分类号：C93 密级：公开
研究生学位论文
论文题目（中文）
领导教练行为、批判性思维和内在动机对员
工创新行为的影响机制：领导-成员交换的调
节效应
论文题目（外文）
Mechanism of Leadership Coaching, Critical
Thinking and Intrinsic Motivation on
Employee Innovation Behavior: Regulatory
Effect of Leadership-Member Exchange
研究生姓名 张琪
学科、专业 工商管理·企业管理
研究方向 人力资源管理
学位级别 硕士
导师姓名、职称 屠兴勇 副教授
起止年月 2016年12月至2018年4月
论文提交日期 2018年 4 月
论文答辩日期 2018年 5 月
学位授予日期 2018年 6 月
校址：甘肃省兰州市
I
II
领导教练行为、批判性思维和内在动机对员工创新行
为的影响机制：领导-成员交换的调节效应
中文摘要
知识经济时代下的竞争已然不是传统物质资源的比拼和争夺，员工的个体特
质以及创新能力已成为企业争夺和保有市场竞争力不可或缺的因素，是企业快速
发展的原动力。因此，对员工创新机制的研究既符合时代发展的潮流，也为中国
企业未来员工的发展和激励提供理论参考。锁定已有对于员工创新行为的研究，
大多基于组织层面，即便有关于员工个人层面的研究，也停留在较单一的对个体
动机和目标取向的研究，鲜有研究将员工动机和思维特质置于同一模型

基于现有研究的疏漏，通过对现有国内外相关文献的梳理，本文利用个体认
识论和自我决定理论，将领导教练行为作为前因变量，创新的将内在动机和批判
性思维作为中介变量，构建一个具有调节效应的理论模型，深入探究了领导教练
行为对员工创新行为的影响机制。研究采用问卷调查的方法，收集了26家企业
共322份有效问卷，实证检验发现：1）领导教练行为对员工创新行为具有正向
影响作用；2）内在动机和批判性思维均部分中介了领导教练行为和员工创新行
为之间的关系；3）领导成员交换对内在动机、批判性思维和员工创新行为的影
响路径中是起到正向调节作用。本文拓宽了批判性思维和个体认识论的研究领域，
为员工个人提升创新能力提供了参考，同时也有利于领导者转变教练方式，选择
更有利于增强员工创新意愿和行为的领导行为

关键词：教练行为，内在动机，批判性思维，领导成员交换，员工创新行为
III
Mechanism of Leadership Coaching, Critical
Thinking and Intrinsic Motivation on Employee
Innovation Behavior: Moderation Effect of
Leadership-Member Exchange
Abstract：
Nowadays, the competition among enterprises is not restrict to struggle material
resource, but individual characteristics and employee innovation, which have become
the most important factors that determine the core competitiveness and the driving the
rapid development of enterprises. Therefore, the research on employee innovation
mechanism not only accords with the trend of the times but provides a theoretical
reference for the future development and motivation of Chinese enterprises. Most of
the previous research on employee innovation behavior is based on organizational level.
Even if there is research on employee personal level, few researches put employee
motivation and thinking characteristics into a model.
Based on these, through the collation of the existing literature both at home and
abroad, we make use of individual epistemology and self-determination theory and
construct a theoretical model with adjustment effect, taking coaching leadership as the
antecedent variable, intrinsic motivation and critical thinking as intermediary variables.
In this research, valid data were collected by questionnaire, and the related conclusions
were strived from the empirical analysis: 1) coaching leadership has a positive effect
on employee innovation; 2) intrinsic motivation and critical thinking have a mediation
effect on the relationship between leadership coaching and employee innovation; 3)
coaching leadership play a positive regulatory role in the intrinsic motivation, critical
thinking and employee innovation behavior path. This article broadens the research
field of critical thinking and individual epistemology, provides a reference for
individual employees to enhance their innovative abilities, and it helps managers to
change their leadership style and choose a leadership style that is more conducive to
enhancing the willingness and behavior of employees to innovate.
Key words: coaching leadership, intrinsic motivation, critical thinking, employee
innovation behavior, leader-member exchange