Figure 1 Agile Coach core dimensions Source: Authors’ own work An illustration presents four Agile Coach roles covering team facilitation, observation, motivation, and strategic partnership. The illustration presents a head silhouette labelled Agile Coach, containing four puzzle pieces repr... More about this image found in Agile Coach core dimensions Source: Authors’ own work An illustration...

Figure 2 Agile Coach Journey Map for SW teams Source: Authors’ own work A journey map presents Agile Coach actions, touchpoints, emotions, and pain points across five areas of team and skill development. The journey map has five columns headed Conflict Management, Promote Team Spirit, Eng... More about this image found in Agile Coach Journey Map for SW teams Source: Authors’ own work A jo...

Figure 3 Agile Coach Journey Map for N-SW teams Source: Authors’ own work A Journey map traces Agile coaching from conflict management to skill development through actions, interactions, emotions, and challenges. The journey map progresses through five areas: Conflict Management, Promote Te... More about this image found in Agile Coach Journey Map for N-SW teams Source: Authors’ own work A Jo...

Figure 4 The SW team member persona Source: Authors’ own work A Profile infographic summarises software team member Sofia Oliveira’s motivations, coaching preferences, challenges, coach support, and emotions. The profile infographic identifies Sofia Oliveira as The S W Team Member. A port... More about this image found in The SW team member persona Source: Authors’ own work A Profile info...

Figure 5 The N-SW team member persona Source: Authors’ own work A Profile infographic outlines N S W team member Nuno Henriques’s motivations, coaching needs, challenges, coach support, and emotions. The profile infographic identifies Nuno Henriques as The N S W Team Member. A portrait besi... More about this image found in The N-SW team member persona Source: Authors’ own work A Profile info...

Figure 1 Mean PsyCap, job satisfaction and intention to quit over time for intervention and control groups Two line graphs compare control and intervention mean scores for P s y C a p and job satisfaction across two time points. The upper line graph presents P s y C a p mean scores at Time 1 a... More about this image found in Mean PsyCap, job satisfaction and intention to quit over time for intervent...

Figure 1 A line graph compares control and intervention mean intention-to-quit scores across two time points. The line graph presents mean intention-to-quit scores for control and intervention groups at Time 1 and Time 2. The control group increases from about 2.1 to 2.3. The intervention grou... More about this image found in A line graph compares control and intervention mean intention-to-quit score...

Figure 1 Proposed research framework Source: Authors’ own work A model links quality of work-life directly and through job satisfaction to employee or job retention. Quality of work-life includes Work and Job Environment, W J E, Compensation and Rewards, C A R, Team work, T M, and Job Stres... More about this image found in Proposed research framework Source: Authors’ own work A model links q...

Figure 2 Empirical results of hypothesised model Note(s): **p-value less than 5% and ***p-value less than 1% Source: Authors’ calculation A structural equation model links work-life factors and job stress with job satisfaction and job retention through direct pathways. The structural equation model includes Work and Job Environment, W J E, Compensation and Rewards, C A R, Team Work, T W, Job Stress, J S, Job Satisfaction, J o S, and Job Retention, J R. Work and Job Environment leads to Job Satisfaction with 0.615 and to Job Retention with 0.345. Compensation and Rewards leads to Job Satisfaction with 0.635 and to Job Retention with 0.451. Team Work leads to Job Satisfaction with 0.432 and to Job Retention with 0.231. Job Stress leads to Job Satisfaction with negative 0.561 and to Job Retention with negative 0.312. Job Satisfaction leads to Job Retention with 0.723. Double asterisks follow all coefficients except 0.723, which is followed by three asterisks. More about this image found in Empirical results of hypothesised model Note(s): **p-va...

Figure 1 The conceptual framework of the study Source: Author’s own work A flow diagram links A I recruitment factors through H R decision-making quality to recruitment and talent development. The entries A I-powered recruitment tools, A I-driven talent analytics, and A I-supported candidat... More about this image found in The conceptual framework of the study Source: Author’s own work A flo...

Figure 1 Path model Source: Authors’ own work A structural equation model links P S and E W to multiple outcome constructs, including O F, O S, O L, C F, C S, and C L with indicators. The structural equation model shows latent variables in circles and indicators in rectangles. A latent vari... More about this image found in Path model Source: Authors’ own work A structural equation model link...