Study On Influence Of Coaching Leadership On Employee Innovative Behavior-Based On The Social Learning Theory

When the era of knowledge-driven economy comes,innovation has become a cornerstone of a enterprise if it wants to obtain the core competitive advantage in a highly dynamic and competitive market environment.The main body of enterprise innovation is the staff,how to lead the staff to actively join in the innovation activities is a problem that every enterprise must think.Under the circumstances of the organization,leadership style has been thought a key factor that drives employee innovative behavior.Coaching leadership is a new type of leadership that emerged in recent years in the western countries,it has been proved to have influence on the employee’ work-attitude,in-role behaviors and job performance etc.However,the empirical research about the mechanism that coaching leadership has effect on the employee innovative behavior,especially based on the situation of the Chinese culture is very rare.In order to enrich our country related research results,this study will explore the relationship between coaching leadership and employee innovative behavior on the basis of our culture.The aim of this study is to provide beneficial enlightenment for managers that how to promote employee innovative behavior.This study is based on the social learning theoryand use literature research,questionnaire investigation and statistical analysis research methods to explore the mechanism that coaching leadership has effect on the employee innovative behavior.And on this basis,we add the individual psychological variable-innovative self-efficacy into the model as the mediator.At the same time,in order to more deeply understand the boundary conditions of the mechanism,this study will also explore situational variable-the perception of error management as a moderator in the process.Through the statistical analysis of 204 valid leader-subordinate paired samples,we can obtain main conclusions of this study:(1)The coaching leadership has significant positive influence on employee innovative behavior;(2)The coaching leadership has significant positive influence on employee’ innovative self-efficacy;(3)Innovative self-efficacy has significant positive influence on employee innovative behavior;(4)Innovative self-efficacy partially mediates the positive relationship between the coaching leadership and employee innovative behavior;(5)The perception of error management moderate the positive relationship between innovative self-efficacy and employee innovative behavior.The perception of error management positively moderates the the relationship between the coaching leadership and employee innovative behavior that is mediated by innovative self-efficacy.This study illustrates the mechanism of coaching leadership on employee innovative behavior systematically in our country,make up for the defect that empirical research about coaching leadership in China is scare.Meanwhile,predecessors mainly discuss the direct effect of the perception of error management and overlook its moderation effect,but this study considers its effect.In the last,this study puts forward managerial suggestions for the industry.At the same time,we also point out the future directions for the further research.