A large-scale study of executive and workplace coaching: The relative contributions of relationship, personality match, and self-efficacy.

By E. D. Haan, Adam M. Grant, Yvonne D. Burger, Per-Olof Eriksson. 2016

124 citations recorded by the source corpus.

Subfields: Applied Psychology, Clinical Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/fcc82f1d1480c78b450b40320788bcae0f625288

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Applied Psychology

1. Rebecca J. Jones
2. Gil Bozer
3. Carsten C. Schermuly
4. C. Graßmann
5. Franziska Schölmerich

In Clinical Psychology

1. Gil Bozer
2. Rebecca J. Jones
3. Carsten C. Schermuly
4. C. Graßmann
5. Franziska Schölmerich

In Social Psychology

1. Rebecca J. Jones
2. Gil Bozer
3. C. Graßmann
4. Franziska Schölmerich
5. Carsten C. Schermuly

Citations in the corpus

• The relationship between working alliance and client outcomes in coaching: A meta-analysis (2020, background): “Because of the large sample size of the study by De Haan et al. (2016)1, we also examined the overall effect without this study.”
• Understanding the factors that determine workplace coaching effectiveness: a systematic literature review (2018, background): “…compared to randomly assigned dyads in affective and skill-based outcomes as measured by satisfaction with the coaching programme and leadership performance. de Haan et al. (2016) found no significant relationship between perceived coaching effectiveness and personality matching of coach-coachee.”