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Publication
Sente-se um maior desenvolvimento pessoal e um sentimento de grandeza … ou o impacto dos processos de coaching no bem-estar e na melhoria das competências profissionais, em coordenadores de equipas
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Advisor(s)
Abstract(s)
O presente estudo tem como objetivo identificar, não só o impacto do coaching na melhoria do
desempenho e no bem-estar psicológico, subjetivo e no trabalho, em coachees de uma grande
empresa, mas também explorar a motivação como variável mediadora entre as competências
profissionais, no início e no fim da intervenção.
A amostra é constituída por 86 gestores, que iniciaram o seu processo de coaching entre Janeiro
e Junho de 2014 – período para recolha de dados da amostra. Todos os gestores, 38 homens e 48
mulheres, entre os 30 e os 60 anos, desempenham as suas funções, maioritariamente, na área
operacional e passaram por 8 sessões de coaching ao longo deste período.
Utilizaram-se, como instrumentos de investigação, questionários que permitem avaliar as
dimensões em estudo, e que foram aplicados antes da intervenção (desenvolvimento de
competências de liderança, bem-estar psicológico, subjetivo e no trabalho), a meio do processo
(Inventário de Motivação Intrínsica para o processo de coaching) e depois da intervenção de
coaching (desenvolvimento de competências de liderança, bem-estar psicológico, subjetivo e no
trabalho).
Os resultados obtidos permitem confirmar que houve uma melhoria nas competências
profissionais, assim como no bem-estar subjetivo, psicológico e no trabalho entre o início e o fim
do processo de coaching; os resultados mostraram que existe uma relação positiva entre as
expectativas para o coaching e as competências já detidas pelos sujeitos da amostra no início da
intervenção; pelo contrário, não se confirma que a motivação seja mediadora das competências
profissionais entre o início e o fim do processo de coaching.
Os resultados evidenciam que o processo de coaching pode mostrar-se eficaz e valioso para o
desenvolvimento pessoal e profissional dos recursos humanos das organizações.
ABSTRACT: The purpose of the present study is to identify not only the impact of coaching on the psychological, at work and subjective well-being and also the performance improvement in coachees belonging to a large corporation, but also to explore motivation as a mediator variable betweem professional skills in the beginning and at the end of the intervention. The sample is made of 86 managers, who started their coaching process between January and June, 2014 - the sample data collection period. All these managers, 38 men and 48 women, aged between 30 and 60 years, with positions mainly in operational areas, had 8 coaching sessions through this period. Surveys were used as investigation tools, allowing to evaluate the dimensions under study, and were applied before the intervention, in the middle of the process and after the coaching intervention. The obtained results confirm that there was an improvement in the professional skills as well as in the well-being, either subjective, psychological or at work between the beginning and the end of the coaching process; the results show there is a positive relation between expectations towards coaching and the degree of skills the subjects in the sample already had; on the other hand, the results do not confirm that motivation mediates the professional skills variables between the beginning and the end of the intervention. The resukts show that the coaching process may be effective and valuable to the development, personal and professional, of human resources in organizations.
ABSTRACT: The purpose of the present study is to identify not only the impact of coaching on the psychological, at work and subjective well-being and also the performance improvement in coachees belonging to a large corporation, but also to explore motivation as a mediator variable betweem professional skills in the beginning and at the end of the intervention. The sample is made of 86 managers, who started their coaching process between January and June, 2014 - the sample data collection period. All these managers, 38 men and 48 women, aged between 30 and 60 years, with positions mainly in operational areas, had 8 coaching sessions through this period. Surveys were used as investigation tools, allowing to evaluate the dimensions under study, and were applied before the intervention, in the middle of the process and after the coaching intervention. The obtained results confirm that there was an improvement in the professional skills as well as in the well-being, either subjective, psychological or at work between the beginning and the end of the coaching process; the results show there is a positive relation between expectations towards coaching and the degree of skills the subjects in the sample already had; on the other hand, the results do not confirm that motivation mediates the professional skills variables between the beginning and the end of the intervention. The resukts show that the coaching process may be effective and valuable to the development, personal and professional, of human resources in organizations.
Description
Dissertação de Mestrado apresentada ao ISPA - Instituto Universitário
Keywords
Coaching Competências Bem-estar Motivação Skills Well-being Motivation