This study aims to verify the impact of managerial coaching behaviors on the innovative behavior of employees, mediating effects of positive psychological capital, and provide suggestions on how to better adapt to the rapidly changing organizational environment. Based on previous theories of managerial coaching behaviors, innovative behaviors, positive psychological capital and emotional intelligence, the study puts forward 4 key research hypotheses. Reliability and validity tests were carried out by using data collected on managerial coaching behaviors and innovative behaviors. The hypotheses are verified through structural equation modeling. In order to verify the established hypothesis, a survey was conducted on members of manufacturing companies in Bokyeong, China, from August to September 2023. A total of 300 response questionnaires were collected, and the final 252 questionnaires, excluding unfaithful responses, were used for empirical analysis. Frequency analysis, reliability analysis, validity analysis, confirmation factor analysis, correlation analysis, structural equation model analysis, and multi-stage regression analysis were performed on the collected data using SPSS 24.0 and AMOS 24.0. The study on the impact of managerial coaching behaviors on innovative behaviors, with positive psychological capital being as the mediator and emotional intelligence being as the moderator, indicates that managerial coaching behaviors have positive effects on positive psychological capital, and positive psychological capital holds positive effects on innovative behaviors. Moreover, positive psychological capital as the mediating variable and emotional intelligence as the moderating variable have effects on the relationship between managerial coaching behaviors and innovative behaviors. This study extended the existing previous studies to provide theoretical and practical implications by verifying the relationship between the Managerial coaching behaviors and innovative behaviors.