管理指导对员工创造性表现的影响：创新氛围的跨层次调节作用

IF 4.2 3区管理学 Q2 MANAGEMENT

Leadership & Organization Development Journal Pub Date : 2022-01-11 DOI:10.1108/lodj-03-2021-0132

Lixun Zheng, Yanfei Wang, Zisheng Guo, Yu Zhu

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引用次数: 6

摘要

目的基于知识转移理论，探讨管理教练(MC)对员工创新绩效(CP)的影响，以及创新过程投入(CPE)和创新氛围(IC)在MC和CP之间的关系中的作用。设计/方法/途径构建了一个有调节的中介模型，并在华南地区74名企业领导者和292名员工的二元样本上进行了检验。研究结果表明，CPE在企业绩效与企业绩效之间起中介作用，而IC则通过CPE放大了企业绩效与企业绩效之间的间接关系。原创性/价值本研究从知识转移的角度阐明了敬业度在将创新意识转化为员工创新意识中的关联作用，并确定了创新意识在实现创新意识对创新意识的影响中的关键作用，从而为创新意识和创新文献做出了贡献。

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Effects of managerial coaching on employees' creative performance: cross-level moderating role of a climate for innovation

PurposeThe purpose of this paper is to examine the impact of managerial coaching (MC) on employee creative performance (CP) based on the knowledge transfer theory and the roles of creative process engagement (CPE) and climate for innovation (IC) in the relationship between MC and CP.Design/methodology/approachA moderated mediation model was developed and tested on a dyadic sample of 74 leaders and 292 employees working in South China firms.FindingsThe results show that CPE mediates the relationship between MC and CP and IC amplifies the indirect relationship between MC and CP via CPE.Originality/valueThis research contributes to the MC and innovation literature by clarifying the linking role of engagement in transferring MC into employees' CP from a knowledge transfer perspective and identifies the critical role of IC in effectuating the impact of MC on CP.

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来源期刊

Leadership & Organization Development Journal MANAGEMENT-

CiteScore

7.70

自引率

6.10%

发文量

期刊介绍： The journal addresses a broad range of topics which are relevant to organizations and reflective of societal developments. Public and private sector organizations alike face ongoing pressure to streamline activities, improve efficiency and achieve demanding organizational objectives. In this context, the ability of senior managers to understand the culture and dynamics of organizations and to deliver strong leadership during periods of change, could be the difference between organizational failure and success.