自我调节理论视角下教练型领导对员工主动担责行为的作用机制研究

管理评论 ›› 2020, Vol. 32 ›› Issue (8): 193-203.

• 组织行为与人力资源管理 • 上一篇下一篇

自我调节理论视角下教练型领导对员工主动担责行为的作用机制研究

占小军¹, 卢娜², 罗文豪³, 祝养浩⁴

1. 江西财经大学产业集群与企业发展研究中心, 南昌 330013;
2. 江西财经大学工商管理学院, 南昌 330013;
3. 北方工业大学经济管理学院, 北京 100144;
4. 中南财经政法大学工商管理学院, 武汉 430073

收稿日期:2019-12-31 出版日期:2020-08-28 发布日期:2020-09-05
通讯作者: 罗文豪(通讯作者),北方工业大学经济管理学院讲师,博士。祝养浩,中南财经政法大学工商管理学院硕士研究生。
作者简介:占小军,江西财经大学产业集群与企业发展研究中心教授,博士;卢娜,江西财经大学工商管理学院硕士研究生。
基金资助:
国家自然科学基金项目（71640015；71662013）；江西省自然科学基金项目（2018BAA208040）；北京市教委基本科研项目（110052971921/071/073）。

Research on the Mechanism of Coaching Leadership on Employees' Taking Charge from the Perspective of Self-Regulation Theory

Zhan Xiaojun¹, Lu Na², Luo Wenhao³, Zhu Yanghao⁴

1. Research Center of Cluster and Enterprise Development, Jiangxi University of Finance and Economics, Nanchang 330013;
2. School of Business Administration, Jiangxi University of Finance and Economics, Nanchang 330013;
3. School of Economics and Management, North China University of Technology, Beijing 100144;
4. School of Business Administration, Zhongnan University of Economics and Law, Wuhan 430073

Received:2019-12-31 Online:2020-08-28 Published:2020-09-05

摘要/Abstract

摘要： 近年来，教练型领导作为有效培养员工和帮助员工成长的一种新型领导方式，日益受到国内外学者的关注。本文基于自我调节理论，探讨了教练型领导对员工主动担责行为的作用机制和边界条件。通过对3个时间点收集到的361份有效样本进行统计分析发现：教练型领导对员工主动担责行为存在显著的正向影响；自我目标设置在教练型领导与员工主动担责行为之间起中介作用；核心自我评价不仅负向调节教练型领导与自我目标设置之间的关系，而且还负向调节了自我目标设置在教练型领导与主动担责行为之间的间接效应。研究首次从自我调节理论的视角探索教练型领导对员工主动行为的影响机制，丰富了已有相关研究，并为企业激发员工主动担责行为提供了实践指导。

关键词: 教练型领导, 自我目标设置, 核心自我评价, 主动担责行为

Abstract: oaching leadership, as a new type of leadership style that can effectively train and help employees, has attracted increasingly more attention from scholars at home and abroad in recent years. Based on self-regulation theory, this paper discusses the mechanism and boundary conditions of coaching leadership on employees' taking charge. Through the statistical analysis of 361 valid samples collected at three time points, we find that coaching leadership has a positive impact on employees' taking charge; self-goal setting mediates the relationship between coaching leadership and employees' taking charge; core self-evaluation not only negatively moderates the relationship between coaching leadership and self-goal setting, but also negatively moderates the indirect relationship between coaching leadership and employees' taking charge via self-goal setting. This study is the first to explore the influencing mechanism of coaching leadership on employees' proactive behaviors from the perspective of self-regulation theory, which enriches the relevant studies and provides a practical guidance for enterprises to motivate employees to taking charge.

Key words: coaching leadership, self-goal setting, core self-evaluation, taking charge

占小军, 卢娜, 罗文豪, 祝养浩. 自我调节理论视角下教练型领导对员工主动担责行为的作用机制研究[J]. 管理评论, 2020, 32(8): 193-203.

Zhan Xiaojun, Lu Na, Luo Wenhao, Zhu Yanghao. Research on the Mechanism of Coaching Leadership on Employees' Taking Charge from the Perspective of Self-Regulation Theory[J]. Management Review, 2020, 32(8): 193-203.

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自我调节理论视角下教练型领导对员工主动担责行为的作用机制研究

Research on the Mechanism of Coaching Leadership on Employees' Taking Charge from the Perspective of Self-Regulation Theory

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