This study aimed to verify the impact of servant leadership on innovative behaviour in non-governmental organisations (NGOs). It particularly investigated the role of a mediator for self-efficacy in the relationship between servant leadership and innovative behaviour. This study defined the organisational psychology-behaviour mechanism in non-profit organisations by verifying the moderated mediating effect of vocational calling in the relationship between servant leadership, self-efficacy, and innovative behaviour. The 174 pilot samples used in this study comprised community service participants in NGOs. The analysis verified the hypothesis set through causal correlations among four variables using regression analysis and the PROCESS macro developed by Hayes. Vocational calling played a moderating role in the relationship between servant leadership and self-efficacy, and vocational calling had a conditional effect on the impact of servant leadership on innovative behaviour through self-efficacy. Meanwhile, self-efficacy fully mediated servant leadership and innovative behaviour. Based on the verification of the mechanism of organisational psychology-action, this study sought ways to develop the organisation of NGOs and improve the working environment.

中文翻译：

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仆人领导对自我效能感和创新行为的影响：对职业呼唤的适度中介作用的验证

本研究旨在验证非政府组织中仆人领导对创新行为的影响。它特别调查了自我效能的调解人在仆人领导与创新行为之间的关系中的作用。这项研究通过验证职业呼唤在仆人领导，自我效能和创新行为之间的关系中所起到的中介作用，定义了非营利组织的组织心理-行为机制。本研究使用的174个试点样本包括非政府组织的社区服务参与者。该分析使用回归分析和Hayes开发的PROCESS宏通过四个变量之间的因果相关性验证了假设设置。职业呼唤在仆人领导与自我效能之间的关系中起着调节作用，职业呼唤对仆人领导通过自我效能对创新行为的影响产生条件性影响。同时，自我效能感充分地介导了仆人的领导能力和创新行为。在验证组织心理行为机制的基础上，本研究寻求发展非政府组织组织和改善工作环境的方法。