[1]赵红丹,刘微微.教练型领导、双元学习与团队创造力:团队学习目标导向的调节作用[J].外国经济与管理,2018,40(10):66-80.[2]ZHOU J,HOEVER I J.Research on workplace creativity:a review and redirection[J].Social Science Electronic Publishing,2014,1(1):333-359.[3]张兰霞,张靓婷,朱坦.领导-员工认知风格匹配对员工创造力与创新绩效的影响[J].南开管理评论,2019,22(2):165-175.[4]PAN J,LIU S,MA B,et al.How does proactive personality promote creativity? a multilevel examination of the interplay between formal and informal leadership [J].Journal of Occupational and Organizational Psychology,2018,91(4):852-874.[5]CHAUBEY A,SAHOO C K,KHATRI N.Relationship of transformational leadership with employee creativity and organizational innovation:a study of mediating and moderating influences [J].Journal of Strategy and Management,2019,12(1):61-82.[6]OGBEIBU S,SENADJKI A,LUEN PENG T.An organisational culture and trustworthiness multidimensional model to engender employee creativity [J].American Journal of Business,2018,33(4):179-202.[7]邓志华.精神型领导影响员工创造力的跨层次效应研究[J].科技进步与对策,2016,33(5):144-148.[8]朱永跃,欧阳晨慧.领导授权与员工创造力:建言行为和权力距离的影响[J].工业工程与管理,2019,24(2):116-122.[9]OZDURAN A,TANOVA C.Coaching and employee organizational citizenship behaviors:the role of procedural justice climate [J].International Journal of Hospitality Management,2017,60:58-66.[10]KIM S.Assessing the influence of managerial coaching on employee outcomes [J].Human Resource Development Quarterly,2014,25(1):59-85.[11]RICHARD J T.Ideas on fostering creative problem solving in executive coaching.[J].Consulting Psychology Journal:Practice and Research,2003,55(4):249-256.[12]朱瑜,吕阳,王雁飞,等.教练型领导如何影响员工创新?跨层次被调节的中介效应[J].心理学报,2018,50(3):327-336.[13]DUAN S,LIU Z,CHE H.Mediating influences of ethical leadership on employee creativity [J].Social Behavior & Personality,2018,46(2):323-337.[14]WANG Y L.R&D employees' innovative behaviors in Taiwan:HRM and managerial coaching as moderators [J].Asia Pacific Journal of Human Resources,2013,51(4):491-515.[15]史烽,安迪,蔡翔.创新活动需要好教练吗?教练型领导对员工创新行为的影响机制[J].中国人力资源开发,2018,35(5):37-48.[16]王艳子.教练型领导对员工创新行为的影响:差错管理氛围的跨层次效应[J].科学学与科学技术管理,2018,39(8):115-129.[17]POUSA C,MATHIEU A.Is managerial coaching a source of competitive advantage? promoting employee self-regulation through coaching [J].Coaching,2015,8(1):20-35.[18]AMABILE T M,PILLEMER J.Perspectives on the social psychology of creativity[J].Journal of Creative Behavior,2012,46(1):3-15.[19]LEE C W,HIDAYAT N.The influence of transformational leadership and intrinsic motivation to employee performance [J].Advances in Management and Applied Economics,2018,8(2):1-12.[20]张春虎.基于自我决定理论的工作动机研究脉络及未来走向[J].心理科学进展,2019,27(8):1489-1506.[21]KIM J E,KIM M K.The impact of the hotel employees' psychological safety and intrinsic motivation on creative process engagement[J].Culinary Science & Hospitality Research,2017,23(6):57-69.[22]WANBERG C R,BANAS J T.Predictors and outcomes of openness to changes in a reorganizing workplace [J].Journal of Applied Physiology,2000,85(1):132-142.[23]ROCZNIEWSKA M,HIGGINS E T.Messaging organizational change:how regulatory fit relates to openness to change through fairness perceptions [J].Journal of Experimental Social Psychology,2019( 85):103.[24]王雁飞,周良海,朱瑜.心理资本影响变革支持行为的机理研究[J].软科学,2018,32(6):62- 65.[25]ANDERSON V.A Trojan horse? the implications of managerial coaching for leadership theory [J].Human Resource Development International,2013,16(3):251-266.[26]ZHOU J,GEORGE J M.When job dissatisfaction leads to creativity:encouraging the expression of voice [J].Academy of Management Journal,2001,44(4):682-696.[27]叶宝娟,温忠麟.有中介的调节模型检验方法:甄别和整合[J].心理学报,2013,45(9):1050-1060.[28]赵静杰,邵德福,易猛,等.教练型领导、自我效能感与员工工作绩效[J].南方经济,2018(3):99-112.[29]ASHKANASY N M,HUMPHREY R H,HUY Q N.Integrating emotions and affect in theories of management [J].Academy of Management Review,2017,42(2):175-189.