In recent year, due to the negative effect of counterproductive behaviors on workplace, organizational researchers have become more interested in study and solution finding to correct these behaviors. In addition, organizations with a new approach namely coaching are looking for modify these behaviors. Although the theoretical issues discussed in the area of organizational coaching, yet the survey that examined the effect of organizational coaching on correct workplace counterproductive behaviors have not observed.The purpose of this study was to investigate the effect of organizational coaching on workplace counterproductive behaviors with the mediating role of positive organizational climate. The Statistical population consisted of petrochemical companies of mahshahr special economic zone employees. With applying random Stratified Sampling method, 253 persons were taken into account. After reviewing the data and analyzing them, results showed that organizational coaching has a significant positive effect on positive organizational climate. Also, the organizational climate at the workplace counterproductive behaviors (workplace bullying and job alienation) has a significant negative impact. Also positive organizational climate is mediating in the relation between organizational coaching and counterproductive behaviors (workplace bullying and job alienation) in the workplace.


[1]    Sabahi, P, Nuri, A, Arizi, H, & Golparvar, M. The share of employees' affective and cognitive factors in counterproductive behavior. Psychological Research, 12 (3 and 4), 1388, 62-44.
[2]    Marcus, B, Taylor, O. E, Hastings, S, Sturm, A, & Weigelt, O, The Structure of Counterproductive Work Behavior: A Review, a Structural Meta-Analysis, and a Primary Study, Journal of Management, 2013, 1-31.
[3]    Fox, S, Spector, P, & Miles, D, Counterproductive Work Behavior (CWB) in Response to Job Stressors and Organizational Justice: Some Mediator and Moderator Tests for Autonomy and Emotions, Journal of Vocational Behavior, 59, 2001, 291-309.
[4]    Ozduran, A, & Cem, T, Coaching and employee organizational citizenship behaviours: The role of procedural justice climate, International Journal of Hospitality Management 60, 2017, 58-66.
[5]    Al-Nasser, A, & Behery, M, Examining the relationship between organizational coaching and workplace counterproductive behaviours in the United Arab Emirates, International Journal of Organizational Analysis, 23(3), 2015, 375-403.
[6]    Sheikhi, A, Esmaeeilpour Zanjani, S & Khtyal, H, The effect of leadership style on the implementation of employee learning culture: According to the mediator organizational climate and structural equation modeling approach, Journal of Management Resarches In Iran, 20(4), 2016, 177-192.
[7]    Barati, H, arizi, HR, Barati, A, sarhangi, K & Ranjbar, HR, The impact of organizational justice and organizational climate counterproductive behavior, Organizational Culture Management, 11 (4), 1392, 181-197.
[8]    Woo, H, Exploratory Study Examining the Joint Impacts of Mentoring and Managerial Coaching on Organizational Commitment, Sustainability, 9(2), 2017, 181.
[9]    Kalkavan, S, & Katrinli, A, The effects of managerial coaching behaviors on the employees’ perception of job satisfaction, organisational commitment, and job performance: Case study on insurance industry in Turkey, Procedia-Social and Behavioral Sciences 150, 2014, 1137-1147.
[10] Kolodziejczak, M, Coaching Across Organizational Culture, Procedia Economics and Finance 23, 2015, 329-334.
[11] Park, S, McLean, GN, & Yang, B, Revision and Validation of an Instrument Measuring Managerial Coaching Skills in Organizations, Online Submission, 2008.
[12] Niculita, Z, The relationship between work style and organizational climate for Romanian employees, Procedia Economics and Finance 32, 2015, 1042-1049.
[13] Ehrhart, MG, Schneider, B, & WH, Macey, Organizational climate and culture: An introduction to theory, research and practice, Routledge, 2013.
[14] Parhizkari, R, & Fazli, S, Interpretive Structural Modeling influential factors in the impact assessment Environmental green product development
)Case study: assessment and selection of green product design Cosmetics industry Qazvin Province), Journal of  New Resarches in decision-making, 1(4), 1395, 25-44.
[15] Bahrami, MH, Barati, O, Ghoroghchian, M, Montazer-alfaraj, R and Ranjbar Ezzatabadi, M, Role of Organizational Climate in Organizational Commitment: The Case of Teaching Hospitals, Osong public health and research perspectives, 7(2), 2016, 96-100.
[16] Nazem, F, The relationship between leadership style and organizational climate and the productivity of managers of schools, thesis PhD, research science, 1386.
[17] Penney, LM, & Spector, PE, Job stress, incivility, and counterproductive work behavior (CWB): The moderating role of negative affectivity, Journal of Organizational Behavior, 26(7), 2005, 777-796.
[18] Khaksar, S, Clustering of counterproductive behavior from dimention of the importance in view of industry employees and organizations (attitude on organizational crime), Management Agricultural Journal, 3 (4),1385, 73-61.
[19] Magee, C, Gordon, R, Robinson, L, Reis, S, Caputi, p, & Oades, L, Distinct workplace bullying experiences and sleep quality: A person-centred approach, Personality and Individual Differences 87, 2015, 200-205.
[20] Einarsen, S, Hoel, H, Zapf, D, & Cooper, C, Bullying and Emotional Abuse in the Workplace: International perspectives in research and practice, Taylor & Francis, 2003.
[21] Creasy, T, & Carnes, A, The effects of workplace bullying on team learning, innovation and project success as mediated through virtual and traditional team dynamics, International Journal of Project Management, 35, 2017, 964-977.
[22] Samnani, A, & Singh, P, 20 years of workplace bullying research: a review of the antecedents and consequences of bullying in the workplace, Aggression and Violent Behavior, 17(6), 2012, 581-589.
[23] Nasr Esfahani, A, Shahbazi, G, Manage bullying in the workplace (first edition), Of publication of SID unit, 1392.
[24] Sharafi, L, Mahdad, A, & Fazel A, The relationship between job characteristics and dimensions of organizational justice and job alienation,  Science and Research in Applied Psychology, 14(3), 1392, 51-59.
[25] Hou, ACY, Chen,Y-C, & Shang, RN, Mutual Relations in ERP Implementation: The Impacts of Work Alienation and Organizational Support in State-owned Enterprise, Procedia Computer Science, 100, 2016, 1289-1296.
[26] Lai Har, C, Investigating the Impact of Managerial Coaching on Employees’ Organizational Commitment and Turnover Intention in Malaysia, Submitted to the Graduate School of Business Faculty of Business and Accountancy University of Malaya, in partial fulfillment of the requirements to the Degree of Master of Business Administration, 2008.
[27] Ellinger, A, Hamlin, R, & Beattie, R, Behavioural indicators of ineffective managerial coaching A cross-national study, Journal of European Industrial, 32(4), 2008. 240-257.
[28] Balameenapria, V, & Krishnapria, V, Managerial Styles and Organisational Climate – A Study with Special Reference to Corporate Women Executives in Chennai, indian journal of  applied research, 4(4), 2014, 118-120.
[29] Kanten, P, & Er Ulker, F, The Effect of Organizational Climate on Counterproductive Behaviors: An Empirical Study on the Employees of Manufacturing Enterprises, The Macrotheme Review, 2(4), 2013. 144-160.
[30] Kidwell, R.E. & Valentine, S.R, Positive Group Context, Work Attitudes, and Organizational Misbehavior: The Case of Withholding Job Effort, Journal of Business Ethics, 86, 2009, 15–28.
[31] Bulutlar, F, & Oz, E, The effects of ethical climates on bullying behaviour in the workplace, Journal of Business ethics, 86(3), 2009, 273-295.
[32] Qureshi, M, Rasli, A, & Zaman, K, A New Trilogy to Understand the Relationship among Organizational, Arab Economics and Business Journal, 9, 2014, 133–146.
[33] Einarsen, S, Harassment and Bullying At Work: A Review Of The ScandinaVian Approach, Aggression and Violent Behavior, 5(4), 2000, 379-401.
[34] Iftikhar, M, and Qureshi, M, Modeling the Workplace Bullying the Mediator of -Workplace Climate-Employee Health Relationship, Journal of Management Info, 4(1), 96-124, 2014.
[35] An, Y, & Kang, J, Relationship between organizational culture and workplace bullying among Korean nurses, Asian nursing research 10(3), 2016, 234-239.
[36] Vartia, M, The Sources of Bullying-Psychological Work Environment and Organizational Climate, European Journal of Work and Organizational Psychology, 5(2), 1996, 203-214.
[37] padid, p, explaining the relationship between conflict, organizational climate and alienation of employees (case study: employees of administration of welfare south khorasan province, 4th intl. conf. on management & accounting and 1st intl, conf. on entrepreneurship & open innovation: Razi conf. center, 2016, 1-11.
[38] Whisenant, W, & Smucker, M, Organizational justice and job satisfaction in coaching, Public Organization Review, 9(2), 2009, 157-167.
[39] Farhangi, A, Damghanian, H, Mehrgan, M, Davari, M. Comparative Study of Implementing servant Leadership (ISL) in Banking, From the View Point of Managers and Personnel, Journal of Management Researcheses In Iran, 15(3), 2010, 169-189.
[40] Nair, N, & Neharika, V, An exploration of factors predicting work alienation of knowledge workers, Management Decision 48(4), 2010, 600-615.
[41] Rahimi, F, Application softwares in Management Researches (First Edition), Travaa Publications, ahvaz, 1395.