|
|
|
| The Influence of Coaching Leadership on Employees' Creativity:An Empirical Analysis Based on Manufacturing Enterprises |
| Zhu Yongyue,Ouyang Chenhui,Guo Minyu |
| (School of Management,Jiangsu University,Zhenjiang 212013,China) |
|
|
|
|
Abstract As the inexhaustible driving force of enterprise innovation,the value of employee creativity is increasingly prominent.The data were collected from 373 employees in manufacturing enterprise through survey.A mediated moderation model was built,and the specific mechanism of coaching leadership on employee creativity was discussed.The results showed that coaching leadership can positively predict employee creativity,intrinsic motivation of employee partly mediates the positive influence of coaching leadership on employee creativity,and openness to change of employee positively moderates the relationship between coaching leadership and employee creativity,and the moderating role is partly mediated by employees' intrinsic motivation.Finally,the corresponding management enlightenments were proposed to provide decision-making reference for the human resource management practice of manufacturing enterprises.
|
|
Received: 06 January 2020
|
|
|
|
|
|
| [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. |
|
|
|
