矛盾領導行為、矛盾追隨行為與部屬適應性行為關聯性之探討-不確定性規避的調節式中介效果的檢驗;A Study of Paradoxical leadership behavior , Paradoxical followership behavior , Adaptivity：The Moderated Mediation Effect of Uncertainty Avoidance.

NCUIR > School of Management at National Central University > Executive Master of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/80097

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/80097

Title:	矛盾領導行為、矛盾追隨行為與部屬適應性行為關聯性之探討-不確定性規避的調節式中介效果的檢驗;A Study of Paradoxical leadership behavior , Paradoxical followership behavior , Adaptivity：The Moderated Mediation Effect of Uncertainty Avoidance.
Authors:	蘇品真;Su, Pin-Chen
Contributors:	人力資源管理研究所在職專班
Keywords:	矛盾領導行為;矛盾追隨行為;不確定性規避;適應性行為;Paradoxical Leadership Behavior;Paradoxical Followership Behavior;Uncertainty avoidance;Adaptive behavior
Date:	2019-07-09
Issue Date:	2019-09-03 12:09:57 (UTC+8)
Publisher:	國立中央大學
Abstract:	VUCA世代的來臨，市場環境的變化與複雜程度遠超乎我們所認知和想像，工作者需具備更好的適應能力來適應所處之環境與多變的任務，在充滿衝突與對立的實務工作中，引發工作者必須思考既相互矛盾又相互依存的方法，讓兩極的衝突可以彼此成就。從領導者與追隨者間的互動關係來看，由於過去並未探討部屬的矛盾追隨行為在主管矛盾領導行為與部屬適應性之間所扮演之角色，此研究缺口便引發了本研究的動機。除此之外，個人對於不確定性的規避程度是否影響矛盾行為與適應性間的關係，與矛盾行為是否存在可能之替代關係，也是本研究希望探討的。本研究搜集台灣企業之主管與部屬配對問卷樣本共669份，透過兩階段發放的方式避免共同方法變異，其研究結果為：（1）主管的矛盾領導行為與部屬適應性成正相關，且部屬的矛盾追隨行為呈現完全中介的效果（2）部屬的不確定性規避在矛盾追隨行為與適應性行為間，調節效果成立（3）部屬的不確定性規避會調節部屬的矛盾追隨行為對主管的矛盾領導行為與部屬適應性行為間的中介效果。 ;Along with the coming of VUCA world , the changes and complexities of market environment are far beyond our understanding and imagination. Employees need to adapt to their environment and tasks more rapidly and paradoxically . To examine the interaction between leaders and followers , previous research didn’t explore the role paradoxical followership behavior of the subordinates played in between the relationship of the leaders’ paradoxical leadership behavior and subordinates’ adaptivity and whether individuals′ uncertainty avoidance will affect this relationship. Therefore, the motive for this study was triggered to explore the possible alternative correlation. In this study, 669 samples of paired-up questionnaires between managers and subordinates in Taiwanese enterprises were collected. To avoid common method variations, the questionnaires were distributed in two phases. The results were found that (1) Paradoxical leadership behavior of managers was positively correlated with subordinates’ adaptivity, and subordinate′s paradoxical followership behavior had complete mediated effect; (2) Uncertainty avoidance of subordinates had moderated effect between paradoxical followership behavior and adaptivity of the subordinates. (3) Uncertainty avoidance of subordinates moderated the mediated effect of subordinates′ paradoxical followership behavior on supervisors′ paradoxical leadership behavior and subordinate’s adaptivity.
Appears in Collections:	[Executive Master of Human Resource Management] Electronic Thesis & Dissertation

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