{"id":{"repo_id":"plymouth","oai_identifier":"oai:pearl.plymouth.ac.uk:pbs-theses-1033"},"canonical_url":"https://search.dev.ndltd.org/etd/plymouth/oai:pearl.plymouth.ac.uk:pbs-theses-1033","repository":{"repo_id":"plymouth","name":"University of Plymouth","base_url":"https://pearl.plymouth.ac.uk/do/oai"},"display":{"title":"Employee flourishing: The application and efficacy of workplace coaching as a methodology for improving mental well-being","abstract":"The literature concerning the well-being of the working age population demonstrates that being in good work supports health and mental well-being. However, there is a lack of preventative measures to facilitate this in spite of growing research into the measures and determinants of well-being. This thesis highlights the growing literature on the benefits of coaching and sought to determine the efficacy of workplace coaching as a methodology for improving mental well-being through addressing three key areas identified as gaps within the literature: Does participants’ well-being change as a result of a workplace coaching intervention; What changes to mental well-being occur as a result of workplace coaching; What are the contributing processes and causal mechanisms of workplace coaching? A critical realist, mixed methods research design was adopted which involved three phases of participants (n=47) who undertook either a coaching/training programme; workplace coaching; or no intervention (control). Analysis of the results demonstrated a significant improvement in the well-being of participants compared to the control group across a number of well-being outcomes, particularly that coaching had a direct positive influence on personal, physical and emotional well-being; resilience and self-efficacy, autonomy and engagement, and it is further suggested that there is a positive relationship between well-being and those working/ volunteering as a coach. The critical realist methodology enabled a retroductive approach to data analysis and identified the causal mechanisms of coaching. This explained that supportive challenge; listening skills; professional conversation; space; time and location of the coaching were all important factors that contributed towards well-being outcomes. The process of coaching was also identified along with the mediators of coaching (wellbeing recognition; perspective; goal clarity; resilience and self-efficacy; and motivation). Together these findings offer an explanation of the efficacy of coaching for mental well-being outcomes. Overall, the findings of this thesis make an original contribution to theory, literature and professional practice, in particular that there is a positive link between workplace coaching and mental well-being and that there are specific underlying causal mechanisms which impact on these outcomes. Two coaching models are proposed that can guide evidence-based coaching practice; these identify a coaching process that contributes to well-being outcomes, along with highlighting the underlying causal mechanisms and specified well-being outcomes that may be achieved through coaching.","abstract_html":"The literature concerning the well-being of the working age population demonstrates that being in good work supports health and mental well-being. However, there is a lack of preventative measures to facilitate this in spite of growing research into the measures and determinants of well-being. This thesis highlights the growing literature on the benefits of coaching and sought to determine the efficacy of workplace coaching as a methodology for improving mental well-being through addressing three key areas identified as gaps within the literature: Does participants’ well-being change as a result of a workplace coaching intervention; What changes to mental well-being occur as a result of workplace coaching; What are the contributing processes and causal mechanisms of workplace coaching? A critical realist, mixed methods research design was adopted which involved three phases of participants (n=47) who undertook either a coaching/training programme; workplace coaching; or no intervention (control). Analysis of the results demonstrated a significant improvement in the well-being of participants compared to the control group across a number of well-being outcomes, particularly that coaching had a direct positive influence on personal, physical and emotional well-being; resilience and self-efficacy, autonomy and engagement, and it is further suggested that there is a positive relationship between well-being and those working/ volunteering as a coach. The critical realist methodology enabled a retroductive approach to data analysis and identified the causal mechanisms of coaching. This explained that supportive challenge; listening skills; professional conversation; space; time and location of the coaching were all important factors that contributed towards well-being outcomes. The process of coaching was also identified along with the mediators of coaching (wellbeing recognition; perspective; goal clarity; resilience and self-efficacy; and motivation). Together these findings offer an explanation of the efficacy of coaching for mental well-being outcomes. Overall, the findings of this thesis make an original contribution to theory, literature and professional practice, in particular that there is a positive link between workplace coaching and mental well-being and that there are specific underlying causal mechanisms which impact on these outcomes. Two coaching models are proposed that can guide evidence-based coaching practice; these identify a coaching process that contributes to well-being outcomes, along with highlighting the underlying causal mechanisms and specified well-being outcomes that may be achieved through coaching.","abstract_has_math":false,"creators":["Sydenham, Alison Leigh"],"institution":null,"degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":["Smita Tripathi, Beryl Badger"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2020,"date_issued":"2020-01-01T08:00:00Z","date_published":"2020-01-01T08:00:00Z","updated_at":"2026-07-24T03:49:55Z","subjects":["Mental Well-being","Happiness","Flourishing","Coaching outcomes","Coaching mediators","Coaching efficacy","Coaching","in the Workplace"],"languages":["eng"],"rights":[],"rights_urls":[],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["10026.1/16610"],"render_values":[{"text":"10026.1/16610","href":null,"code":true}]}]},"links":{"outbound_url":"https://pearl.plymouth.ac.uk/pbs-theses/34","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Smita Tripathi, Beryl Badger"]},{"key":"dc:creator","label":"Author","values":["Sydenham, Alison Leigh"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.issued","label":"Date","values":["2020-01-01T08:00:00Z"]},{"key":"dc:type","label":"Dc Type","values":["Thesis"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Mental Well-being","Happiness","Flourishing","Coaching outcomes","Coaching mediators","Coaching efficacy","Coaching","in the Workplace"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["eng"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["10026.1/16610","https://pearl.plymouth.ac.uk/pbs-theses/34"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["#N/A!"]},{"key":"dc:description.abstract","label":"Abstract","values":["The literature concerning the well-being of the working age population demonstrates that being in good work supports health and mental well-being. However, there is a lack of preventative measures to facilitate this in spite of growing research into the measures and determinants of well-being. This thesis highlights the growing literature on the benefits of coaching and sought to determine the efficacy of workplace coaching as a methodology for improving mental well-being through addressing three key areas identified as gaps within the literature: Does participants’ well-being change as a result of a workplace coaching intervention; What changes to mental well-being occur as a result of workplace coaching; What are the contributing processes and causal mechanisms of workplace coaching? A critical realist, mixed methods research design was adopted which involved three phases of participants (n=47) who undertook either a coaching/training programme; workplace coaching; or no intervention (control). Analysis of the results demonstrated a significant improvement in the well-being of participants compared to the control group across a number of well-being outcomes, particularly that coaching had a direct positive influence on personal, physical and emotional well-being; resilience and self-efficacy, autonomy and engagement, and it is further suggested that there is a positive relationship between well-being and those working/ volunteering as a coach. The critical realist methodology enabled a retroductive approach to data analysis and identified the causal mechanisms of coaching. This explained that supportive challenge; listening skills; professional conversation; space; time and location of the coaching were all important factors that contributed towards well-being outcomes. The process of coaching was also identified along with the mediators of coaching (wellbeing recognition; perspective; goal clarity; resilience and self-efficacy; and motivation). Together these findings offer an explanation of the efficacy of coaching for mental well-being outcomes. Overall, the findings of this thesis make an original contribution to theory, literature and professional practice, in particular that there is a positive link between workplace coaching and mental well-being and that there are specific underlying causal mechanisms which impact on these outcomes. Two coaching models are proposed that can guide evidence-based coaching practice; these identify a coaching process that contributes to well-being outcomes, along with highlighting the underlying causal mechanisms and specified well-being outcomes that may be achieved through coaching."]},{"key":"dc:title","label":"Title","values":["Employee flourishing: The application and efficacy of workplace coaching as a methodology for improving mental well-being"]}]}],"canonical_facts":{"dc:contributor":["Smita Tripathi, Beryl Badger"],"dc:creator":["Sydenham, Alison Leigh"],"dc:date.issued":["2020-01-01T08:00:00Z"],"dc:description":["#N/A!"],"dc:description.abstract":["The literature concerning the well-being of the working age population demonstrates that being in good work supports health and mental well-being. However, there is a lack of preventative measures to facilitate this in spite of growing research into the measures and determinants of well-being. This thesis highlights the growing literature on the benefits of coaching and sought to determine the efficacy of workplace coaching as a methodology for improving mental well-being through addressing three key areas identified as gaps within the literature: Does participants’ well-being change as a result of a workplace coaching intervention; What changes to mental well-being occur as a result of workplace coaching; What are the contributing processes and causal mechanisms of workplace coaching? A critical realist, mixed methods research design was adopted which involved three phases of participants (n=47) who undertook either a coaching/training programme; workplace coaching; or no intervention (control). Analysis of the results demonstrated a significant improvement in the well-being of participants compared to the control group across a number of well-being outcomes, particularly that coaching had a direct positive influence on personal, physical and emotional well-being; resilience and self-efficacy, autonomy and engagement, and it is further suggested that there is a positive relationship between well-being and those working/ volunteering as a coach. The critical realist methodology enabled a retroductive approach to data analysis and identified the causal mechanisms of coaching. This explained that supportive challenge; listening skills; professional conversation; space; time and location of the coaching were all important factors that contributed towards well-being outcomes. The process of coaching was also identified along with the mediators of coaching (wellbeing recognition; perspective; goal clarity; resilience and self-efficacy; and motivation). Together these findings offer an explanation of the efficacy of coaching for mental well-being outcomes. Overall, the findings of this thesis make an original contribution to theory, literature and professional practice, in particular that there is a positive link between workplace coaching and mental well-being and that there are specific underlying causal mechanisms which impact on these outcomes. Two coaching models are proposed that can guide evidence-based coaching practice; these identify a coaching process that contributes to well-being outcomes, along with highlighting the underlying causal mechanisms and specified well-being outcomes that may be achieved through coaching."],"dc:identifier":["10026.1/16610","https://pearl.plymouth.ac.uk/pbs-theses/34"],"dc:language":["eng"],"dc:subject":["Mental Well-being","Happiness","Flourishing","Coaching outcomes","Coaching mediators","Coaching efficacy","Coaching","in the Workplace"],"dc:title":["Employee flourishing: The application and efficacy of workplace coaching as a methodology for improving mental well-being"],"dc:type":["Thesis"]},"updated_at":"2026-07-24T03:49:55Z"}