부산대학교 도서관

Coaching leadership is emerging as an important element of organizational performance that increases creative innovative behavior as well as psychological factors of members as leaders directly influence members within the organization. However, despite this importance, structural studies on various situational factors and mediating factors regarding coaching leadership and psychology are insufficient. In addition, the research on the individual level of HR manager, which is known to be a major variable between human resource management and organizational performance, is even less. Therefore, this paper examines the effects of the coaching leadership of leaders on innovative behavior of HR managers. In addition, by examining the mediating effects of positive psychological capital and organizational commitment, the objective of this paper is to empirically verify the influence of these variables on innovative behavior of HR manager. The results of the empirical analysis were as follows: First, the relationship between coaching leadership and innovative behavior of HR manager, positive psychological capital, and organizational commitment was mostly positive. Second, positive psychological capital had a positive influence on organizational commitment and innovative behavior. Third, organizational commitment and positive psychological capital had partial mediating effects.