

This article evaluates literature review, sampling strategy, research ethics, and outcomes of research on leadership coaching, leader role-efficacy, and trust in subordinates. The literature review explains the existing theories on leadership coaching and defines the related variables. The sampling strategy used in this research is simple random sampling. The ethical considerations were considered within the article in carrying out survey within the article. The results gathered from the research article indicated that coaching served as an effective tool of leadership development.

Running head: MANAGING RESEARCH
Managing Research on Leadership Coaching, Leader Role-Efficacy and Trust in Subordinates
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Table of Contents
1. Evaluate the Literature Review Conducted for This Research Article........................................2
2. Critique the Sampling Strategy and Respondent Selection Used in this Study...........................3
3. Assess the Research Ethics in This Research Project, In Relation to the Respondents..............4
4. Outcomes of Research Article and Evaluation of Whether Researchers Achieve Research
Objective..........................................................................................................................................6
References........................................................................................................................................8

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1. Evaluate the Literature Review Conducted for This Research Article
From analysis of the provided article “Leadership coaching, leader role-efficacy, and
trust in subordinates. A mixed methods study assessing leadership coaching as a leadership
development tool” facilitated in evaluating the literature review on the subject of leadership
coaching. The literature review explained in this article explained in details the existing theories
on leadership coaching also defined the related variables by means of focus group discussion
(Athanasopoulou and Dopson 2018). The literature explained in this article of leadership
coaching has greatly explained the practitioner’s perspective and also explained the gaps that
exist on analyzing the positive impacts of leadership coaching. The literature review explained
within the article explained in details the concept of leadership coaching. It explained that this
process includes coaching of the executives, managers and leaders of the companies. The
literature addressed gap that was found in previous reasechers through elaborating on the fact
that leadership coaching is one-on-one relationship which involves counselling regarding work-
based concerns and has an intention of enhancing effectiveness of the leadership process (Bozer
and Jones 2018). The literature presented in the provided article provided a detailed implication
on use of leadership coaching through explaining the executive coaching might facilitate in
dealing with several concerns. The article elaborated in details such issues that included
resilience, mental health, stress, workplace well-being as well as depression.
Such elaborated literature review presented on leadership coaching within the article also
facilitated in developing useful hypotheses that in turn facilitated in accomplishing the research
on this subject. Analysis of the literature revealed that despite a broad range of theoretical
coaching frameworks ranging from behavioral, cognitive to psychodynamic focused, coaching

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acts as a common set of principles (Brennan 2017). Such principles are centered on maintaining
collaboration and responsibility, increasing awareness, accountability, commitment and action
planning. From analysis of the article it has been gathered that there are certain research gaps in
the literature review. The current literature presented within the article failed to explain the
exceptional nature of leadership coaching is in a way that it attends to specific needs of the
leaders along with their respective companies (Ceri-Booms, Curşeu and Oerlemans 2017). The
literature review explained within the article elucidated that coaching might increase general
feeling of excellence in their role and this outcome is referred as leader role efficacy. The article
also represented views on the previous reasechers that explained LRE as leaders’ confidence
judgement in their capability to indicate behaviors which compromises the leadership function.
The literature in this article offered aa critical analysis regarding LRE that indicates an outcome
variable which deals with the leaders idiosyncratic coaching goals nature. Moreover, this is quite
generic to be compared before as well as after coaching among the organizational leaders (Grant
et al. 2017).
2. Critique the Sampling Strategy and Respondent Selection Used in this Study
From analysis of the article it has been gathered that the respondent selection for this
research is small. Focused on the same, the research findings support claims that coaching
indicates an efficient development of a relational perspective associated with development of
leadership (Grover and Furnham 2016). The final sample that was selected in the article includes
six leaders were top managers, 21 were the middle managers and the other three respondents
were the people those were in the management positions that included the project manager. The
article also indicated that the respondents that are selected in this research is equally divided
among men and women. It is also gathered from the article that the sample size that is selected in

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the article indicated a typical and vital challenge that is addressed by the coaching studies that is
offered within a company. The number of participants is deemed to be higher than 100 rather
than studies within companies (Guillén, Mayo and Korotov 2015). From analysis of the article, it
has also been collected that sample of 24 participating leaders that indicates a response rate of
73% and among them seven participants are within the control group that included six leaders.
The article explained that the research included final sample of respondents included 80
respondents out of which 63 was associated with the coaching group of leaders.
The article indicated the sampling technique used in this research was simple random
sampling. The sampling served as a technique within which the targeted respondents for this
particular research are chosen from a bigger population. The article indicted that sampling
facilitates the researcher to select the most important source of primary data for attaining
important information that is aligned with the aim and objectives of the research (Hannah,
Schaubroeck and Peng 2016). The simple random sampling has been employed in carrying out
survey with the professionals. The sampling technique employed in this research indicated that it
offers equal chance to the respondents of getting chosen within the survey. For this reason,
considering the sampling technique employed within the article it has been gathered that
quantitative data has been collected sample (Hastings and Kane 2018). The article presented a
view that simple random sampling acts as a subset of statistical population within which all the
subjects has an equal chance of getting selected. The article also presented views regarding
sampling technique used in this research the largest benefit of simple random sampling.

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3. Assess the Research Ethics in This Research Project, In Relation to the Respondents
Research ethics within this research project in relation to the respondents was analyzed in
the selected article “Leadership coaching, leader role-efficacy, and trust in subordinates. A
mixed methods study assessing leadership coaching as a leadership development tool”. Given the
role that the leadership is deemed to play in the recent malaise around financial crisis, climate
control along wit the ethical debacles (Kiersch and Peters 2017). The article also presented a
viewpoint on the fact that the ethical considerations are maintained by the reasechers in the
various data collection process. The secondary data that was collected within this article from
diverse as well as reliable and authentic resource for making sure the trustworthiness of the
research results. The ethical considerations were considered within the article in carrying out
survey within the article. The reasechers has also avoided in asking certain delicate and sensitive
questions within the survey. This also facilitated the researcher in avoiding asking delicate
questions within the process of questionnaire survey (Ladegard and Gjerde 2014). The researcher
in this article also persuaded the participants those are taking part within the survey with their
mutual permission. In addition, the respondent’s identity has not been disclosed for keeping and
storing them in a confidential manner which no such business implication of the research
statement has been considered from the side of the researcher.
The article also indicated that the ethical considerations within the research of leadership
coaching within the organizational are important. From such analysis it has been gathered that
ethics are the necessary standards and norms that has revealed the differences between the right
and wrong research conducts (Le Comte and McClelland 2017). The article also presented a
view that certain ethical guidelines are also followed within this article for carrying out
epidemiological research. This also considered information or subject data might be

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implemented within the research along with attaining participants informed consent from
judgments relied on its judgement. The article indicated that research on the leadership did not
consider the participants getting judged totally by the degree of causing harm of any kind (Parker
2016). This has also been inflicted upon the research participants and just treatment of the
subjects was maintained in addressing any kind of likely ethical issue that might take place in the
survey. The article also considered disclosing necessary information and explanation regarding
the significance of survey before respondents’ participation within research is presented in
written manner.
4. Outcomes of Research Article and Evaluation of Whether Researchers Achieve Research
Objective
Outcomes attained from the research article as well as efficiency of the reasechers in
attaining the set study objectives is explained in a critical manner. Employing data from the
leaders taking part in six months coaching program along with a control group in the article,
certain results has been gathered that the LRE along with LTS enhanced within the coaching
group and not within the control group (Passarelli 2015). The results gathered from this article
was also focused on the hypotheses that there is an increased trust in subordinates that might be
associated with their psychological empowerment along with the turnover intentions. The results
that was gathered from carrying out research within this article indicted that there is a positive
relationship among increased LTS and decreased turnover intentions that was revealed. It was
also found from the article that the intensity of facilitative behavior from the coach impacted the
changes positively within the role-efficacy as well as trust among the subordinates. The results in
this article are also considered to be analyzed with caution for the reason the sample is small and
the findings supported certain claims. Moreover, the results gathered from the article supported

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these claims that coaching served as an effective tool of leadership development (Windeler,
Maruping and Venkatesh, 2017). In addition, the results related with the trust within the existing
subordinates indicates contributions to development of relational viewpoint on development of
leadership.
The results that was gathered in the research article indicated no considerable correlations
along the changes within LTS long with the four dimensions related with empowerment.
However, it was gathered that there was aa moderate as ell as significant correlation among
variations in LTS along with certain variations within turnover intention. The results in the
article indicated that such relationship was negative that indicated an increase in trust which is
associated ith decrease in turnover intention (Ceri-Booms, Curşeu and Oerlemans 2017).
Consequently, the article also presented a viewpoint that an alternative explanation for variations
within the LRE and LTS might be that confidence within mastering the role of leadership role
develops naturally within the passage of time and is not a result of coaching. The results of the
article revealed that the leaders those enhanced their LRE attained confidence in their capability
for excelling in the tasks within their general leader role, self-reflectiveness as well as agential
behavior. Moreover, the article presented views regarding the fact that increase in trust is
associated with the decrease in the turnover intentions of leaders’ subordinates (Weer, DiRenzo,
and Shipper 2016). This is further turned out to be motivating for the reason that the willingness
to accept risks has been analyzed relied on a trait like general propensity on trust or to associate
with the subordinates. In challenging such perspective of trait, the article findings indicate that
LTS in certain contexts might also be open to development ad might be impacted by leadership
coaching (Ceri-Booms, Curşeu and Oerlemans 2017).

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References
Athanasopoulou, A. and Dopson, S., 2018. A systematic review of executive coaching outcomes:
Is it the journey or the destination that matters the most?. The Leadership Quarterly.
Bozer, G. and Jones, R.J., 2018. Understanding the factors that determine workplace coaching
effectiveness: a systematic literature review. European Journal of Work and Organizational
Psychology, 27(3), pp.342-361.
Brennan, S., 2017. Leadership development through a constructive development lens (Doctoral
dissertation, Dublin City University).
Ceri-Booms, M., Curşeu, P.L. and Oerlemans, L.A., 2017. Task and person-focused leadership
behaviors and team performance: A meta-analysis. Human Resource Management
Review, 27(1), pp.178-192.
Grant, A.M., Studholme, I., Verma, R., Kirkwood, L., Paton, B. and O’Connor, S., 2017. The
impact of leadership coaching in an Australian healthcare setting. Journal of health organization
and management, 31(2), pp.237-252.
Grover, S. and Furnham, A., 2016. Coaching as a developmental intervention in organisations: A
systematic review of its effectiveness and the mechanisms underlying it. PloS one, 11(7),
p.e0159137.
Guillén, L., Mayo, M. and Korotov, K., 2015. Is leadership a part of me? A leader identity
approach to understanding the motivation to lead. The Leadership Quarterly, 26(5), pp.802-820.

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Hannah, S.T., Schaubroeck, J.M. and Peng, A.C., 2016. Transforming followers’ value
internalization and role self-efficacy: Dual processes promoting performance and peer norm-
enforcement. Journal of Applied Psychology, 101(2), p.252.
Hastings, L.J. and Kane, C., 2018. Distinguishing Mentoring, Coaching, and Advising for
Leadership Development. New directions for student leadership, 2018(158), pp.9-22.
Kiersch, C. and Peters, J., 2017. Leadership from the Inside Out: Student Leadership
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tool. The Leadership Quarterly, 25(4), pp.631-646.
Le Comte, L. and McClelland, B., 2017. An evaluation of a leadership development coaching
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Parker, P., 2016. Coaching for Role Transitions/Career Change. The SAGE Handbook of
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Passarelli, A.M., 2015. Vision-based coaching: optimizing resources for leader
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Weer, C.H., DiRenzo, M.S. and Shipper, F.M., 2016. A holistic view of employee coaching:
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effectiveness. The Journal of Applied Behavioral Science, 52(2), pp.187-214.

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