[1]管春英,王加栋,刘润刚.教练型领导对员工越轨创新行为的影响—基于被调节的中介模型[J].常州大学学报(社会科学版),2021,22(06):66-73.[doi:10.3969/j.issn.2095-042X.2021.06.007]
　Guan Chunying,Wang Jiadong,Liu Rungang.On the Influence of Coaching Leadership on Employees’ Deviant Innovative Behaviors:A Regulated Mediation Model[J].Journal of Changzhou University(Social Science Edition),2021,22(06):66-73.[doi:10.3969/j.issn.2095-042X.2021.06.007]
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教练型领导对员工越轨创新行为的影响—基于被调节的中介模型()
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常州大学学报(社会科学版)[ISSN:2095-042X/CN:32-1821/C]

卷:
第22卷
期数:
2021年06期
页码:
66-73
栏目:
经济·管理学研究
出版日期:
2021-11-28

文章信息/Info

Title:
On the Influence of Coaching Leadership on Employees’ Deviant Innovative Behaviors:A Regulated Mediation Model
作者:
管春英; 王加栋; 刘润刚
Author(s):
Guan Chunying; Wang Jiadong; Liu Rungang
关键词:
教练型领导;  越轨创新行为;  心理所有权;  自我反思
Keywords:
coaching leadership;  deviant innovation behaviors;  psychological ownership;  self-reflection
分类号:
C93-05
DOI:
10.3969/j.issn.2095-042X.2021.06.007
文献标志码:
A
摘要:
基于社会交换理论和社会认知理论,探讨了教练型领导影响员工越轨创新行为的作用机制,构建了以心理所有权为中介变量、自我反思为调节变量的被调节的中介模型。研究结果表明:教练型领导对员工越轨创新行为具有显著正向影响; 教练型领导通过心理所有权的中介作用对员工越轨创新行为产生显著正向影响; 自我反思既正向调节教练型领导与心理所有权之间的关系,又正向调节心理所有权在教练型领导与员工越轨创新行为间的中介作用。研究结论为组织中领导方式选择、领导力开发、员工培训管理等提供了启示。
Abstract:
Based on the dual perspectives of social exchange theory and social cognition theory, this paper explores the mechanism of coaching leadership’s influence on employees’ deviant innovative behaviors, and constructs a regulated mediation model with psychological ownership as the mediating variable and self-reflection as the regulating variable. The research results show that coaching leadership has a significant positive impact on employees’ deviant innovative behavior; coaching leadership has a significant positive impact on employees’ deviant innovative behavior through the mediating effect of psychological ownership; self-reflection not only positively regulates the relationship between coaching leadership and psychological ownership, but also positively regulates the mediating role of psychological ownership between coaching leadership and employees’ deviant innovative behaviors. The research conclusions provide enlightenment for the selection of leadership styles, leadership development and employee training management in organizations.

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备注/Memo

备注/Memo:
收稿日期:2021-09-08
作者简介:管春英,管理学博士,常州大学商学院研究员、硕士研究生导师; 王加栋,常州大学商学院硕士研究生; 刘润刚,管理学博士,常州大学商学院讲师。
更新日期/Last Update: 1900-01-01