摘要
教练型领导通过引导而非指导行为帮助员工提升了工作绩效,而且这种作用部分是通过提升员工的自我效能感来实现。文章基于中基层管理人员的一手调查数据,并区分了员工周边绩效和任务绩效,实证检验了教练型领导与员工工作绩效的关系,以及自我效能感的中介作用。研究结果表明:教练型领导行为对员工自我效能感和工作绩效均存在显著的正向影响,且员工自我效能感对教练型领导行为与工作绩效的正相关关系起部分中介作用。具体地,教练型领导行为的作用水平越强,实施普及性越广,员工的自我效能感就越高,员工的工作绩效也就越好;同时,教练型领导行为和员工自我效能感对员工的周边绩效和任务绩效具有类似的正向影响。
Coaching Leadership helps employees improve their job performance through guidance rather than direction, and which is achieved by improving the employees＇ sense of self - efficacy Based on the original survey data of the middle and grassroots management personnel, this paper distinguishes employees＇ contextual performance and task performance, and empirically analyzes the relationship between coaching leadership and employees＇ work performance, and the mediating effect of self- efficacy. The results show that： coaching leadership has a significant positive impact on employees＇ sense of self- efficacy and their job performance, and employees＇ self- efficacy has a partial mediating effect on the positive correlation between coaching leadership behavior and job performance. In particular, the stronger the role of coaching leadership, the more widespread the implementation is, the higher the sense of self - efficacy of the staff and the better the work performance of the employees; At the same time, coaching leadership and employee self- efficacy have a similar positive impact on staff＇s performance and task performance.
作者
赵静杰
邵德福
易猛
彭晋谦
Zhao Jingjie ,Shao Defu ,Yi Meng, Peng Jinqian
出处
《南方经济》
CSSCI
北大核心
2018年第3期99-112,共14页
South China Journal of Economics
关键词
教练型领导行为
员工工作绩效
自我效能感任务绩效周边绩效
Coaching Leadership
Employees＇ job performance
Self - efficacy
Task performance
Contextual performance.
