綜觀近二十年來管理科學領域中針對領導延伸至追隨力的研究，隨著高度不確定、複雜性及競爭程度的全球組織環境發展變化快速，追隨者經常在職場上面臨了矛盾對立的競合局勢，即會展現出矛盾追隨行為，以符合個體、顧客、主管或組織不同的需求及期待。然而矛盾追隨行為是一門新興研究議題，過往探討部屬矛盾追隨行為前因與後果的文獻鮮少，且仍未有學者以人格特質及個人績效責任作為變數進行研究分析，故本研究擷取部屬的模糊容忍度及經驗開放性等兩項人格特質做為前因；以部屬的熟練度行為、適應性行為及主動性行為等三項工作角色行為做為後果，進一步探討矛盾追隨行為的前因與後果。 本研究蒐集台灣企業之樣本，共回收669份有效主管部屬配對問卷，並採用結構方程模型分析方法統計研究結果，最終證明了員工的模糊容忍度確實為矛盾追隨行為的形成前因，能強化矛盾追隨行為的展現，也確認了矛盾追隨行為會影響員工的熟練度、適應性及主動性三種工作角色行為。 ;Looking at the research on leadership extension to followership in the field of management science in the past two decades, rapid changes in the global organizational environment with high uncertainty, complexity and competition have led followers to often face conflicting and confrontational situations in the workplace. Because of this, paradoxical followership behaviors (PFB) has been shown to meet the different needs and expectations of individuals, customers, supervisors or organizations. However, PFB is an emerging research topic. Past literature has rarely touched on the causes and consequences of PFB, and there are still no scholars who use the personality traits and individual performance responsibilities as variables to conduct research and analysis. Therefore, this study draws on the subordinates. Two personality traits, namely tolerance for ambiguity and openness of experience, are used as the antecedents. The three work-role behaviors, namely proficiency behavior, adaptive behavior and proactive behavior, are taken as the consequences, and the causes and consequences of PFB are further explored. This study collected 669 valid subordinates’ questionnaires for the competent departments from Taiwanese companies. The results of structural equation modeling analysis were used to prove the tolerance for ambiguity of employees. PFB also confirms that it will affect the employee′s proficiency, adaptive and proactive behavior.
