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

Table 4.11: Summary of the Results of the Hypotheses Tested Hypothesis Statements Type of Test Decision H a 1 There is a significant relationship between compensation and employee productivity PLS-SEM path model Accepted H a 2 There is a significant relationship between job involvement and employee productivity PLS-SEM path model Accepted H a 3 There is a significant relationship between feedback and employee productivity at different levels of the educational institution PLS-SEM path model Accepted H a 4 Coaching significantly mediate the relationship between compensation and employee productivity in the educational institution PLS-SEM path model Accepted H a 5 Coaching significantly mediate the relationship between job involvement and employee productivity PLS-SEM bootstrap and Sobel Test Not Accepted H a 6 Coaching significantly mediate the relationship between feedback and employee productivity PLS-SEM bootstrap and Sobel Test Accepted Source: Researcher’s Original Construction VI. I mplications of the R esearch First and foremost, the present study only examined few predictors of factors of compensation, job involvement and feedback but excluded other predictors in the hypothesized model. The omission of some important predictor variables in this research might limit our general comprehension of the variables that impact coaching and employee productivity. In this way, future examination needs to research different variables like strengthening, cooperation and designation like locus of control, mental capacity, scruples, inspiration, nervousness, self-viability, authoritative criticism, and occupation fulfillment as well as other workplace factors, for example, the board support, hierarchical help, and concert criticism (Hamlin et al., 2006; Hanaysha, 2015; Ahmad, &Usop, 2011; Heslin, 2010; Spector, 2006; Evans, 2013, & Authors, 2019). The inclusion of these significant factors in later examinations could give an elbowroom in grasping about the impacts of coaching on employee productivity. Furthermore, the current review is restricted as it just viewed as the impact of coaching as a mediator. There is the requirement for integrating moderating and mediating the factors of compensation, job involvement and feedback and employee productivity associations have been established. For example, future review can look at the chance of utilizing other fundamental factors, for example, inspiration to learn, profession arranging, and job satisfaction comparable to employee productivity as a moderating or mediating variable between dependent and independent variables (Hoboubi, Choobineh, Kamari Ghanavati, Keshavarzi, & Akbar Hosseini, 2017). This in essence can bring about a better understanding of how best employees can be productive. Thirdly, this study zeroed in essentially in surveying the element of coaching outcome and result from the employee productivity viewpoints. In any case, the ongoing review couldn't frame and analyze the impact of compensation, job involvement and feedback on different elements of coaching results, for example, representative work performance and learning responses (Hoboubi et al., 2017). These might have confined the commitment of this review. Imminent examination ought to consolidate those elements of coaching results in their models. Fourthly, the current review utilized a cross-sectional plan to gather information which doesn't catch the formative issues and doesn't permit causal connections to be produced using the factors of interest and populace. Thus, in future a longitudinal examination configuration should be utilized in looking at the constructs at various moments to affirm or discredit the consequences of this review. Hayes, and Rockwood, (2016). referenced that researchers ought to involve longitudinal information to decide causal connections to diminish the inclination of common method variance. A longitudinal exploration configuration might assist future researchers with gathering more information on the factors of interest at various moments. Fifthly, the respondents of the current review were drawn from workers of a single university in Nigeria. This introduced rather a restricted extent of the review and restricted generaliz ability as it depended on just workers of FUD, Jigawa State, Nigeria. In like manner, extra exploration work is expected to extend the size of the populace by taking view of different 41 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