PurposeThis paper aims to explore the mechanism of influence on the subordinate's sense of gain at work (SGW) in terms of the coaching leadership behavior (CL), supervisor-subordinate guanxi (SSG) and commitment-based practice of human resource management (CHRM).Design/methodology/approachBased on the survey of 584 employees from 50 firms operating in China, this study explores the effect of CL on employees’ SGW, which concerns two dimensions: sense of material gain and sense of spiritual gain.FindingsResults show that the CL has a significant positive influence on both the subordinate’s sense of material gain and his/her sense of spiritual gain, in which there exists a mediating effect of SSG and moderating effects of CHRM for the influence.Practical implicationsThis study not only develops the theory of SGW, but also provides a scientific basis and policy suggestions for employers to implement in order to enhance their employees’ SGW.Originality/valueFew integrative studies have examined the impact of CL on employees’ SGW. Based on the Need-to-Belong Theory, this study adds new empirical evidence and constructs a theoretical model for the mechanism of influence on the SGW, examines the influence of CL on the subordinate’s SGW and finds a mechanism of transmission (SSG) and a boundary condition (CHRM) for the influence.