The relationship between executive coaching and organizational pe.pdf

Subscales and were computed as strongly disagree 1

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subscales, and were computed as Strongly Disagree = 1; Disagree = 2; Neutral = 3; Agree = 4; and Strongly Agree = 5. The respondents were asked to indicate the most appropriate response for each item. The information was operationalized as quantitative data. The items contained within the Learnings (LRN) subscale were: Item 36, 37, 38, 39, 40, 41, 42, 43, 44, 45, 46, 47, 48, 49, 50, 51, 52, 53, 54, and 55. In addition, Items 56 and 57 in the Learnings (LRN) subscale asked the respondents to check as many responses as appropriate to answer the statement. A total of 14 singular measures of newly acquired behaviors were contained in each item. Items 58 and 59 in the Learnings (LRN) subscale were open-ended items and were operationalized as qualitative data. Item 15 provided the data to answer research question five. Although located within the section which contained the Organizational Performance subscale, the responses of this item were not included in the data analysis performed for the subscale. A single item, „After participating in executive coaching, I expect I will receive a promotion shortly based on the performance of my business unit‟ provided the data to
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68 answer the fifth research question: to what extent did participation by a female executive in an executive coaching program result in promotion opportunities. It used a five-item Likert-like scale to describe the frequency of a behavior. The five available responses for the item were computed as Strongly Disagree = 1; Disagree = 2; Neutral = 3; Agree = 4; and Strongly Agree = 5. The respondents were asked to indicate the most appropriate response for each item. The information was operationalized as quantitative data. Section VI was the demographic section. Demographic data collected included an organization‟s industry sector, the participant‟s current organizational rank level, length of tenure in current position, the reasons for participating in the executive coaching experience, the number of coaching hours received, the gender of the executive coach, and the age, educational level, and ethnicity of the sample participants. There were 10 questions in this section. The last question asked the respondents to provide general comments about the research study or the survey. This question offered the respondents the final opportunity to reflect upon their experience with executive coaching, the outcomes of that experience on their organizational performance, in addition to their individual effectiveness. Pilot Test The researcher employed the use of a pilot test to identify any potential issues with the design of the Executive Coaching Effectiveness Survey , the instrument used in this research study. A pilot test was conducted to determine that the participants in the sample understood the questions and were able to complete the survey (Creswell, 2005).
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