A Study of E-coaching and Work Performances under the New Normal: The Relational-cognitive Mechanism of Leader-member Exchange and Self-efficacy

除了第一年收集的数据外，还按原计划在中国和日本进行了进一步的数据收集。在中国，研究合作者收集了116对经理和下属的三波调查数据，同时通过在线平台收集了1,100名全职员工的调查数据，并对收集到的290对经理-下属数据进行了结构方程模型分析。结构方程分析的结果显示，四种电子教练行为、自我效能感与工作角色绩效之间存在显著的相关关系。具体地说，学习和情绪自我效能感被发现在电子教练和成绩之间的关系中起到部分中介作用。此外，研究结果还发现，领导-成员交换(LMX)的质量在三种自我效能感对电子教练与绩效关系的中介作用中起到了中介作用。日本数据得出的结果与中国数据得出的结果相似。结构方程分析表明，四种电子教练行为、自我效能感和工作角色表现之间存在不同的关联。同样，只有学习和情绪自我效能感被发现在言语和非言语促进与表现的三个维度之间的关系中起部分中介作用。

Further data collection was carried out in China and Japan as originally planned, in addition to the data collected in the first year. In China, three waves of survey data from 116 pairs of managers and subordinates were collected by research collaborators, while survey data from 1,100 full-time employees were collected through an online platform.The collected data from China, consisting of 290 manager-subordinate pairs, was subjected to analysis using structural equation modeling (SEM). The results of the SEM analysis revealed distinct relationships between the four e-coaching behaviors, self-efficacy, and work role performance. Specifically, learning and emotional self-efficacy were found to partially mediate the relationships between e-coaching and performance. Additionally, the results indicated that the quality of leader-member exchange (LMX) moderates the mediation effects of the three types of self-efficacy on the relationship between e-coaching and performance.Similarly, the Japanese data from 1,100 full-time employees was also analyzed using SEM. The findings from the Japanese data are similar to those from the Chinese data. The SEM analysis demonstrated differential associations between the four e-coaching behaviors, self-efficacy, and work role performance. Similarly, only learning and emotional self-efficacy were found to partially mediate the relationships between verbal and non-verbal facilitation and the three dimensions of performance.