“张弛有度”方创新有力--教练型领导与员工创新行为关系的双调节模型

“Well-balanced Tension and Relaxation”Is Powerful for Innovation——A Dual Moderating Model of the Relationship Between Coaching Leadership and Employees'Innovative Behavior

本文基于“工作要求-资源模型”和社会交换理论探讨工作投入在教练型领导激发员工创新行为过程中发挥的中介作用机制,依据自我损耗理论分析当前职场中普遍存在的午间工作活动发挥的调节作用机制,并基于计划行为理论探析建设性变革责任感的调节效应,从而构建一个双调节模型。通过对来自中国多个相对发达地区科技型企业的504份样本进行实证分析,结果表明,教练型领导对员工创新行为会产生积极影响,其内在作用机制部分来自工作投入的中介效应,午间工作活动对这一中介效应发挥负向调节作用,建设性变革责任感发挥正向调节作用,而且午间工作活动的调节效应强度大于建设性变革责任感。研究结论表明,“张弛有度”的管理策略更有利于教练型领导的创新激励效应。

Based on the the job demands-resources model and the social exchange theory,this paper explores the mediating mechanism of job engagement in the process of stimulating employees'innovative behavior by coaching leadership.According to the ego depletion theory,it analyses the moderating mechanism of lunch-breaks work activities,prevalent in the current workplace,and also explores the moderating effect of felt obligation for constructive change based on the theory of planned behavior,in order to construct a dual moderation model.Through empirical analysis of 504 samples from a number of scientific and technological enterprises from several relatively developed areas in China,the test result show that coaching leadership has a positive impact on employees'innovative behavior,as well as part of its internal mechanism comes from the mediating effect of work engagement;lunch-breaks work activities play a negative moderating role in mediating process,while felt obligation for constructive change plays a positive moderating role,and the moderating effect of the former is stronger than the latter.The conclusion of the study shows that the management strategy of“well-balanced tension and relaxation”is more conducive to the innovation incentive effect of coaching leadership.