The mediating role of psychological capital in the effect of managerial coaching behavior on organizational commitment: A study in the automotive sector

This research examines the impact of managerial coaching behaviors on employees' organizational commitment levels and the mediating role of psychological capital in this interaction. The assumption that managerial coaching behaviors play a critical role in enhancing employee commitment is addressed in detail within the framework of psychological capital dimensions. The study was conducted on white-collar employees working in the automotive sector. Efforts were made to reach all firms operating in Turkey's automotive sector that engage in automotive distribution or manufacturing, as well as sales, service, and marketing activities. Data from more than 400 white-collar employees in the automotive sector in Turkey were analyzed within the scope of this research. Structural Equation Modeling (SEM) was used for data analysis to evaluate the direct and indirect effects of managerial coaching behaviors on organizational commitment. The findings revealed that managerial coaching approaches positively influence employees' psychological capital. Coaching practices were found to significantly enhance self-efficacy, hope, resilience, and optimism. While optimism and hope showed positive relationships with various commitment types, self-efficacy and psychological resilience exhibited inverse relationships with certain commitment types. Managerial coaching behaviors were found to have significant positive effects on continuance and normative commitment but were not associated with affective commitment. This indicates that coaching strengthens the dimensions of "cost of staying" and "moral obligation" but does not independently explain affective commitment. Moreover, the findings demonstrated that optimism plays a fully mediating role in the effects of coaching behaviors on organizational commitment, whereas self-efficacy, hope, and resilience exhibit partial mediation