教練式領導風格對工作績效的影響：組織創新氣氛、組織自尊與團隊凝聚力的中介效果

Abstract

本研究旨在探討教練式領導風格對工作績效的影響，並以組織自尊、組織創新氣氛與團隊凝聚力為中介變項，檢驗其間接影響機制。面對後疫情時代的快速變遷、遠距工作常態化與 Z 世代逐步進入職場，傳統領導風格已難以因應組織對彈性、創新與人本關懷的需求。教練式領導強調信任、支持與自主性，逐漸成為企業提升創造力與績效的關鍵策略，惟相關實證研究在臺灣職場情境仍相對有限。本研究採問卷調查法，針對臺灣企業之主管與員工進行調查，回收214份有效問卷。研究工具涵蓋敘述統計、相關分析、單因子變異數分析與中介效果檢定，以驗證教練式領導對工作績效的影響途徑。研究模型建構於理論基礎上，假設教練式領導可正向影響組織自尊，並進一步透過營造創新氣氛與凝聚團隊共識，間接提升員工績效表現。本研究結果顯示，教練式領導風格對工作績效具有顯著正向總效果，並主要透過組織自尊、組織創新氣氛（以領導效能與環境氣氛構面為主）與團隊凝聚力產生中介影響，支持本研究所建構之中介模型，亦反映教練式領導於當代組織管理實務中之應用價值。This study investigates the impact of coaching leadership style on job performance, with organizational-based self-esteem, organizational innovative climate, and team cohesion serving as mediating variables. In the post-pandemic era, the widespread adoption of remote work and the increasing presence of Generation Z in the workforce have challenged the adequacy of traditional leadership styles. Emphasizing trust, support, and autonomy, coaching leadership has emerged as a key strategy for fostering creativity and enhancing performance. However, empirical research on this leadership approach remains limited in the Taiwanese context.A questionnaire survey was conducted among supervisors and employees in Taiwanese enterprises, yielding 214 valid responses. The study employed descriptive statistics, correlation analysis, one-way ANOVA, and mediation analysis to explore the mechanisms through which coaching leadership influences job performance. Grounded in theoretical frameworks, the proposed model hypothesized that coaching leadership positively enhances organizational-based self-esteem, and indirectly improves job performance through the promotion of an innovative climate and stronger team cohesion.The results indicate that coaching leadership has a significant positive total effect on job performance, primarily mediated by organizational-based self-esteem, organizational innovative climate—especially the subdimensions of leadership effectiveness and environmental atmosphere—and team cohesion. These findings validate the proposed mediation model and highlight the practical value of applying coaching leadership in contemporary organizational management.