The relationship between workplace coaching, psychological rewards and employee performance: An empirical research at logistics service enterprises in Southeast Vietnam

Abstract

This study examines the impact of workplace coaching and psychological rewards on employee performance through employee motivation and satisfaction. Partial least squares structural equation modelling was used to analyze the research sample of 402 logistics service enterprises in the Southeast region. The results show that workplace coaching and psychological rewards have a direct positive impact on employee performance and a positive indirect effects on employee performance through employee motivation and satisfaction. The impact level of workplace coaching with the mediation of employee satisfaction and motivation on employee performance has the most considerable value. Workplace coaching helps employees break down cognitive barriers to develop themselves, increasing individual and organizational performance. This shows that psychological rewards and especially workplace coaching significantly improve employee performance at logistics service enterprises in the Southeast region, which is essential and useful for managers who want to improve employee performance in the context of financial difficulties of enterprises due to the post-COVID-19 economic crisis.