Details

Autor(en) / Beteiligte

• Igu, Ntasiobi C. N.
• Onyishi, Charity N.
• Amujiri, Benjamin A.
• Binuomote, Michael O.
• Modebelu, Melody N.
• Okafor, Ifeoma P.
• Awe, Bolupe Abayomi
• Fausta, Manafa
• Obih, Solomon O.
• Eke, David O.
• Ezemoyin, Marcel C.
• Uzoma, Bethel N.
• Ugwu, Joy I.
• Mbon, Usen F.

Titel

Raising Leadership Self-Efficacy and Minimizing Organizational Burnout Among School Administrators in a GROW Model of Cognitive Behavioral Coaching

Ist Teil von

• Journal of leadership & organizational studies, 2023-11, Vol.30 (4), p.464-482

Ort / Verlag

Los Angeles, CA: SAGE Publications

Erscheinungsjahr

2023

Quelle

Alma/SFX Local Collection

Beschreibungen/Notizen

• Poor leadership self-efficacy and high organizational burnout are context-based cognitive conditions that sabotage leadership outcomes across organizations. When school administrators who are the leaders and directors of school affairs struggle with poor leadership self-efficacy and elevated levels of burnout their leadership styles are negatively affected with far-reaching impacts on the teachers, students, and the overall school outputs. This randomized control trial sought to investigate the effectiveness of GROW-Model (GROW-M) of Cognitive behavioral Coaching in raising leadership self-efficacy and minimizing burnout symptoms in a sample of school administrators in Enugu State, Nigeria. Participants included 77 school administrators who were randomly assigned to GROW-M (N = 38) and waitlisted control (N = 39) groups. A 2-h GROW-M program was delivered to the GROW-M intervention group weekly for 9 weeks. Maslach Burnout Inventory-Educators’ Survey and the School Leaders’ Self-Efficacy Scale were employed to source data at preintervention, postintervention, and follow-up evaluations. Descriptive and inferential statistics were used to explore data using SPSS version 24. Results revealed that participants’ organizational burnout reduced, while their leadership self-efficacy improved significantly at posttest. The changes in burnout and leadership self-efficacy levels were sustained through a 3-month follow-up. We concluded that intervention using GROW-M minimizes organizational burnout and raises leadership self-efficacy as a pliability resource for coping with overwhelming work demands.