主管教练行为对员工创造性工作投入的影响：被调节的中介效应模型检验

摘要/Abstract

摘要： 创造性工作投入被视为组织生存发展的关键驱动力，如何激发员工创造性工作投入是组织管理领域亟需解决的难题之一。本文基于关系型领导理论构建了一个被调节的中介效应模型，从领导创新期待的视角运用回归分析方法对主管教练行为影响员工创造性工作投入的机制和边界条件进行新的检验。实证结果表明：主管教练行为对员工的创造性工作投入具有正向作用；有意义的工作感知在主管教练行为与员工创造性工作投入的关系中发挥完全中介作用；领导创新期待在有意义的工作感知对员工创造性工作投入的影响过程中起调节作用；领导创新期待调节主管教练行为和员工创造性工作投入的关系，并以有意义的工作感知为中介。研究结论不仅深化主管教练行为对员工创造性工作投入效用发挥的中介机制研究，丰富领导创新期待的效力范围，还为促进员工积极投身创造性工作提供全新思路和诠释。

关键词: 主管教练行为, 有意义的工作感知, 领导创新期待, 创造性工作投入

Abstract: Creative work input is regarded as a key driving force underlying the survival and development of organizations, so how to stimulate employees’ creative work involvement has become a burning question in the field of organization. Based on the role expectation theory, this paper constructs a mediated effect model to test the mechanism and boundary conditions of the influence of a supervisor’s coaching behavior on his/her supervisees’ creative work involvement from the perspective of the expectation of leadership innovation. The results show that: (1) supervisor’s coaching behavior has a positive effect on supervisees’ creative work involvement; (2) the perception of meaningful work plays a fully mediating role in the relationship between supervisor’s coaching behavior and creative work involvement; (3) leader creativity expectation plays a moderating role in the influence of meaningful work perception on creative work involvement; (4) leader creativity expectation regulates the relationship between supervisor’s coaching behavior and creative work involvement through the perception of meaningful work. The conclusion of this study not only deepens the research on the mediating mechanism of the effectiveness of supervisor’s coaching behavior on employees’ creative work investment, but also enriches the scope of effectiveness of leadership innovation expectations, and provides new ideas and interpretations for employees to actively participate in creative work.

Key words: supervisor’s coaching behavior, perception of meaningful work, leader creativity expectation, creative work involvement

屠兴勇, 张怡萍, 刘雷洁, 江静. 主管教练行为对员工创造性工作投入的影响：被调节的中介效应模型检验[J]. 管理评论, 2024, 36(4): 154-164.

Tu Xingyong, Zhang Yiping, Liu Leijie, Jiang Jing. The Influence of Supervisor’s Coaching Behavior on Creative Work Involvement: The Test of a Moderated Mediation Model[J]. Management Review, 2024, 36(4): 154-164.

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