| Summary: | The concept of coaching in human resource management can be an approach to improve employee productivity. The role of line managers is coaching within the range of their involvement in the management of human resources in line with the learning and development of their subordinate staff. In this study, the role of human resource is to mediate the relationship between line manager involvement as a coach in the management of human resources and the creation of coaching culture. This study aims to explore the relationship between the factors of line manager involvements as a coach to contribute to the coaching culture. Three factors were identified as major contributor in the involvement of line managers in human resources roles, namely self-awareness, open communication, and rapport building. A total of 109 of line managers (nurse manager) from eleven states in Malaysia working for KPJ Healthcare Sdn Bhd were selected and sampled for this study. The Smart PLS version 3.0 was used to analyse the gathered sample/data. Results indicates that rapport building is the driving force of line manager involvement as the most dominant coach in human resource management than the other factors. Meanwhile the most dominant role of human resource is the change agent as it has the highest average mean score. Finally, this study is expected to provide a new knowledge for line managers as coaches in the relation of human resource’s roles in creating a coaching culture and significantly affecting employee productivity, especially among nurses’ managers in Malaysian hospitals. © The Author(s), under exclusive license to Springer Nature Switzerland AG 2024.
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