领导教练行为对员工创新的影响机理——“动机-过程投入”的联合中介效应

The Mechanism of Leader Coaching Behavior on Employee Innovation——Test of the Joint Mediation of Motivation and Process Engagement

领导教练行为是当今管理界一个新型术语。员工创新行为是企业创建核心竞争力的关键,如何提升员工创新行为是理论界和企业界关注的主旋律。虽然理论上可以推导出领导教练行为有助于提升员工创新行为,但关于领导教练行为通过怎样的内在机制来影响创新行为并没有得到系统的阐释与实证研究。基于对现有研究缺口的认识,本文采用317份领导-下属配对调查数据,依托路径-目标领导理论和自我决定理论构建了一个包括双元中介效应整合模型。研究结果显示:(1)领导教练行为与员工创新行为显著正相关;(2)内在动机显著影响创新性过程投入;(3)内在动机和创新性过程投入在领导教练行为与员工创新行为关系中起中介作用;(4)创新性过程投入在内在动机与员工创新行为关系中起中介作用。研究结果对于"教练行为如何影响员工创新"的问题提供了新颖的阐发,揭示领导教练行为对动机和过程投入的独特预测力,不仅丰富和拓展了领导力的相关研究范围,对员工创新管理实践也提供了有益的启示。

Leader coaching behavior is a new emerging concept in the field of management. Em- ployee innovation behavior is a key element to help the organization to get competitive advantage and an important prerequisite for employees to promote their innovation so that it becomes one of the man- agement＇ s themes. Although existing research suggests leader coaching behavior can help employee promote performance, the effect of leader coaching behavior on employee innovation behavior did not give full explanation, the empirical studies show mixed results and this relationship has remained ambiguous and contested. This paper constructs a model based on the theory of path-goal leadership and self-determination from the existing research gaps. The results show that： （1） leader coaching behavior is positively related to employee innovation behavior; （2） intrinsic motivation is positively related to creative process engagement; （3） intrinsic motivation and creative process engagement mediate the rela- tionship between leader coaching behavior and innovation behavior; （4） creative process engagement mediate the relationship between intrinsic motivation and innovation behavior. This research indicates that the mediation can better explain the mechanism of leader coaching behavior on innovation behavior, indicating the special predication of leader coaching behavior for motivation and process engage- ment, which not only enriches and extends the scope of related leadership, but also provides a beneficial enlightenment to the employee performance management practices.