1. An Affirmative Development Coaching Competency Questionnaire
Victor Chikampa
Mulungushi University

2. Research objective
The objective of the research study was to develop and psychometrically evaluate a coach competency questionnaire-
Was developed to measure affirmative development coaching performance
To provide formative feedback to affirmative development coaches
To identify development areas that need to be addressed in affirmative coaching development interventions.
The purpose of the study is to promote affirmative coaching competence and through that ultimately the success achieved by affirmative development programmes.

3. Background information
Inequalities prior to democracy in terms of education meant that members of the previously disadvantaged groups lacked the necessary skills to succeed at work
Preferential hiring in favour of blacks required by affirmative action measures disadvantages organisations and the economy because most members of the former desginated groups lack the job competence potential
Affirmative development has to play an important role in rectifying the injustices of the past-coaching plays an additional role of honing newly developed abilities and skills.
Inequalities experienced by members of the black community prior to democracy due to exclusionary policies and laws(especially in the education areas) invariably resulted in the provision of poor quality education and meant that members of the black groups lacked the competence potential to succeed at work.

4. Affirmative development coaching structural model
13 Coaching outcomes were identified
17 coaching competencies were examined
Employee personal learning,role clarity,job satisfaction,organisational commitment,employee self-efficacy,work engagement,contextual performance , intention to quit,trust in the coach,commitment to coach vision, learning motivation,psychological empowerment.

5. Research Methodology
The study made use of an ex post facto correlational research design because of the inability to directly control the latent variables
The overarching substantive research hypothesis was that the CCCQ provides a construct valid and reliable measure of affirmative development coaching performance
H01: RMSEA=0
Ha1: RMSEA>0
H02: RMSEA≤.05
Ha2: RMSEA>.05

6. Analysis
SPSS 20.0
LISREL 8.8
Measuring instrument (CCCQ 82 items- an adaptation of the LBI-2 cronbach alpha values between.774 and .902
Unit of observation target population(AD coaches/ coachees)-alcoholic beverages producer participating organisation
Survey questionnaire was used to collect data(2398/492/398).

7. Results
The results of the item analysis performed on all the 17 subscales were generally considered satisfactory.
Dimensionality analysis-all the subscales satisfied the unidimensionality assumption-all the items in all the subscales showed satisfactory loadings on the single extracted factor.
Multiple fit indices were utilised to test the measurement model. LISREL results were indicative of good model fit.
For all the subscales the item total correlations, the squared multiple correlations and the inter item correlations were moderately high with the Cronbach alpha coefficients exceeding though two items from monitoring the internal environment,acting enterpreeurial were identified as somewhat problematic but both were not deleted from the CCCQ due to the small number of items.

8. Future studies
Multi-group SEM analyses need to be conducted in which the measurement model is simultaneously fitted to representative samples of different population groups- race, gender and language group
The study be repeated on a larger sample in which the individual items serve as indicator variables
Future studies should investigate the relationships hypothesised between the affirmative development coaching competencies and coaching outcomes
Further studies should investigate the problem of discriminant validity
Language difficulty level.
Question to be asked is to whether the measurement model underlying the CCCQ is similar in terms of latent coaching competencies and model parameter estimates across black and white south african managers acting as affirmative development coaches.

9. END of slides
Dankie