Document Type : Original Article
Authors
1
Department of Public Administration, Ki.C., Islamic Azad University, Kish, Iran
2
Department of Public Administration, Sho.C., Islamic Azad University, Shoushtar, Iran
3
Professor, Department of Public Administration, Graduate Education Center, Payam Noor University, Tehran, Iran
4
Department of public Administration, WT.C., Islamic Azad University, Tehran, Iran
Abstract
Abstract
This study investigates cognitive-behavioral coaching in organizations, an approach rooted in cognitive and behavioral theories aimed at enhancing job performance, reducing employee anxiety and burnout, and improving individual and team resilience. A review of the literature indicates that cognitive coaching, by modifying dysfunctional beliefs and thought patterns, increases employees’ ability to cope with work-related stress and strengthens effective organizational behaviors. The study focuses on four key dimensions, including cognitive-behavioral career coaching, cognitive-behavioral coaching (CBC), designing cognitive coaching models, and coaching for coping skills, presenting a conceptual model for implementation in real organizational settings. The research method is based on a systematic review and analysis of scientific articles from 2023 and 2024. The findings reveal that cognitive coaching interventions can significantly reduce job stress, enhance resilience and leadership skills among managers, and improve employee burnout. Furthermore, designing indigenous cognitive coaching models tailored to Iran’s cultural and organizational contexts can play an essential role in human resource development and increasing organizational commitment. The outcomes of this study include practical recommendations for designing cognitive and behavior-based training programs, implementing coaching initiatives in public and private organizations, and developing employees’ coping skills. The results are applicable to managers, professional coaches, and researchers in the fields of human resource management and organizational behavior and can serve as a basis for future studies on psychological well-being and organizational performance.
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