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

新常态下电子辅导与工作绩效研究：领导-成员交流与自我效能感的关系认知机制

基本信息

批准号：
21K01733
负责人：
Hui Tak・Yin
金额：
$ 2.66万
依托单位：
Nagoya University of Commerce & Business
依托单位国家：
日本
项目类别：
Grant-in-Aid for Scientific Research (C)
财政年份：
2021
资助国家：
日本
起止时间：
2021-04-01 至 2024-03-31
项目状态：
已结题

项目摘要

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.

除了第一年收集的数据外，还按计划在中国和日本进行了进一步的数据收集。在中国，研究合作者收集了来自116对经理和下属的三对调查数据，而通过在线平台收集了来自1,100名全职员工的调查数据。来自中国的收集数据，由290个经理 - 求职对组成，由使用结构方程模型（SEM）进行分析。 SEM分析的结果揭示了四种电子教练行为，自我效能和工作角色表现之间的不同关系。具体而言，发现学习和情感自我效能感可以部分介导电子指导和表现之间的关系。此外，结果表明，领导者交换的质量（LMX）调节了三种类型的自我效能感对电子指导与绩效之间关系的中介作用。相似，还使用SEM分析了1,100名全职员工的日本数据。日本数据的发现与中国数据中的发现相似。 SEM分析表明，四种电子教练行为，自我效能和工作角色表现之间的差异关联。同样，只发现学习和情感自我效能感可以部分介导言语和非语言促进以及表现的三个维度之间的关系。