A Study On The Influence Of Management Coach Behavior To Performance

Banking industry heads for networking and market networking and internationalization direction. This requires the staff of the bank, especially the teller, has to keep pace with the times of knowledge technology, to provide more professional financial services to clients. Thus, employee performance management has become an important means of evaluation and management staff bank, its effect of promotion not only can bring increased profits, but also plays an important role to improve the competitiveness and adaptability of the bank. It is very important to strengthen the banking staff performance management. In the verification of the bank manager, management coaching behavior has been recognized as an important way of incentive and development of subordinates. Therefore, this paper will focus on how management coach behavior affect employee’s work performance, so as to provide specific guidance and suggestions for the implementation of the banking staff management coach.This study is on the social exchange theory to construct theoretical research model, and through the empirical analysis of management coach behavior to the relationship between employee job performance and effect mechanism. At first, through literature review management coach could be divided into four dimensions: psychological support, career development, role specification, self-awareness enlightenment; employee job performance into two dimensions: task performance and contextual performance; and the trust as a moderating variable between the two. Then, taking the banking industry as an example, the collection of relevant data through questionnaires and interviews and finishing, using analysis, correlation analysis, regression analysis and other empirical analysis to test the influence of managerial coaching behavior on employees’ job performance and the relationship between the moderating effect of trust principal components. To test the influence of managerial coaching behavior on job performance and trust in the relationship between the intermediary role. The test results showed that: psychological support, occupation development, role specification of three dimensions of influence on employees’ task performance is more significant, however, self consciousness enlightenment did not directly affect employees’ task performance; in the banking industry, psychological support, occupation development, role norms, self consciousness inspired four dimensions management coaching behavior have positive effects on contextual performance; In banking, trust in management coach behavior has the partial mediation effect in the task performance, with employees in management coach behavior and performance of the employees around relationships has partial mediating effect.Based on the above research conclusion, this article in view of staff performance management and put forward some suggestions. Recommendations include: the management of coaches should pay attention to improve the staff business level and work efficiency, and focus on building and developing the psychological, personality; to strengthen the construction of management system; to strengthen the staff’s trust of managerial coaching behavior.