اعتبارسنجی مدل هدایت‌پذیری کارکنان فروش با رویکرد مدل‌سازی معادلات ساختاری: مطالعه موردی مجتمع تجاری فامیلی‌مال اربیل

نورا  کاظم عمران نور; محسن علیزاده ثانی; میثم شیرخدایی; ابوالحسن  حسینی; محمد صفری

Authors

Noura Kazem Omran Noor PhD Student, Department of Business Management, Faculty of Economics and Administrative Sciences, University of Mazandaran, Babolsar, Iran. Author https://orcid.org/0009-0002-7713-6339
Mohsen Alizadeh Sani Department of Business Management, Faculty of Economics and Administrative Sciences, University of Mazandaran, Babolsar, Iran https://orcid.org/0000-0001-6109-5275
Meysam Shirkhodaie Associate Professor, Department of Business Management, Faculty of Economics and Administrative Sciences, University of Mazandaran, Babolsar, Iran. Author https://orcid.org/0000-0003-3950-4663
Aboalhasan Hosseini Associate Professor, Department of Business Management, Faculty of Economics and Administrative Sciences, University of Mazandaran, Babolsar, Iran. Author https://orcid.org/0000-0001-9416-2980
Mohammad Safari Assistant Professor, Department of Business Management, Faculty of Economics and Administrative Sciences, University of Mazandaran, Babolsar, Iran Author https://orcid.org/0000-0002-3286-3957

Keywords:

Coachability, Retailing, Structural Equation Modeling (SEM), Family Mall Erbil, Professional Development

Abstract

This study aimed to validate a structural model of sales employees’ coachability at Family Mall Erbil and examine the relationships among causal conditions, intervening conditions, contextual conditions, the core phenomenon of coachability, improvement strategies, and coachability outcomes. This applied study employed a descriptive-correlational design based on structural equation modeling. The statistical population comprised 2,000 sales employees working at Family Mall Erbil, of whom 384 were selected based on the Krejcie and Morgan sample-size table using proportionate stratified random sampling. Data were collected using a structured 107-item questionnaire scored on a five-point Likert scale and covering causal conditions, the core phenomenon, intervening conditions, contextual conditions, coachability improvement strategies, and coachability outcomes. Face and content validity, construct validity, convergent and discriminant validity, and reliability based on Cronbach’s alpha and composite reliability were confirmed. Data were analyzed using SPSS version 27 and SmartPLS version 4 through partial least squares structural equation modeling (PLS-SEM). Structural model analysis indicated that causal conditions had a significant positive effect on sales employees’ coachability (β=0.505, t=10.096), whereas intervening conditions exerted a significant negative effect (β=-0.347, |t|=5.680). Contextual conditions also significantly and positively predicted coachability (β=0.473, t=6.899). Furthermore, coachability had a significant positive effect on coachability improvement strategies (β=0.601, t=13.131), and these strategies significantly predicted professional and organizational outcomes (β=0.633, t=12.248). Accordingly, all five structural hypotheses were supported. The overall goodness-of-fit index was 0.522, indicating satisfactory model fit. Sales employees’ coachability is a multidimensional organizational phenomenon shaped jointly by individual and professional capabilities, supportive contextual conditions, and workplace barriers. Higher coachability facilitates the adoption of effective improvement strategies, which subsequently contribute to favorable professional and organizational outcomes. Strengthening employees’ competencies, developing supportive training infrastructures, and reducing adverse intervening conditions may therefore enhance the effectiveness of coaching and human-resource development initiatives in retail environments.

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