The Impact of Coaching Leadership and Negative Leadership on Organizational Attachment and Job Performance: Through mediating effects of intrinsic motivation, trust in supervisor and job autonomy

This study examined the relationship between workplace supervisors' coaching leadership and negative leadership on organizational commitment and job performance, mediated by intrinsic motivation, supervisor trust, and job autonomy, among 250 employees (excluding CEOs) of companies located in the metropolitan area. The results showed that supervisors' coaching leadership is a significant variable influencing organizational commitment and job performance. It was confirmed that intrinsic motivation, job autonomy, and supervisor trust significantly mediate the impact of coaching leadership on organizational commitment and job performance. Therefore, coaching leadership can help members solve problems on their own, guide them to unlock their potential, and establish genuine relationships through recognition and encouragement, serving as a driving force to enhance the level of organizational commitment and job performance. Based on these results, it was found that coaching leadership within organizations can be a powerful leadership style that enables members to feel more satisfied with their jobs and approach their roles with interest and commitment.