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The focus onMental health mental health (MH) represents one of the biggest challenges forHuman Resource Management (HRM) Human Resource Management (HRM) in a disruptive world. It is estimated that 12 billion working days are lost every year due to the psychosocial risks of the twenty-first century, requiring immediate help, according to the (World Health Organization and International Labour Organization in Crucial changes needed to protect workers’ health while teleworking, 2022). AlthoughExecutive coaching executive coaching (EC) hasCoaching other main purposes in the HRMHuman Resource Management (HRM) strategyHRM strategy, it is also important to analyze other side effects (on people and contexts) derived from the choice of this interventionInterventation tool. For this reason, the aim of this study was to evaluate the perceptions of different stakeholders in EC, in the workplaceWorkplace, with reference to its relationship with MH in organizations. Quantitative and cross-sectional methodology was used, with descriptive, correlational, predictive and comparative analyses. The data was collected through an online questionnaire on the Google Forms platform, where 268 answers were obtained. The data collected was analyzed using IBM-SPSS (version 28.0). The results demonstrated that EC is a process with a socially positive representation in the organizational culture, with evidence not only at a behavioral and organizational level, but also in terms of psychological development, making it possible to reduce stress and anxiety, with a positive impact on MH. In addition, using the General Health Questionnaire (GHQ-12), it was found that the MH of HR who had participated in EC processes was better than those who had not participated in EC.

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Executive Coaching as a Mental Health Intervention Instrument Integrated in Human Resources Management

  • 章节

  • 发表日期：

    2025年

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  • Manuel Salvador Gomes de Araújo,
  • Vanda Gisela Conde Pereira Branco Afonso

摘要

The focus onMental health mental health (MH) represents one of the biggest challenges forHuman Resource Management (HRM) Human Resource Management (HRM) in a disruptive world. It is estimated that 12 billion working days are lost every year due to the psychosocial risks of the twenty-first century, requiring immediate help, according to the (World Health Organization and International Labour Organization in Crucial changes needed to protect workers’ health while teleworking, 2022). AlthoughExecutive coaching executive coaching (EC) hasCoaching other main purposes in the HRMHuman Resource Management (HRM) strategyHRM strategy, it is also important to analyze other side effects (on people and contexts) derived from the choice of this interventionInterventation tool. For this reason, the aim of this study was to evaluate the perceptions of different stakeholders in EC, in the workplaceWorkplace, with reference to its relationship with MH in organizations. Quantitative and cross-sectional methodology was used, with descriptive, correlational, predictive and comparative analyses. The data was collected through an online questionnaire on the Google Forms platform, where 268 answers were obtained. The data collected was analyzed using IBM-SPSS (version 28.0). The results demonstrated that EC is a process with a socially positive representation in the organizational culture, with evidence not only at a behavioral and organizational level, but also in terms of psychological development, making it possible to reduce stress and anxiety, with a positive impact on MH. In addition, using the General Health Questionnaire (GHQ-12), it was found that the MH of HR who had participated in EC processes was better than those who had not participated in EC.