IT분야 관리자의 코칭행동이 조직구성원의 혁신행동에 미치는 영향: 창의적 자기효능감의 매개효과와 LMX의 조절효과를 중심으로

Innovation is essential for survival and competitive advantage in a business environmentwhere forecasts are uncertain due to rapid technological change in recent years. In order for innovationto be successful, it is necessary to study the influencing factors that promote the innovative behaviorsof subjective organizational members. The role of leaders in motivating and facilitating the innovationof individual employees in their organization is becoming more important as they recognize thenecessity of innovation in their own organization. The purpose of this study is to investigate thedirect effects of manager's coaching behaviors on innovative behaviors of the employees, to identifythe mediating effects of creative self-efficacy, which is psychologic mechanism, and to investigatethe moderating effects of leader member exchange(LMX) of the relationship between manager’scoaching behavior and creative self-efficacy.For the empirical analysis of this study, we surveyed the IT workers in Seoul and capitalarea and used 387 copies for final analysis. To validate the research model, SPSS 25.0 was used.AMOS 25.0 was used for confirmatory factor analysis(CFA), and the mediating and moderating effectswere verified using SPSS Process Macro 3.0(Hayes, 2012).The results of this study are as follows. First, managerial coaching behaviors have a positivesignificant effect on innovative behavior and creative self-efficacy of organizational members. Second,the creative self-efficacy of organizational members has significant influence on innovative behavior.Third, it was confirmed that creative self-efficacy positively mediated the relationship betweenmanagerial coaching behavior and innovative behavior of organizational members. Fourth, LMX wasfound to moderate the relationship between managerial coaching behavior and creative self-efficacyof organizational members.This study extends the research area, which have not been studied sufficiently so far, onthe effects of managerial coaching behavior of the manager by examining the direct influence onthe innovative behavior of IT organizational employee. In addition, this study presented the newpath model by identifying the possible parameters and the control variables, and analyzed theinfluencing effects between managerial coaching behavior and organizational member’s innovativebehavior by confirming the interaction of manager and the member.As the fourth industrial revolution has recently appeared, in the situation where enterpriseinnovation is urgently required for competitive advantage and survival, this study practically providesan effective way to maximize the innovative behavior of organizational members by acceleratingthe manager’s coaching behavior and the members’ creative self-efficacy simultaneously.