| dc.description.abstract | Coaching is a process of helping employee develop themselves for improving performance and is associated with commitment (Park, 2007). Based on the concept of Social Exchange Theory, this study examine if employees’ trust to manager mediates the positive relationship between managerial coaching skill and affective commitment.
This study collected empirical data from the employees who have direct supervisor in high-tech industry in Taiwan. A total 504 questionnaires were distributed, 482 were returned, 472 were completely, and the return rate is about 94.44%. The results were processed by using SPSS19.0.Our finding can be summarized as following. First, the more managerial coaching skill that employees perceived, the higher degree of trust they achieve. Second, the more managerial coaching skill that employees perceived, the higher degree of affective commitment they achieve. Third, when employees have more trust to the manager, they achieve more degree of affective commitment. Fourth, trust to the supervisor mediates the positive relationship between managerial coaching skill and affective commitment. Fifth, cognition-based trust partially mediates the positive relationship between open communication, team approach, value people over task, facilitate development and affective commitment. Cognition-based trust mediates the positive relationship between accept ambiguity and affective commitment. Affect-based trust partially mediates the positive relationship between open communication, team approach and affective commitment. Affective-based trust mediates the positive relationship between value people over task, accept ambiguity, facilitate development, and affective commitment. Last, we suggest high-tech organizations emphasize on managerial coach skill to help employee have more trust to their supervisor and organizational commitment. For further studies on related research, it is recommended to find other intervention variable.
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