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

Source: Field survey Figure 4.6: PLS-SEM Bootstrap for the Mediation Role of Coaching on Compensation, Job Involvement, Feedback on Employee Productivity h) Compensation, Coaching, and Employee Productivity Research objective 4 of this study was to examine if coaching mediates the relationship between compensation and employee productivity. Specifically, this research objective was constructed based on unmasking the extent to which the elements of coaching may indirectly raise the employees’ impact of compensation to the organization in productivity. The underlying variable was measured on the ordinal scale level of measurement. Thus, the appropriate statistical tool to respond to the hypothesis was PLS-SEM path coefficient analysis. Ha4: Coaching significantly mediate the relationship between compensation and employee productivity in the educational institution The result of the PLS-SEM bootstrap for testing the mediation role of coaching on compensation and employee productivity is presented in Table 4.12, Figure 4.4, Figure 4.5, and Figure 4.6. The consequence of the PLS-SEM bootstrap revealed that the Beta value for the connections between independent variable (i.e., compensation) and the dependent variable (i.e., employee productivity) was β =0.176, p=0.000. In contrast, the values of Beta, T- statistics, and P values for the relationships between independent variable (i.e., compensation), mediating variable (i.e., coaching) and the dependent variable (i.e., employee productivity) were β =0.176; t=3.945, p=0.000 (p<0.05). Accordingly, every one of the qualities for such connections surpassed 1.96 at 0.05 confidence levels utilizing two tail tests (rule of thumb). Besides, for the strength of the mediator, the integration of coaching ( β =0.176, p=0.000) demonstrated that there was a positive mediation connection among compensation and employee productivity constructs. In any case, preceding the consideration of coaching into the examination ( β =0.222, p=0.000) was viewed as altogether corresponded with employee productivity. Impliedly, the strength of the connection among compensation and employee productivity has been diminished after the incorporation of coaching however the T-Statistics and Sobel Test Statistics actually stay critical (t=3.945; Sobel Test Statistics=3.606; p=0.000) which are more prominent than 1.96. As far as logical power, the consideration of coaching had made sense of difference in dependent variable. Thus, genuinely, this study uncovered that coaching somewhat mediates the connection among compensation and employee productivity in the institution. In view of the above expressed factual places, Speculation Ha4 was acknowledged. Furthermore, the general outcomes mean that the degree to which employee of an organization are furnished with compensation would equip them to be burning in coaching which would in this manner work on their productivity. 39 Global Journal of Management and Business Research Volume XXII Issue IX Version I Year 2022 ( ) A © 2022 Global Journals Mediating Role of Coaching on the Relationship between Compensation Job Involvement and Feedback on Employee Productivity