The Effect Mechanism Of Coaching Leadership On Employees' Innovative Behavior

Under the background of innovation-driven development strategy,coaching leadership has become an important form of leadership for cultivating innovative talents by developing employees' potential according to their different c haracteristics.Coaching leadership advocates help employees to develop their wisdom and potential by means of guidance,inspiration and induction.Its advantage lies in mobilizing employees' enthus iasm,enhanc ing their creativity and giving full play to their potential.Espec ially under the c urrent s ituation of people-oriented management,it is increas ingly valued.However,the effect mechanis m of coaching leaders hip on employees' inno vative behavior needs to be further clarified.In this paper,psychologic al ownership were selected as a mediator and leader ability were selected as a moderator,we established a moderated mediation model to test the mediating mechanis m and boundary cond itions of the relationship between coaching leaders hip and employees' innovative behavior.The survey samples were mainly from high-tech enterprises in Beijing,Tianjin,Shanghai and Shanxi Province.The study used correlation analys is,regress ion analys is and bootstrapping analysis to test the hypotheses proposed.Bas ed on the statis tical analys is of 214 valid samples,the study obtains the res ults as follows :(1)Coaching leadership has a s ignificant positive influence on employees' innovative behavior.(2)Coac hing leaders hip can influence employees' innovative behavior by improving employees' psychological ownership,i.e.,employees' psychologic al ownership plays a partially mediating role in the relations hip.(3)Leader ability plays an important role in regulating the relationship between coaching leadership and employees' psychologic al ownership,and leader ability also significantly moderates the mediating effect of employees' psychological ownership in the relationship between coaching leadership and employees' innovative behavior.The results broaden the influence of coaching leadership on individual level.The res ults also provide an important psychologic al explanation mechanis m for exploring the mediating effect of subordinate-centered leadership style on employees' positive work behavior.Furthermore,the paper clarifies the s ituational conditions of coaching leadership from the perspective of leadership factors,and points out a new feas ible research direc tion for the study of the boundary mec hanis m between leaders hip style and employees' positive work behavior.The final conc lus ion also brings several practical values for leaders to stimulate employees' innovative activities.On the one hand,leaders should help employees to improve their ability to engage in innovative activities through delegation of authority and construc tive feedback.On the other hand,leaders need to fully cons ider the opinions of employees and let them partic ipate in organizational dec is ions,whic h can enhance their psychologic al ownership and encourage employees to partic ipate in organizational innovation ac tively.In addition,the research conclus ion has some guiding s ignific ance for the selection of leaders,the training and development of leadership,and the promotion of leadership effectiveness.