关键词: 知识型员工, 促进性教练, 领导行为真实性, 积极投入, 问题解决能力

Abstract: The enchanting appearance of the era of knowledge economy and the complex market dynamic competition, stimulating and improving the problem-solving ability, have become an important cornerstone and a tool for enterprises to innovate and develop in high-quality, so many enterprises have deeply realized that problem solving is an urgent need and inevitable way to deal with the great changes in the century. Problem solving ability refers to the ability of individuals to identify and find effective or applicable solutions to specific problems at work. This ability is related to the embodiment of individual work value of employees and the survival and development of enterprises, and its role can’t be underestimated in the current context of sustainable development of organizations. The knowledge economy society has put forward new requirements and challenges to the problem-solving ability of knowledge workers. How to effectively improve the problem-solving ability of knowledge workers needs to be given novel and unique solutions.
The paper constructs a mediated moderating effect model to empirically test the reinforcing effect and boundary conditions of the facilitation coaching on problem solving ability based on the path-goal leadership theory. In this paper, we construct a mediated moderating effect model to answer and solve the following questions: (1)Testing the driving factors of knowledge workers’ problem-solving ability. At present, there are few studies on the effectiveness of active involvement, and the attention to this process is not deep enough. Whether active involvement plays a mediating role in the influence of facilitative coaching on the problem-solving ability of knowledge workers, and whether it is a complete mediating role or a partial mediating role, need to be further analyzed and verified. (2)The situational effect of testing the authenticity of leadership behavior. Does the authenticity of leadership behavior play a moderating role in the relationship between facilitative coaching and problem-solving ability of knowledge workers? If so, at what stage does the moderating effect occur? The identification and testing of this regulating effect is also one of the key problems to be solved in this paper.
The findings show that facilitative coach behavior has a significant positive effect on knowledge-based employees’ problem solving ability, positive engagement mediates the positive relationship between promoting coaching behavior and problem solving ability, and leader’s behavioral integrity positively strengthens the direct effect of facilitative coaching on positive engagement and its further indirect effect on knowledge-based employees’ problem-solving ability. These findings enhance our understanding of the situational role of leadership behavior authenticity, and clarify the boundary conditions and integrated processes of facilitative coaching to enhanceemployees’ problem-solving ability.
The new positive response to the above problems shows the following three important contributions of this paper: First, using the path goal leadership theory, this paper fully analyzes how facilitative coaching promotes knowledge employees to improve their problem-solving ability, provides new understanding and insights into the effectiveness of facilitative coaching, and extends the explanatory range of the path goal leadership theory to improve their problem-solving ability; Second, it reveals the key intermediary mechanism of the coach behavior-employee outcome relationship, complements the importance of active input to fully stimulate the problem-solving ability of employees, and deepens its effect in the field of organizational management. Third, by explaining the moderating effect of the authenticity of leadership behavior, this paper helps to expand its unique explanatory power in the boundary conditions of problem-solving.

Key words: knowledge-based employees; facilitative coach; leader’s behavioral integrity; positive engagement; problem-solving ability