From Culture to Conversation: How Deliberately Developmental Organizations Drive Employee Performance and Well-Being Through Everyday Coaching Dialogues
DOI:
https://doi.org/10.51137/wrp.ijcod.604Keywords:
Deliberately Developmental Organization, Coaching Conversations, Workplace Well-Being, Job Performance, Organizational CultureAbstract
Deliberately Developmental Organizations (DDOs) embed continuous human growth into daily work routines. The behavioral mechanisms through which such cultures produce measurable employee outcomes remain empirically underexplored. This paper examines whether everyday coaching conversations mediate the relationship between perceived DDO culture, job performance, and workplace well-being. A cross-sectional online survey was administered to 131 employees across organizations varying in perceived DDO alignment (M = 31.45 years; 71.8% female). Spearman correlations, Mann-Whitney group comparisons, multiple linear regression, and bootstrapped mediation analyses were applied. Perceived DDO culture positively predicted job performance (ρ = .209, p = .017), productivity change (ρ = .315, p < .001), and workplace well-being (ρ = .634, p < .001). Coaching conversations partially mediated the DDO–performance and DDO–well-being pathways. Coaching conversations fully mediated the coaching effectiveness-well-being pathway. Formal coaching participation showed a small negative association with DDO culture (ρ = −.162, p = .065), consistent with informal developmental embedding. Regression explained 43.7% of the variance in job performance. Productivity change and coaching effectiveness were significant predictors. Workplace well-being was not a significant direct predictor. DDO culture produces outcomes only when enacted through frequent developmental dialogue. Organizations should embed coaching into daily interactions rather than relying on formal programs. Future research should employ longitudinal designs to establish causal directionality and replicate findings across culturally diverse samples.
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Copyright (c) 2026 Ugokwe Henry Nnaemeka (Author)
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