Coaching Leadership,Work Engagement And Employees' Innovative Behavior

In today's complex international competition background,chinese society has fully realized that "innovation is the first driving force to lead development,talent is the first resource for innovation".Enterprises are the mainstay to realize "innovation driven development" and the key link to enhance national competitiveness.However,enterprise innovation and national innovation can only be realized through the cultivation of innovative talents and the stimulation of employees' innovative behaviors.This is a theoretical hot spot that the academic circles continue to pay attention to,and it is also the primary problem that leaders and managers in enterprises need to face.For this reason,this research adopts the research method of the combination of theoretical construction and empirical analysis,based on the theory of field,broaden-and-build theory and ego depletion theory,follows the analysis paradigm of the interaction among leader behavior,employee behavior and situational factors,and deeply explores the influence of coaching Leadership on employee innovation behavior as well as its internal mechanism under the current focuced hot social background.The research contents are as follows in detail:First,this study carefully examined the influence of three dimensions of coaching leadership,that is,guidance behavior,facilitation behavior as well as inspiration behavior on employees' innovative behavior,and also explored the mediating role of employees' work engagement in the above relationships;Second,this study explored the moderating effects of the three dimensions of employee activities during lunch break,that is to say,lunch break relaxing activities,lunch break work activities,and lunch break social activities between the three dimensions of coaching leadership and employees'innovative behavior,and deeply build a moderated mediation effect model;Thirdly,this study focused on the role of felt obligation for constructive change in the moderating effect between the three dimensions of coaching leadership and employees' innovation behavior,and further build a moderated mediation effect model;Fourthly,this study creatively compared with the negative moderating effects of employee work activities during lunch break and the positive moderating effects of felt obligation for constructive change in which the differences of them in the intensity of moderating effect is analyzed,the optimal configuration and the worst configuration of their whole moderating effect and their corresponding conditions are still further more analyzed as well.The research is from statistical analysis software such as SPSS 22.0 and Amos 22.0,and with other statistical analysis technology such as structural equation modeling technology and bootstrap nonparametric percentile method,which is based on 508 questionnaires from scientific and technological enterprises in many developed regions in China,and following the normative empirical research paradigm,this study tested and analyzed the 12 main hypotheses and 33 sub-hypotheses involved with the theoretical model of this study,and come to some valuable conclusions:first,the three sub-dimensions of coaching leadership,that is,guidance behavior,facilitation behavior and inspiration behavior are significantly positive impacts on employees' innovative behavior;Second,work engagement can play an mediating role between the three sub-dimensions of coaching leadership and employee innovation behavior;Third,relaxation activities and social activities during lunch break have no moderating effect on the direct and indirect role between coaching leadership and employee innovation behavior,but work activities during lunch break play a negative moderating role within the direct and indirect effects of coaching leadership and innovation behavior of employees,so we can deduce a special conclusion,that is,relaxation activities and social activities during lunch break belong to the hygiene factors in the motivation-hygiene theory,therefore they are easy to be ignored by managers;fourthly,felt obligation for constructive change have played positive moderating effect on coaching leadership and innovation behavior of employees on which the direct and indirect effects between them;fifthly,the moderating effect intensity of lunch break work activities is greater than the moderating effect intensity of the felt obligation for constructive change,which is the main moderating variable.It shows that the improvement of the innovation incentive effect of the coaching leadership brought by the reduction of the lunch break work activities is greater than that of the coaching leadership brought by the felt obligation for constructive change.Thus,managers should pay more attention to the positive impact of that innovation incentive effect.Sixth,under the circumstances of low-level employees' lunch break work activities and high-level of felt obligation for constructive change,it is the optimal configuration which is the most conducive to enhancing the positive impact of coaching leadership on employees' innovation behavior.Conversely,high-level of employees' lunch break work activities and low-level of felt obligation for constructive change are the worst configuration,which is the most unfavorable to the efforts of coaching leaders to stimulate employees' innovative behaviors.In a word,the coaching leadership is conducive to stimulate employees' innovative behavior,and the management strategy of " well-balanced tension and relaxation" is most conducive to the development of leadership effectiveness.Compared with the previous studies,this study has made theoretical innovations in the following aspects:first,this study selects the emerging coaching leadership as the primary pre-influencing factor of employees' innovative behavior,and makes an in-depth study of the three sub-dimensions of coaching leadership on the impact of employees' innovative behavior and its internal mechanism,so this study pushes the research on the relationship between coaching leadership and innovation behavior of employees to a new level.Secondly,this study explores the mediating role of work engagement as the basic physical and mental conditions of innovation behavior between coaching leadership and employee innovation behavior,and puts forward a new path and mechanism for coaching leadership to stimulate employee innovation behavior.Therefore,this study not only enriches the research on the mechanism of leadership on employee innovation behavior,but also expands the research on the pre-influencing factors of work engagement.Thirdly,from the perspective of organizational behavior,with introduced employee activities during lunch break as a rare variable,this study explores the influence of the "996" work system and employees' rights and interests of lunch break on the innovation incentive effect of coaching leadership,making the theoretical model more grounded and closer to the current practical problems faced by technology-based enterprises.Thus,the research conclusions are obtained that has high theoretical value,and enriches the research of situational variables in organizational behavio r,as well as enriches the research of occupational health psychology,and also has stronger practical value.Fourth,this study also introduces another frontier variable,felt obligation for constructive change,which reflects from a new perspective which the impact of employees'sense of responsibility for innovation on the innovation incentive effect of coaching leadership in the current social hot situation,that is,"mass innovation,mass entrepreneurship",further more enriches the research scope of organizational context variables,and also expands the research boundary of traditional sense of responsibility,and still further improves the theoretical value,practical significance and innovation of this study.Fifthly,this study much further explores the difference of the effect intensity between the moderating variables and the configuration analysis of the whole adjustment effect,making full use of the existing research technology in the spirit of pioneering and innovative exploration,which not only deepens our understanding on the employee activities during lunch break and felt obligation for constructive change,and greatly developed the existing research paradigm of moderating variables,and the adopted analysis method adopted is also an innovation of the existing research methods of organizational behavior.The conclusions which this study obtained have highly theoretical value and practical significance.Although this study has drawn many valuable conclusions,methods and practical enlightenment,I am limited to personal ability,time and research conditions,there are inevitably some deficiencies,including research design of cross-section,single research level and lack of matching questionnaire,which need to be improved in the follow-up study.