A Study on the Effects of Coaching Leadership on Psychological Well-Being and Followership = 코칭 리더십이 심리적 웰빙과 팔로우십에 미치는 영향 연구

다국어 초록 (Multilingual Abstract)

Along with the economic development in China and the establishment of the modern enterprise system, Chinese enterprises have realized rapid development, especially about Internet technology enterprises which are competing with leading multinational enterprises around the world. Through research of this subject, the blank of relevant research can be made up. Along with the social development, enterprises are paying more attention to employees' welfare and well-being. This empirical research can provide theoretical guidance for enterprises' improvement of their employees' well-being. Through verifying the mediating effects of organization-based self-esteem and employees' proactivity, the approach for improving employee followership and psychological well-being can be found, providing relevant theoretical bases for enterprises.
After online and offline data collection, we analyzed such data with SPSS22.0. The Hypothesis testing methods were adopted: linear regression, testing of the mediating effects and moderating effects. Before hypothesis testing, validity analysis, factor analysis and correlation analysis were carried out. At last, the hypotheses of this paper were verified through analysis of statistical data.
Through hypothesis testing, the following hypotheses were supported: Coaching leadership style plays a positive role for employees' organization-based self-esteem, proactivity, followership and psychological well-being.
The mediating effects of organization-based self-esteem between coaching leadership and psychological well-being, and between coaching leadership and followership were verified. The mediating effects of proactivity between coaching leadership and psychological well-being, and between coaching leadership and followership were verified.
However, the moderation effect of psychological ownership on relationship between organization-based self-esteem and employees' followership, and the moderation effect of psychological ownership on relationship between proactivity and psychological well-being were not supported.

목차 (Table of Contents)

• TABLE OF CONTENTS
• 1. Introduction 1
• 1.1 Research background 1
• 1.2 Research significance 3
• 1.3 Research structure 5
• 2. Theoretical Background 6
• 2.1 Coaching leadership 6
• 2.2 Organization-based self-esteem 9
• 2.3 Proactivity 11
• 2.4 Followership 14
• 2.5 Psychological well-being 17
• 2.6 Psychological ownership 19
• 3. Research Hypotheses and Research Model 22
• 3.1 Research hypothesis 22
• 3.1.1 Coaching leadership and organization-based self-esteem 22
• 3.1.2 Coaching leadership and employee proactivity 23
• 3.1.3 Coaching leadership and employee followership 23
• 3.1.4 Coaching leadership and psychological well-being 24
• 3.1.5 The Mediating effect of organization-based self-esteem 25
• 3.1.6 The Mediating effects of proactivity 26
• 3.1.7 The Moderating effect of psychological ownership 27
• 3.1.8 Research model 29
• 4. Research Method 30
• 4.1 Questionnaire design 30
• 4.2 Research object and data collection 31
• 5 Empirical Analysis and Hypothesis Testing 32
• 5.1 Sample characteristics 32
• 5.2 Reliability analysis 36
• 5.3 Validity analysis 37
• 5.4 Correlation analysis 40
• 5.5 Hypothesis testing 41
• 6. Conclusion 54
• 6.1 Research Conclusion 54
• 6.2 Research lmplications 56
• 6.3 Limitations and Future Research 57
• References 59
• Appendix 66