Mediating Effect of Career Adaptability between Growth Mindset and Career Preparation Behavior in Nursing Students

김경하 한국응용과학기술학회 2024 한국응용과학기술학회지 Vol.41 No.5

This study is a descriptive research study to confirmed the mediating effect of career adaptability in the relationship between growth mindset and career preparation behavior in order to improve the career preparation behavior of nursing students. The subjects of the study were second, third, and fourth year students attending nursing departments at two universities located in cities G and M.. The data were collected from May to June 2024. Analysis of the collected data was performed using descriptive statistics, Pearson correlation coefficient, and Baron-Kenny regression analysis. As a result of the study, first, growth mindset showed a positive effect(β=.397, p<.001) on career adaptability. Second, growth mindset showed a positive effect(β=.337, p<.001) on career preparation behavior. Third, growth mindset (β=138, p<.001) and career adaptability (β=.502, p<.001) each had a statistically significant impact on career preparation behavior. As a result, it was confirmed that career adaptability has a partial mediating effect between growth mindset and career preparation behavior. Therefore, it can be seen that the higher the growth mindset, the more career adaptability is promoted, which in turn promotes career preparation behavior. Based on these research results, in order to improve the career preparation behavior of nursing students, growth mindset and career adaptability should be promoted in the field of nursing education

청소년기 경비행행동과 부모양육행동간의 병렬적 잠재성장모형 분석 -청소년에게 부모는 여전히 중요한가?-

이상균 ( Sang Gyun Lee ) 한국가족사회복지학회 2009 한국가족복지학 Vol.27 No.-

This study used two parallel process latent growth curve models to examine the effects of parenting behaviors on changes in children`s delinquent behaviors over five years during adolescent period. Five-wave panel data from a Korea Youth Panel Study were used for the parallel process latent growth model analysis. The sample consisted of 3,449 adolescents who were assessed at 5 measurement waves with approximately 1-year interval. Results showed that both adolescent`s delinquent behaviors and their parenting behaviors were characterized by positive linear growth over time. The initial level of parenting behaviors held at wave 2 significantly predicted the final outcome of delinquent behaviors at wave 5. The initial level of parenting behaviors was also predictive of the slope factor of delinquent behaviors, indicating that the higher initial level of parenting behaviors was associated with slower increases in delinquent behaviors over time. The higher rates of growth in parenting behaviors were associated with less delinquent behaviors. In addition, the slope factor of parenting behaviors is negatively associated with the slope factor of delinquent behaviors, indicating that the rate of incline in delinquent behaviors was slower for those with higher rates of growth in parenting behaviors. The finding that parenting is strongly linked to delinquency in adolescence, and stresses the importance of prevention strategies early in adolescence. Practical implications as well as future research topics were discussed.

대학생의 진로스트레스와 진로준비행동: 진로적응성의 매개와 성장 마인드셋의 조절된 매개효과

전윤혜,김현숙 부산대학교 교육발전연구소 2025 교육혁신연구 Vol.35 No.1

연구목적: 본 연구는 대학생의 진로스트레스와 진로준비행동의 관계에서 진로적응성의 매개효과와 성장 마인드셋의 조절된 매개효과를 알아보고자 하였다. 연구방법: 본 연구는 전국 4년제 대학교에 재학 중인 대학생 241명을 대상으로 진로스트레스, 진로준비행동, 진로적응성, 성장마인드셋 척도를 온라인 설문을 통해 조사하였다. 수집된 자료는 SPSS 29.0와 PROCESS macro 4.2 프로그램을 사용하여 분석하였다. 첫째, PROCESS macro의 model 4를 이용하여 진로스트레스와 진로준비행동의 관계에서 진로적응성의 매개효과를 검증하였고, 둘째, PROCESS macro의 model 1을 이용하여 진로스트레스와 진로적응성의 관계에서 성장 마인드셋의 조절효과 검증하였다. 셋째, 진로스트레스와 진로준비행동의 관계에서 진로적응성을 통한 성장 마인드셋의 조절된 매개효과를 확인하기 위해 PROCESS macro model 7을 활용하였다. 연구결과: 첫째, 진로스트레스와 진로준비행동의 관계에서 진로적응성은 완전 매개하는 것으로 나타났다. 둘째, 진로스트레스와 진로적응성의 관계에서 성장 마인드셋의 조절효과가 나타났다. 이를 통해 성장 마인드셋 수준이 낮을수록 진로스트레스가 진로적응성에 미치는 부정적 영향이 증가하는 것을 확인하였다. 셋째, 진로스트레스가 진로적응성을 매개로 진로준비행동에 미치는 영향을 성장 마인드셋이 조절하는 것으로 나타나 성장 마인드셋의 조절된 매개효과가 검증되었다. 논의 및 결론: 진로스트레스 상황에서 성장 마인드셋이 낮은 경우 진로적응성이 낮아져 진로준비행동에 부정적 영향을 미치는 것을 확인하였다. 이러한 연구결과를 바탕으로 본 연구의 시사점과 제한점 그리고 후속연구의 필요성에 대한 논의를 하였다. Purpose: The purpose of this study is to confirm the mediating effect of career adaptability and the moderated mediating effect of growth mindset in the relationship between career stress and career preparation behavior of college students. Method: This study surveyed 241 university students enrolled in four-year universities across the country using an online questionnaire to measure career stress, career preparation behavior, career adaptability, and growth mindset. First, the mediating effect of career adaptability in the relationship between career stress and career preparation behavior was examined using PROCESS macro Model 4. Second, the moderating effect of growth mindset on the relationship between career stress and career adaptability was tested using PROCESS macro Model 1. Third, to verify the moderated mediation effect of growth mindset through career adaptability in the relationship between career stress and career preparation behavior, PROCESS macro Model 7 was utilized. Results: First, in the relationship between career stress and career preparation behavior, career adaptability was found to mediate completely. Second, the moderating effect of growth mindset was found in the relationship between career stress and career adaptability. Through these results, it was confirmed that the negative effect of career stress on career adaptability increased as the level of growth mindset was lower. Third, in the effect of career stress on career preparation behavior mediated by career adaptability, the moderating effect of growth mindset was found, and the moderated mediating effect of growth mindset was verified. Conclusion: Through these results, it was confirmed that when the growth mindset was low in the career stress situation, career adaptability was lowered, which had a negative effect on career preparation behavior. Based on these research results, the implications and limitations of this study and the need for follow-up studies were discussed.

청소년의 컴퓨터게임 사용과 음주 행동의 종단적 변화 잠재집단 간 관계: 순차과정 성장혼합모형(SP-GMM)의 적용

하문선 한국청소년학회 2015 청소년학연구 Vol.22 No.11

I examined the relations among the latent trajectory classes of computer games usage and problem drinking behavior in adolescence through the application of a sequential process growth mixture model(SP-GMM). I first modeled growth trajectories in each of the two phases with separate GMMs. I then associated latent trajectory classes of computer games usage and problem drinking behavior across the two phases using a sequential process growth mixture model. GMMs analysis showed that computer games usage and problem drinking behavior, respectively, have three types of latent trajectory classes. The latent trajectory classes were defined as high growth group(28.3%), moderate reduction group(27.2%) and low reduction group(44.6%) in computer games usage, and high growth group(5.2%), moderate growth group(25.3%) and low reduction group(69.5%) in problem drinking behavior. Next, SP-GMM analysis showed that 50% of high growth group in computer games usage appear to be likely progress to high growth group in problem drinking behavior. Therefore, appropriate screening and adequate interventions is needed for this crisis group. Subsequently, I tested whether the personal, socioenvironmental factors had significant effects on trajectory class membership of computer games usage and problem drinking behavior across the two phases. Gender, academic achievement, parental support and friendship had significant effects on trajectory class membership of computer games usage and problem drinking behavior across the two phases, but self-efficacy and teacher support didn't. The findings of this study can enrich future research on understanding adolescent problem behavior and provide basic data for the strategies and intervention of counseling. Both the implications and limitations of this study were also discussed, along with suggestions for future research. 본 연구에서는 순차과정 성장혼합모형(SP-GMM)을 적용하여 중학교 3학년에서 고등학교 3학년까지 청소년의 컴퓨터게임 사용과 음주 행동의 종단적 변화에 대한 잠재집단 간 관계를 살펴보았다. 이를 위해 한국교육고용패널(KEEP) 자료 중 1차년도에서 4차년도까지의 중3 코호트 2000명을 그 대상으로 하였다. 먼저, 청소년의 컴퓨터게임 사용과 음주 행동 각각의 다양한 하위집단의 변화양상을 살펴보기 위한 성장혼합모형(GMM) 적용 결과, 컴퓨터게임 사용의 3개 잠재집단, 음주 행동의 3개 잠재집단이 최종 선택되었다. 컴퓨터게임 사용은 고증가 집단(28.3%), 중감소 집단(27.2%), 저감소 집단(44.6%)으로 분류되었고, 음주 행동은 고증가 집단(5.2%), 중증가 집단(25.3%), 저감소 집단(69.5%)으로 분류되었다. 다음으로, 컴퓨터게임 사용에 대한 잠재집단과 음주 행동의 잠재집단 간 관계를 살펴보고자 순차과정 성장혼합모형(SP-GMM) 적용 결과, 특히 컴퓨터게임 사용의 고증가 집단의 50.0%가 이후 음주 행동의 고증가 집단으로 진행될 확률이 높은 것으로 나타나 이러한 위기집단에 대한 적절한 선별과 개입이 강조되었다. 마지막으로, 잠재집단들의 분류에 영향을 미치는 개인 및 사회환경적 변인을 살펴보고자 다항로지스틱 분석 결과 성별, 학업성적, 부모지지 및 친구관계는 유의미한 영향을 미치는 것으로 나타났으나, 자아효능감과 교사관계는 유의미한 결과가 나타나지 않았다. 본 연구는 청소년의 문제를 보다 입체적으로 이해하고 상담을 위한 개입전략을 마련하는데 기초자료를 제공할 수 있을 것이다. 본 연구의 의의와 제한점이 논의되었다.

Repetitive grain growth behavior with increasing temperature and grain boundary roughening in a model nickel system

Jung, S.H.,Kang, S.J.L. Elsevier Science 2014 Acta materialia Vol.69 No.-

In conjunction with a previous investigation [Jung SH, Yoon DY, Kang SJL. Acta Mater 2013;61:5685], we have investigated the correlation between grain boundary structure and grain growth behavior in a model Ni system. Ultrafine Ni powder compacts of 180nm size were sintered in a wide range of temperatures from 500 to 1150<SUP>o</SUP>C and for various times in wet H<SUB>2</SUB>. Between 500 and 600<SUP>o</SUP>C, abnormal grain growth (AGG) readily occurred, with the formation of cube-shaped grains. Between 650 and 900<SUP>o</SUP>C, grain growth behavior was stagnant up to 6000min due to impingement of rapidly grown abnormal cube-shaped grains during heating. At 950<SUP>o</SUP>C, some of the impinged abnormal grains suddenly grew after 20min, showing secondary AGG behavior. As the sintering temperature was increased further, the grain growth behavior became quite normal. These changes in grain growth behavior with increasing temperature were accompanied by the structural transition of grain boundaries from fully faceted to partially faceted and defaceted. The observed grain growth behavior with respect to the grain boundary morphology is explained in terms of a coupling effect of the maximum driving force for grain growth and the critical driving force for appreciable migration of faceted boundaries. The present experimental results appear to support the validity of the previously suggested mixed control model of grain growth and the principle of microstructural evolution in polycrystals.

The Effect of Psychological Safety on Voice Behavior and Negative Feedback-Seeking Behavior: The Moderating Role of Career Growth Opportunity

최용득 한국인터넷전자상거래학회 2023 인터넷전자상거래연구 Vol.23 No.6

Psychological safety has garnered sustained attention in both organizational practice and academia as a pivotal factor that can foster upward voice, team learning, and organizational learning. The field of organizational behavior has also witnessed a burgeoning body of research on the role and utility of psychological safety. This study contributes to the ongoing discourse on two fronts. First, to further enhance the understanding of the intrinsic value of psychological safety, this research investigates whether psychological safety not only facilitates constructive suggestions for improving the organization but also encourages individuals to seek feedback for their personal growth and development. Second, this study considers career growth opportunities as a moderating variable to understand when psychological safety plays a more meaningful and pivotal role in facilitating the challenging behaviors. By examining the moderating role of career growth opportunities in the relationship between psychological safety and voice behavior as well as negative feedback-seeking behavior, this study aims to deepen our understanding of cognitive processes and psychological conditions. It is suggested that career growth opportunities serve as a promotive context that enables psychological safety to positively influence voice behavior and negative feedback-seeking behavior. The results, derived from an analysis of data collected from 220 employees within a domestic IT service company, revealed the following key findings: First, psychological safety significantly predicts employee voice and their propensity for seeking negative feedback. Second, the perception of career growth opportunities enhances the relationship between psychological safety and both voice behavior and negative feedback-seeking behavior. This study, grounded in empirical findings, discusses its theoretical and practical implications while acknowledging its limitations and proposing future research directions.

독재적 리더십과 구성원의 주도적 행동 : LMX의 매개역할 및 성장욕구 강도의 조절효과

김헌(Kim, Heon),오동진(Oh, Dongjin),손승연(Son, Seung Yeon) 한국인적자원관리학회 2021 인적자원관리연구 Vol.28 No.5

리더의 행동은 부하, 즉 구성원들에게 긍정 또는 부정적 영향을 미칠 수밖에 없다. 그것은 리더가 가진 권력의 영향 때문일 것이다. 리더십 연구는 대부분 긍정적 측면에서의 리더십 효과를 탐구해왔다. 이는 리더십이라는 용어가 내포하는 긍정적인 뉘앙스 때문일 것이다. 그에 따라 각각 그 개념과 정의는 다르더라도 리더십의 여러 유형들은 구성원들의 직무태도, 직무성과 등 다수의 변수에 긍정적 영향을 준다는 많은 연구 증거들이 제시되었다. 그러나 최근 리더의 행동으로 인해 발생하는 부정적 영향, 즉 부정적 리더십에 대한 연구가 점차 증가하고 있는 추세다. Einarsen, Aasland, & Skogstad(2007)은 구성원 뿐 아니라 조직에도 손상을 가하는 리더의 부정적 행동을 파괴적 리더십 행동으로 정의하였다. 이후 다양한 형태의 부정적 리더십 유형이 제시되었는데, 독재적 리더십은 대표적인 부정적 리더십 유형 중 하나이다. 국외 연구들에 의하면, 독재적 리더십은 구성원의 의견을 무시하거나 의사결정과정에서 배제함으로써 구성원들에게 리더의 행위에 대한 부정적 감정을 유발시키고, 궁극적으로는 직무태도, 조직목표 달성에 대한 열정 등에 악영향을 초래하는 것으로 나타났다. 독재적 리더십의 부정적 영향을 밝히는 국외연구는 점차 증가하고 있으나, 국내의 연구 사례는 찾아보기 힘들다. 본 연구는 독재적 리더십이 LMX에 부정적 영향을 미치고, 이는 다시 부하의 주도적 행동을 떨어뜨린다는 것을 밝히고자 국내에서 수행된 실증연구다. 아울러 이 과정에서 구성원의 성장욕구 강도가 어떤 조절역할을 하는지를 살펴보았다. 공군 간부 272쌍을 대상으로 분석한 결과, 독재적 리더십은 LMX에 부적(-) 영향을 미치는 것으로 나타났고, 이로 인해 주도적 행동이 저하되는 것으로 확인되었다. 또한 구성원의 성장욕구 강도가 높은 구성원일수록 독재적 리더십이 LMX에 미치는 부정적 효과가 더 강하게 나타났다. 본 연구는 주로 서구에서 행해진 독재적 리더십의 부정적 효과가 동양 문화권에서도 유효하게 나타난다는 것을 밝혔다. 구체적으로, 리더의 부정적 행동이 상사와 부하 간 관계의 질을 떨어뜨리며, 이는 다시 조직을 위한 구성원의 주도적 행동에 부정적 영향을 미칠 수 있다는 사실을 알아냄으로써, 조직 내에서 리더의 역할, 행동이 얼마나 중요한 영향을 미칠 수 있는가를 잘 보여주고 있다. 아울러 무한 경쟁 속에서 갈수록 중요해지고 있는 구성원의 주도적 행동을 장려하려면 조직의 경영진은 현장에서 어떠한 리더십을 강조하고 예방해야 하는지에 대한 시사점을 제공해주고 있다. This study began with the question of whether there is an indicator that can accurately measure the importance of the role of a leader in organizational life. Strictly speaking, the behavior of a leader is bound to have a positive or negative effect on his or her subordinates, that is, subordinates of the organization. It may be due to the influence of the power of the leader. Leadership research mostly studies the leadership effect in a positive aspect. It can be said that the term Leadership has a positive meaning. Although the concepts and definitions of leadership revealed through positive leadership behavior are different, many studies have suggested that they have a positive effect on a number of variables such as job attitude, job performance, and organizational performance of members. However, research on the negative effects of leaders actions, that is, negative leadership, is increasing recently. It was revealed that the negative leadership type, named Destructive Leadership, negatively affects the job satisfaction of subordinates. Einarsen et al. (2007) defined leaders destructive behavior as behavior that negatively affects not only members but also organizations, negatively affecting organizational goals, tasks, resources, effectiveness, motivation, and well-being or job satisfaction of subordinates. Several types of negative leadership behavior have been suggested, but this study intensively studied autocratic leadership. A number of previous studies have shown that autocratic leadership induces negative feelings for leaders behaviors by ignoring subordinates opinions or excluding them from the decision-making process, ultimately adversely affecting job attitudes and commitment for achieving organizational goals. This study is an empirical study conducted to clarify the mediating effect of the leader-member exchange(LMX) in the relationship between autocratic leadership and subordinate proactive behavior. As a result of analyzing 272 ROK Air Force officers and NCOs, it was found that autocratic leadership had a negative (-) relationship that negatively affected the leader-member exchange, and that the leader-member exchange mediated the negative effect of autocratic leadership on proactive behavior. In addition, the effect of controlling the relationship between autocratic leadership and leader-member exchange was also confirmed by the strength of the subordinates growth needs. The higher growth need strength, the stronger the negative effect of autocratic leadership on the leader-member exchange. Through this study, it was confirmed that autocratic leadership undermines the leader-member exchange, and through this, subordinates engage in less proactive and non-participating behaviors. Research revealing the negative effects of autocratic leadership is increasing abroad, but there are few cases of empirical research on domestic cases. The results of this study show that leader s negative behavior can negatively affect the proactive behavior of subordinates for the organization are examples of how important leaders roles and behaviors can have, and provide implications in many aspects.

치위생 전공 학생의 긍정심리자본과 성장마인드셋이 진로준비행동에 미치는 영향: 셀프리더십의 매개효과

조혜은 한국치위생학회 2024 한국치위생학회지 Vol.24 No.6

Objectives: This study analyzed the relevance and effectiveness of positive psychological capital, growth mindset, self-leadership, and career preparation behaviors in students majoring in dental hygiene. This study provided basic data for curriculum development to support career preparation behaviors. Methods: Data were analyzed using t-test, ANOVA, Pearson’s correlation analysis between variables, and mediation regression analysis of self-leadership on the relationship with career preparation behaviors. Results: Positive psychological capital was high in females (3.69), and career preparation behavior was high in 21-yearolds (3.50), university students (3.31), 4th graders (3.39), and career education and experience students (3.28) (p<0.05). Positive psychological capital correlated with self-leadership (r=0.663) and career preparation behavior (r=0.434); a growth mindset correlated with self-leadership (r=0.356) and career preparation behavior (r=0.265); and there was a significant correlation between self-leadership and career preparation behavior (r=0.423) (p<0.001). Self-leadership partially mediated the relationship between positive psychological capital and career preparation behaviors (Z=5.443, p<0.001). Self-leadership completely mediated the relationship between growth mindset and career preparation behavior (Z=3.890, p<0.001). Conclusions: It is necessary to develop and implement the subject curriculum and extracurricular activities to support the career preparation behavior of students majoring in dental hygiene.

경력성장기회의 적하효과가 결과변인에 미치는 영향

김병우,강영순 리더십학회 2019 리더십연구 Vol.10 No.2

The changes of the jobs in the era of the Fourth Industrial Revolution are not related to the number of jobs but to the tasks, This study gave consideration to the situation in which the psychological contract between an organization and employees might weaken with the changing business management environment. From this perspective, this study took a career growth opportunity as a key factor for identifying an organizational goal with a personal one, reinforcing bilateral capability of the organization and employees, making them substantial, and promoting mutual development. Data collection found that the supervisor's career growth opportunities positively affected those of the subordinate. The subordinate's career growth opportunities positively affected career-related continuous learning and significantly positively affected taking charge behavior. The subordinate's career growth opportunities negatively affected unethical behavior. On the basis of the performance and results of this study, some theoretical implications can be made as follows: First, it verified the trickle-down effect of career growth opportunities perceived by the supervisor and employees, which had not been covered by previous research on the trickle-down effect for many different concepts in the area of research on organizational behavior. Second, it identified the causes and resultant variables of career growth opportunities perceived by employees. This means expansion of the research area for the variables of career growth opportunities. Key words: Trickle-down effect, career growth opportunity, career-related continuous learning, taking charge behavior, unethical behavior 본 연구는 4차 산업혁명의 개념이 등장하면서 우리의 일상생활 전반에 미치는 영향에 초점을 맞춰 설계되었다. 4차 산업혁명의 일자리와 관련한 변화는 일자리의 수가 아닌 일자리의 직무가 변화하는 데 있으며, 경영환경의 변화에 따른 조직과 조직구성원 간의 심리적 계약관계가 약화되어 가는 상황을 고려하였다. 이런 점에서 조직과 개인의 목표를 일치시켜 조직과 조직구성원양자 간의 역량을 강화해 나가면서 내실을 다지고, 상호발전을 도모하는 요인으로 경력성장기회를 핵심변수로 설정하였다. 또한, 동일한 사회적 맥락을 공유하는 직속 상사와의 상호작용을 통해경력성장기회의 인식이 전달되는 과정을 적하효과(trickle-down effect)를 통해 살펴보고, 경력성장기회가 직무수행의 긍정적 행동을 촉진하고, 부정적 행동을 저감하는 요인인지를 확인하고자하였다. 국내 공⋅사 기업조직 구성원을 대상으로 한 실증연구 결과, 상사의 경력성장기회는 부하의 경력성장기회에 긍정적인 영향력을 미치는 것으로 확인되었다. 또한, 조직구성원(부하)의 경력성장기회는 자신의 지속경력학습과 적극적 행동에 정(+)적인 영향을 미치는 것으로 나타났고, 비윤리적 행동에 대해서는 부(-)의 영향력이 확인되었다. 이러한 결과는 인사⋅조직 연구 분야의 다양한 제반 개념에 대한 적하효과를 다룬 선행연구들의 결과는 뒷받침하고 있으며, 경력성장기회변인의 연구영역을 확장하였다. 또한, 성과위주의 인적자원관리 관행에도 불구하고 고성과자뿐만아니라 모든 구성원들이 조직의 전략적 자원임을 인식할 수 있도록 해야 함을 시사하고 있다. 마지막으로 본 연구의 일정 부분의 이론적⋅실무적 기여에도 불구하고, 본 연구의 한계와 후속 연구에서의 연구방향을 제시하였다. 키워드: 적하효과, 경력성장기회, 지속경력학습, 적극적 행동, 비윤리적 행동

상사의 코칭 리더십이 중소기업 신입사원의 적응성과에 미치는 영향: 피드백 추구 행동의 매개효과와 성장 욕구의 조절효과

김기숙,전순영 한국품질경영학회 2024 품질경영학회지 Vol.52 No.4

Purpose: New employees in small and medium-sized enterprises (SMEs) often face significant challenges during their initial adaptation to the organization, including job stress, low job satisfaction, and high turnover rates. To address these issues, it is important to analyze the impact of supervisors' coaching leadership on the adaptability of new employees. However, there is a lack of research on the specific mechanisms through which supervisors' coaching leadership influences employee adaptability. This study investigates how supervisors' coaching leadership affects the adaptability of new employees, with a particular focus on the roles of feedback-seeking behavior and growth need in this process. The aim is to contribute to a better understanding of the leadership strategies and organizational environments necessary to support successful adaptation in new employees. Methods: For this study, data were collected through a survey conducted among employees working in SMEs in South Korea, resulting in 562 valid responses. Hypotheses were developed based on theories and previous studies related to coaching leadership, adaptability, feedback-seeking behavior, and growth need. Confirmatory factor analysis was used to verify the reliability and validity of the constructs. Hypotheses were tested using regression analysis with SPSS 26, examining mediation and moderation effects, with Process Macro Model 7 employed to assess moderated mediation effects. Results: As s result of the analysis, First, supervisors' coaching leadership was found to have a positive impact on the adaptability of new employees. Second, feedback-seeking behavior partially mediated the relationship between coaching leadership and adaptability. Third, growth need moderated the relationship between coaching leadership and feedback-seeking behavior. Finally, it was confirmed that when growth need is high, the indirect effect of coaching leadership on adaptability, mediated by feedback-seeking behavior, is strengthened. Conclusion: It reveals that feedback-seeking behavior serves as a mediating variable that amplifies the effectiveness of coaching leadership, underscoring the importance of fostering an organizational culture that encourages such behavior. Furthermore, the findings suggest that providing tailored coaching and feedback to new employees with high growth needs can effectively support adaptive performance. Finally, the study underscores the necessity for organizations to develop customized leadership strategies that consider the individual characteristics and needs of new employees to enhance the efficiency of talent management.