Executive coaching has been described as a multibillion dollar enterprise (Ennis, 2004) costing some organisations up to $15,000 (USD) a day (Berglas, 2002). Executive coaching has also been reported as the second fastest growth industry (Wasylyshyn, 2003). Despite these astounding figures, empirical executive coaching research is still limited, thus more randomised, controlled studies are required (Grant, 2005). There is a fundamental need for high quality research to demonstrate the effects of executive coaching and provide justification for the level of commitment expended. The current research program addressed this need through three studies which together provide empirical evidence as to the psychological and behavioural effects of executive coaching. In the first study, twenty-three leaders from a year long transformational leadership development program volunteered to participate in six sessions of executive coaching. The study examined the effects of executive coaching on leaders’ psychological states, specifically, their self-efficacy, developmental support, positive affect, openness to new behaviours and developmental planning. The study had an experimental design with random assignment of leaders to training and control groups which provided a rigorous basis to distinguish the effects of executive coaching from the effects of other leadership interventions in the program. Comparison of the training group (after six executive coaching sessions) with the control group (who had not received coaching) revealed that the training group reported significantly higher levels of self-efficacy, developmental support, openness to new behaviours, and developmental planning compared with the control group. No significant effects were observed for positive affect. Further analysis, however, revealed that the significant differences between the training group and the control group were due to a decrease in the control group before they commenced executive coaching, rather than because the training group increased on the psychological measures after participating in executive coaching. It was proposed that this pattern of results occurred because the pre-coaching measures were obtained at the end of a two day training workshop, when the psychological measures may have already been relatively high. Thus, the effect of executive coaching was to sustain the impact of the workshop for the training group. A longitudinal analysis was also carried out in Study One to examine whether the effects of executive coaching on the psychological variables were sustained over time. The pattern of change was examined at three time points: time one, prior to the commencement of executive coaching, time two, after the completion of six coaching sessions, and time three, six months after the completion of the six coaching sessions. This analysis was also affected by the training group’s high precoaching measures, but when the analyses were restricted to the control group (n=6) – who by this stage had received executive coaching, significant change over time was observed on all of the study measures, which was sustained up to six months after the completion of regular coaching sessions. However, because the control group sample was small, these findings were tested again in Study Two. The primary aim of Study Two though was to evaluate effects of executive coaching on transformational leadership behaviour, measured with self, supervisor and team member ratings. Twenty-seven leaders participated in this study. In the first instance, an experimental design was used to investigate whether leaders in the training group, who had been exposed to executive coaching, received higher ratings in transformational leadership behaviour compared with leaders in the control group. In the second instance this study examined whether there was change in transformational behaviour over time, observed in the area that was the focus of leaders’ developmental efforts. Both approaches yielded similar findings in that the team member feedback identified significant improvement in leaders’ transformational leadership behaviour after executive coaching. There were no significant changes in leaders’ self or supervisor ratings after executive coaching. When the psychological effects of executive coaching were re-examined in Study Two, the expected differences were observed between the training and control groups. However, once again, the data from the training group failed to show the anticipated pattern of improvement over time. This failure was attributed to the small sample size and low statistical power. Consequently, a final analysis was conducted combining the data from leaders who participated in Study One and Study Two. This analysis measured change in leaders’ psychological states from pre-to post-executive coaching and confirmed that after executive coaching leaders experienced effects in the five psychological states measured. Thus, overall, the data from the two studies supported the psychological impact of executive coaching. In Study Three a qualitative approach was employed to triangulate the quantitative results from Study One and Study Two. Eight leaders were randomly identified from the Study One and Study Two samples, and interviews were carried out with these leaders, their supervisors, two team members and their coaches (a total of 40 interviews). The interview data confirmed the effect of executive coaching on the previously investigated psychological variables and also identified coaching as providing leaders with a sense of greater control. In terms of transformational leadership behaviours, all participants in the study identified improvements in leaders’ behaviour, particularly in communication, and the transformational leadership dimensions of intellectual stimulation, inspirational motivation and individualised consideration. One further aim of Study Three was to investigate the environmental conditions to determine the impact they had on the effectiveness of executive coaching. Constant change and high work load were most frequently identified as restricting participants’ ability to benefit from executive coaching. Overall, this program of research has demonstrated leadership development through executive coaching. The studies revealed that executive coaching positively enhanced the psychological states of self-efficacy, developmental support, positive affect, openness to new behaviours, and developmental planning. Impressively, the results also showed that executive coaching had sustained effects on some of the psychological states, and on team members’ perceptions of their leader’s transformational leadership behaviour. Practically, these findings justify the use of executive coaching in organisational settings. Theoretically, these outcomes augment the limited body of knowledge in this area.

The objectives of the research were: (1) to establish the relationship between individuals’ emotional affect, career resilience and their career orientations, (2) to explore the moderating role of emotional affect in the career resilience-career orientations relationship, and (3) to determine if employees from different years of service, occupational level, gender, age and race groups differ significantly in relation to their emotional affect, career resilience and career anchors. A convenience sample (N = 143) of predominantly black African people (86%) and staff level (80%) employees with more than 10 years of service (60%) participated in the study (mean age: 41 years; men: 52%; women: 48%). Correlational analysis showed significant associations between the variables. Hierarchical moderated regression analysis indicated high positive affect as a significant moderator of the career resilience-managerial competence career anchor relationship. High negative affect and low negative affect significantly weakened the career resilience-entrepreneurial creativity, career resilience-pure challenge and career resilience-lifestyle relationships. Significant differences were detected between the years of service, age and race groups regarding the variables. The findings may potentially inform the career development of employees in the Public Service / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Penalty-taking performance in handball within a self-regulatory focus framework was examined. In a two-independent group design, regulatory framings (either promotion or prevention) were given to participants (N = 25) prior to penalty-taking. More precisely, Swedish male (n = 15) and female (n = 10) players of the third male and second female Swedish Leagues were randomly allocated to shoot three penalties each under either a promotion-framed (n = 13; Mage = 20.77, SD = 3.77 years) or a prevention-framed (n = 12; Mage = 19.25, SD = 2.09 years) condition. Positive and negative affect were measured to assess pre-performance emotional states. Findings showed that promotion–focused individuals performed better in a promotion– framed penalty (i.e. fit) than in a prevention–framed (i.e. mismatch). Moreover, when in regulatory fit, pre-performance positive emotions were reported to be greater than when in mismatch. Findings are discussed in terms of role of fit and emotional states in pressureperformance critical situations. / Straffläggnings prestation i handboll inom ett själv-regulatoriskt fokus-ramverk undersöktes. I en två-oberoende grupps design, regulatorisk inramning (antingen promotion eller prevention) gavs till deltagarna (N = 25) innan straffläggning. Mer exakt, svenska manliga (n = 15) och kvinnliga (n = 10) spelare från den manliga tredje och kvinnliga andra svenska divisionen var slumpmässigt tilldelade att skjuta tre straffar under antingen en promotion-inramad (n = 13; Målder = 20.77, SD = 3.77 år) eller prevention-inramad (n = 12; Målder = 19.25, SD = 2.09 år) straffsituation. Mätningar av positiva och negativa affekter bedömde pre-prestation emotionella tillstånd. Resultaten visade att promotions-fokuserade individer presterade bättre i en promotion-inramning straffsituation (fit) än i en prevention-inramning straffsituation (mismatch). Dessutom när i regulatoriskt-fit, rapporterades positiva emotioner högre än i mismatch. Resultaten är diskuterade i förhållande till rollen av fit och emotionella tillstånd i prestation-under-press kritiska situationer

The goal of this thesis was to study early social games in natural interaction between mother and child of 4 month age. Infant's affectivity and gaze orientation as a sign of participation was coded. We also observed how can mother and infant influence the social game routine. We examined mother's warm sensitivity and infant's temperament as a variables potentiallz influenced the social game interaction. Fifty five dyads participated in the present study when infants were four months old. Social games were analyzed in natural mother-infant interaction and identified on the given criterions. To assess maternal warm sensivity Materna Affect Attunement was used. Mother's evaluated infant's temperament on fourteen scales of IBQ-R. The results indicate that social games are an inherent part of mother-infant interactions in infant's 4 months of age, and their occurance is influenced by temperament. Keywords: play, game, social game routine, structure, social interaction, infant's positive affect infant age, sensitivity, temperament

The researcher aimed to determine the effect of a dance and movement intervention on the perceived emotional well-being and self-esteem of a group of in-patient adolescents in Weskoppies Psychiatric Hospital. A quantitative study, using a quasi-experimental design, was carried out using the positive and negative affect scale for children (PANAS-C) and the Rosenberg self-esteem scale to measure the two independent variables, namely perceived emotional well-being and self-esteem. There were four participants in the experimental group and six in the control group. A between-group comparison was made between the pre-test and post-test scores of the two groups. Both groups completed the positive and negative affect scale for children (PANAS-C) and the Rosenberg self-esteem scale at which point the experimental group took part in a two week, twelve session, dance and movement intervention program. After two weeks both groups once again completed these two measures. Although the results were statistically non-significant, effect size and outcome patterns pointed to an improvement in these two variables due to the intervention program. / Dissertation (MA)--University of Pretoria, 2010. / Psychology / unrestricted

No description available.

Bisherige Studien deuten an, dass Emotionale Intelligenz eine wichtige Rolle in der Lehrtätigkeit spielt. Sie hilft dem Lehrer bzw. der Lehrerin mit sich selbst, aber auch mit Schülern klarzukommen. Jedoch ist bislang noch weitgehend unklar, welche Mechanismen dem Zusammenhang zwischen Emotionaler Intelligenz und berufsnahen Kriterien zugrundeliegen. Zur Klärung dieser Frage soll die vorliegende Arbeit einen Beitrag leisten. Emotionale Intelligenz wird dabei in Anlehnung an Mayer und Salovey (1997) als Fähigkeit aufgefasst. Die vorliegende Arbeit umfasst drei Artikel. Der erste Artikel beschäftigt sich mit dem Zusammenhang zwischen wahrgenommener Emotionaler Intelligenz des Lehrers und Schülerverhalten im Klassenraum. Gefunden wurde, dass Lehrer über weniger unpassendes Verhalten ihrer Schüler berichten, wenn sie selbst über hohe emotionale Fähigkeiten verfügen. Hohe Emotionale Intelligenz scheint positiv verbunden zu sein mit der Tendenz, auf die Bedürfnisse der Schüler zu fokussieren, die wiederum weniger unpassendes Verhalten im Klassenraum zeigen. Im zweiten Artikel wird der Zusammenhang zwischen Emotionaler Intelligenz und Burnout untersucht. Proaktives Coping wurde als Mediator zwischen Emotionaler Intelligenz und Burnout angenommen. Daneben wurde geprüft, ob die wahrgenommene Unterstützung durch den Vorgesetzten den vermuteten Zusammenhang zwischen Emotionaler Intelligenz und Burnout und die Dimension moderiert. Die Ergebnisse deuten darauf hin, dass Lehrer mit hoher Emotionaler Intelligenz deshalb weniger Burnout-Symptome zeigen, weil sie dazu tendieren, proaktives Coping als Strategie der Stressbewältigung zu nutzen. Sie können ihre Kompetenzen und Ressourcen offensichtlich situationsangemessen einsetzen, um emotional anspruchsvolle Situationen am Arbeitsplatz zu meistern. Darüber hinaus zeigt sich, dass wahrgenommene Unterstützung durch den Vorgesetzten den Zusammenhang zwischen Emotionaler Intelligenz und Burnout moderiert: Für Lehrer, die angaben, von ihrem Vorgesetzten unterstützt zu werden, zeigte sich der indirekte Effekt von Emotional Intelligenz auf wahrgenommene Leistungsfähigkeit über proaktives Coping deutlicher. Die Beziehung zwischen positivem und negativem Affekt, Arbeitszufriedenheit und Burnout ist Inhalt des dritten Artikels. Gefunden wurde, dass Lehrer mit hohem positiven Affekt zufriedener mit ihrer Arbeit sind als Lehrer, die negativen Affekt im Zusammenhang mit ihrer Arbeit berichten. Darüber hinaus war Arbeitszufriedenheit negativ mit dem Level an Burnout verbunden. Die Ergebnisse der Mediationsanalyse zeigen, dass Arbeitszufriedenheit den Zusammenhang zwischen Affekt und Burnout vermittelt. Zusammenfassend lässt sich also sagen, dass Lehrer mit hoher wahrgenommener Emotionaler Intelligenz erfolgreicher und zufriedener im Beruf sind und zudem eine höhere psychische Gesundheit aufweisen. Schüler von Lehrern mit hohen emotionalen Fähigkeiten scheinen deshalb weniger unpassendes Verhalten im Klassenraum zu zeigen, weil auf sie mehr geachtet und ihre Probleme und Bedürfnisse besser erkannt werden. Emotional intelligente Lehrer versuchen, Problemen im Klassenraum schon bei deren Entstehung zu begegnen, was wiederum dazu führen könnte, dass sie weniger Belastung erleben und langfristig weniger Burnoutsymptome zeigen. Dieser Prozess kann durch die Unterstützung des Vorgesetzten positiv beeinflusst werden. Daneben zeigt sich auch, dass Lehrer, die positiven Affekt gegenüber ihrer Arbeit erfahren, zufriedener mit ihrer Arbeitstätigkeit sind, was wiederum damit verbunden ist, dass jene Lehrer Burnout-Symptome in geringem Maße erleben. Daher scheint es gewinnbringend, in die Personalauswahl Emotionale Intelligenz als ein wichtiges Entscheidungskriterium einzubeziehen. Bestehende Qualifizierungsprogramme sollten zusätzlich auf eine Verbesserung der emotionalen Fähigkeiten abzielen. Weiteres Potential zur Intervention von Burnout besteht im Aufbau oder der Stabilisierung kooperativer Beziehungen zwischen Lehrer und Vorgesetztem.:1 Introduction 1 2 Burnout 3 2.1 Risk factors for burnout 3 2.2 Assessment of burnout 4 2.3 Consequences of burnout 6 2.4 Protective factors against burnout 6 2.4.1 Protective facotrs at the individual level 6 2.4.2 Protective factors at the organizational level 8 3 The situation of Syrian teachers 8 4 General questions of the studies and general hypotheses 9 4.1 Emotional Intelligence, Attention to Student Needs, and Student Misconduct 10 4.2 Emotional Intelligence, Proactive Coping, Burnout, and Supervisor Support 10 4.3 Positive Affect, Job Satisfaction, and Burnout 11 5 Studies 12 5.1 Attention to Student Needs Mediates the Relationship between Teacher Emotional Intelligence and Student Misconduct in the Classroom 12 5.2 Emotional Intelligence, Proactive Coping, and Burnout in Syrian Teachers: Examination of a Mediation Model 25 5.3 The Role of Job Satisfaction as a Mediator between Positive Affect and Burnout 45 6 General Findings of the Three Studies 58 6.1 Emotional Intelligence, Attention to Student Needs, and Student Misconduct 58 6.2 Emotional Intelligence, Proactive Coping, Burnout, and Supervisor Support 58 6.3 Positive Affect, Job Satisfaction, and Burnout 59 7 General Discussion 59 8 Limitations and implications for future research 61 9 Conclusions 63 10 References 65 / Many teachers experience high levels of stress from their work, but not all of them suffer from burnout. Why are some teachers less likely to succumb to burnout than others? How can teachers avoid suffering from burnout and continue to have a good influence on the behavior of their students? One reason that some teachers are able to avoid burnout might be that these teachers embody personality characteristics such as emotional intelligence and proactive coping, and these characteristics may act as resources that counteract burnout. Another reason might be that they experience feelings of positive affect from their work and feel satisfied with their jobs. Perhaps this occurs because emotional intelligence helps teachers to understand the emotions of their students and to interact with them. Or perhaps these teachers are engaged in their jobs, and this might reduce the risk of burnout. Proactive coping helps teachers to use their resources to overcome their difficulties and to manage the demands they face, which aids in preventing burnout. Emotional intelligence can help teachers to control their emotions and be able to think effectively and use active strategies to find solutions to their problems. In my thesis, I expected that emotional intelligence would have a direct negative effect on burnout and an indirect effect on it through proactive coping. Furthermore, proactive coping was expected to be positively related to emotional intelligence and negatively related to burnout. Perceived supervisor support in the form of information, advice, and feedback provided by supervisors may help teachers to more actively deal with stressors. I assumed that perceived support from supervisors would moderate the influence of emotional intelligence on reduced personal accomplishment through proactive coping. However, teachers with positive affect tend to derive enjoyment from their work and to find their jobs interesting in spite of many difficulties. They are satisfied with their jobs, and this may prevent them from experiencing burnout. Positive affect is considered to be a stable personality variable, whereas job satisfaction is a temporal attitude toward one’s job; therefore, positive affect was expected to predict job satisfaction and to be positively related to it. Burnout is more of a job outcome that results from having excessive stress for a long time, whereas job satisfaction is an evaluative response to one’s job. Job satisfaction also means that a person enjoys his or her career and is engaged in it; people who are satisfied tend to feel energized and competent and are protected from being at risk of burnout. Thus, job satisfaction was expected to contribute to the prediction of burnout by being negatively linked to it. In addition, teachers who experience positive emotions while working as teachers tend to want to keep working as teachers despite any setbacks that they experience. They have positive attitudes about their jobs and are thus satisfied with them. Therefore, it was expected that positive affect would predict job satisfaction and would be positively related to it. Having positive emotions in the workplace can help teachers to like their work and to find pleasure in it. They then probably exhibit good job performance and this prevents them from suffering from burnout. Therefore, I assumed that job satisfaction would mediate the relation between positive affect and burnout. Little attention has been given to the relation between teachers’ emotional intelligence and student misconduct in the literature, but these factors may be linked. Emotionally intelligent teachers are aware of their own emotions; thus, they can regulate their own negative emotions so they can act as a role model for the students and influence the behavior of their students. Emotional intelligence also helps teachers to understand their students’ emotions, to address their students’ emotions in a positive fashion, and to establish warm relationships with their students. Emotionally intelligent teachers can understand their students and motivates these students so the teachers can focus on helping their students to accomplish their goals. These factors strengthen the relationships between the teachers and their students and have a positive impact on the behavior of the students. This thesis consists of three studies.The aim of the first study was to investigate the link between emotional intelligence and student misconduct through attention to student needs. The findings showed that attention to student needs mediates the emotional intelligence- student misconduct relation. Identifying the factors that are related to burnout is important as this can help to reduce the risk of such negative outcomes. Although many studies have been conducted on the resources that protect teachers from burnout, few studies have examined the relation between burnout and personal resources such as emotional intelligence and proactive coping. Therefore, I tested how these factors are related to burnout in direct and indirect ways. The role of perceived supervisor support has also been neglected. Thus, I tested the relation between emotional intelligence and burnout through proactive coping in the second study. In addition, I tested the moderating role of perceived supervisor support on the link between emotional intelligence and reduced personal accomplishment through proactive coping. The results showed that proactive coping mediated the impact of emotional intelligence on burnout, and perceived supervisor support moderated the influence of emotional intelligence on reduced personal accomplishment through proactive coping. Emotions in the work environment play an essential role in job satisfaction and seem to protect teachers from experiencing burnout. The purpose of the third study was to examine the relations between positive affect, job satisfaction, and burnout and to determine whether job satisfaction would mediate the association between positive affect and burnout. The results indicated that positive affect was positively related to job satisfaction and negatively related to burnout, and job satisfaction functioned as a mediator between positive affect and burnout.:1 Introduction 1 2 Burnout 3 2.1 Risk factors for burnout 3 2.2 Assessment of burnout 4 2.3 Consequences of burnout 6 2.4 Protective factors against burnout 6 2.4.1 Protective facotrs at the individual level 6 2.4.2 Protective factors at the organizational level 8 3 The situation of Syrian teachers 8 4 General questions of the studies and general hypotheses 9 4.1 Emotional Intelligence, Attention to Student Needs, and Student Misconduct 10 4.2 Emotional Intelligence, Proactive Coping, Burnout, and Supervisor Support 10 4.3 Positive Affect, Job Satisfaction, and Burnout 11 5 Studies 12 5.1 Attention to Student Needs Mediates the Relationship between Teacher Emotional Intelligence and Student Misconduct in the Classroom 12 5.2 Emotional Intelligence, Proactive Coping, and Burnout in Syrian Teachers: Examination of a Mediation Model 25 5.3 The Role of Job Satisfaction as a Mediator between Positive Affect and Burnout 45 6 General Findings of the Three Studies 58 6.1 Emotional Intelligence, Attention to Student Needs, and Student Misconduct 58 6.2 Emotional Intelligence, Proactive Coping, Burnout, and Supervisor Support 58 6.3 Positive Affect, Job Satisfaction, and Burnout 59 7 General Discussion 59 8 Limitations and implications for future research 61 9 Conclusions 63 10 References 65

No description available.

The present study aimed to investigate the linear association between psychological safety and psychological well-being, and psychological well-being and self-perceived individual and team performance in Swedish youth team sport athletes. A cross-sectional design was used, and data were collected through questionnaires of psychological safety, positive affect, negative affect, vitality, individual performance, and team performance from 131 team sport athletes (93 males, 38 females). The variables were measured using the Team Psychological Safety Scale (TPSS), the Positive and Negative Affect short scale (I-PANAS-SF), the Subjective Vitality Scale (SVS) and a subjective measurement of individual and team performance. Findings from the linear regression analysis showed that negative affect predicted poor team performance. No other significant associations were found. The results from this study are discussed regarding what mechanism may underline the negative affects effect on team performance. Future research could delve deeper into the specific team dynamics that are necessary to cultivate psychological safety. / Denna studie syftade till att undersöka det linjära sambandet mellan psykologisk trygghet och psykologiskt välmående, samt mellan psykologiskt välmående och självupplevd idrottslig prestation, både individuellt och lag, hos svenska ungdomslagidrottare. En tvärsnittsdesign användes och data insamlades genom enkäter om psykologisk trygghet, positiv affekt, negativ affekt, vitalitet, individuellprestation och lagprestation från 131 ungdomslagsidrottare (93 män, 38 kvinnor). Variablerna mättes genom the Team Psychological Safety Scale (TPSS), the Positive and Negative Affect short scale (I-PANAS-SF), the Subjective Vitality Scale (SVS) samt en subjektiv skattning av individuell- och lagprestation. Resultatet av en linjär regressionsanalys visade att negativ affekt förutsa en dålig lagprestation. Vidare hittades inga fler signifikanta associationer. Resultatet från studien diskuteras kring vilka underliggande mekanismer som kan förklara negativ affekts påverkan på lagprestation. Framtida forskning skulle kunna utforska specifika lagdynamiker som är nödvändiga för att kultivera psykologisk trygghet.

No description available.