Global Journal of Management and Business Research, A: Administration and Management, Volume 22 Issue 9

Mediating Role of Coaching on the Relationship between Compensation Job Involvement and Feedback on Employee Productivity Adamu Babale α , Dr. Siti Mariam Abdullah σ , Adamu Aliyu Tijjani ρ , Wasilu Suleiman Ѡ & Akindele, Jamiu Adeniyi ¥ Abstract- The paper reviews the mediating role of coaching on the connection among compensation, job involvement and feedback and employee productivity. The researchers use the quantitative technique of data collection for the study. The population for the study is the workers of Federal University Dutse, Jigawa State Nigeria. Researchers employs the non- probability sampling technique and random sampling. For the purpose of this study, the sample size is 306 workers of the University. Researcher utilized the survey method for collecting the required information needed with instrument of questionnaire. The outcomes obtained indicates that there is positive connection between the construct under investigation and employee productivity with the inclusion of coaching as the mediating variable. Of all the hypotheses tested in the research, all are accepted with the exception of coaching and job involvement on employee productivity in Federal University Dutse, Jigawa State Nigeria. The implication for the research is to incorporate coaching as a strategy by the University for better employee productivity. Keywords: compensation, job involvement, feedback, coaching, employee productivity. I. I ntroduction he developmental needs of an employee differ in context as 'one size fits all' model of progress is continually unsuitable. Along these lines, coaching has the possible perspective to give an adaptable, responsive as well as good developmental system that can used to help a rising number of staff inside the association than the standard kinds of instructing typically practiced in association (Jiang, Men, 2017). In recent years, there has been growing concern that employees are taking greater responsibilities to do with their growth, which is anti-developmental in nature Author α : Department of Public Administration, College of Business and Management Studies, Jigawa State Polytechnic, P.M.B. 1070, Jigawa State, Nigeria. e-mail: babaleadamu@yahoo.com Author σ : Faculty of Cognitive Sciences and Human Development, Universiti Malaysia Sarawak (UNIMAS), Sarawak 94300, Malaysia. e-mail: ctyam2013@gmail.com Author ρ : Department Of Public Administration Faculty of Administration Ahmadu Bello University, Zaria. e-mail: tijjaniadamu15@gmail.com Author Ѡ : Department of Business Administration, Bauchi State University-Gadau, P.M.B. 65, Bauchi State, Nigeria. e-mail: wasilusuleiman@yahoo.com Author ¥ : Department of Accounting Olabisi Onabanjo University Ago- iwoye, Osun State, Nigeria. e-mail: jamiuakins307@gmail.com (Jena, Pradhan & Panigrahy, 2018). If employees decided to embark on that suicidal mission, then the role of coaches may be undermined as each employee need the support, advice and constant touch with his coach for possible feedback. This will make them achieve their developmental objectives because coaches are there to guide and protect them against flaws and flagrant misuse of opportunities (Jena et al., 2018). Employees require different types of training to enhance their capacities with a view to motivate them and perform wonderfully on the job, hence increasing their performance and enhancing responsibilities and the resultant effect is productivity and job satisfaction(Jiang, Men, 2017). Coaching emphasizes on specific work issues and cultivating in it job satisfaction capable of enhancing job performance, which can be mainstream to applicable facets of effort. Coaches ideally advance direct instruction, support and renders much attention to a staff, which fits with their own time schedule and purposes, and objectives, distinct to some types of preparing exercises; coaching truly do frequently offer enduring help for self- improvement and advancement (Grant, 2014). a) Objectives of the Research 1. To examine the relationship between compensation and employee productivity 2. To examine the relationship between job involvement and employee productivity 3. To examine the relationship between feedback and employee productivity 4. To examine if coaching mediate the relationship between compensation and employee productivity 5. To examine if coaching mediate the relationship between job involvement and employee productivity 6. To examine if coaching mediates the relationship between feedback and employee productivity b) Review of Literature The prospective of coaching in the office to increase performance and productivity of employee has consequently produced growing concern as of late, not simply in relations to social change but rather for different components fit for upgrading representative execution advancement. The intrigue produced by T 25 Global Journal of Management and Business Research Volume XXII Issue IX Version I Year 2022 ( ) A © 2022 Global Journals