Positive effects of coaching and career counseling in business contexts are well-documented. Recognition and usage of coaching in talent management at universities and research institutions is increasing. However, empirical research on the effects of coaching in this context is largely lacking. As a consequence, the extent to which the methods of business coaching are effective in a research context is not clear yet, nor do we know the individual and contextual factors upon which these effects may be contingent. This is problematic because universities and research institutions spending funds on coaching of researchers need clarity about the expected effects. Furthermore, coaches who act in this context may need specific qualification to address the particular problems and topics of researchers. Therefore, an evaluation of coaching in universities and research institutions is needed.
The present study addresses the before mentioned issues and evaluates the effectiveness of coaching for junior researchers with a focus on mediating and moderating factors. Research questions are:
- Which individual and contextual factors predict the success of coaching for young researchers?
- What are predictors of individual satisfaction with the coaching program?
- What are long-term-effects of coaching?
- How does convergence/divergence of coaches’ and coachees’ view on the coaching process influence outcomes?
In a four-wave survey, short- and long-term effects are investigated, including potentially relevant moderators and mediators of these effects. The design combines data from coaches and their respective coachees in order to address effects of coaches’ background and fit between coaches and coachees.
TUM.Diversity / Talent Management
Prof. Dr. Isabell M. Welpe
Prof. Dr. Matthias Spörrle
Dipl.-Psych. Gesche Lotzkat
Dipl.-Psych. Maria Strobel
January 2013 – December 2013