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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，通过研究合作者收集了116对管理者和下属的三波调查数据，并通过在线平台收集了1，100名全职员工的调查数据，对收集到的290对管理者和下属的数据进行了结构方程模型（SEM）分析。结构方程模型分析的结果显示，四个电子教练行为，自我效能感和工作角色绩效之间的显着关系。具体而言，学习和情绪自我效能感被发现部分调解电子教练和性能之间的关系。此外，研究结果还表明，领导-成员交换（LMX）的质量在三种自我效能感对电子辅导与绩效关系的中介作用中起到了调节作用。同样，本文还对来自日本的1,100名全职员工的数据进行了结构方程模型分析。日本数据的结果与中国数据的结果相似。SEM分析表明，四个电子教练行为，自我效能感和工作角色绩效之间的差异关联。同样，只有学习和情绪自我效能感被发现部分中介之间的关系，言语和非言语促进和三个维度的表现。