主管威權領導行為對部屬行為與績效的影響—以部屬對主管威權領導的期待為調節變項

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题名:	主管威權領導行為對部屬行為與績效的影響—以部屬對主管威權領導的期待為調節變項
作者:	林偉新;Lin, Wei-Hsin
贡献者:	高階主管企管碩士班
关键词:	威權領導;契合理論;離職傾向;LMX;任務熟練度;Authoritative leadership;fit theory;turnover intention;LMX;job proficiency
日期:	2020-07-10
上传时间:	2020-09-02 17:06:27 (UTC+8)
出版者:	國立中央大學
摘要:	家長式領導目前廣泛的運用在華人企業中，其中威權領導為家長式領導中研究概念最鮮明的領導模式。而威權領導隨著時代的演進，已逐漸不被完全採用，若對於威權領導無法完全掌控，將導致領導者與部屬間距離過大，影響部屬對於工作的積極性及效能呈現。個人與組織的契合為企業人力資源管理重要面向，企業和部門發展需要主管與部屬的相互配合，彼此對於工作的認同與期待更是穩固企業發展的要素。故本研究將以威權領導與契合理論之關聯為主題，探討主管威權領導對於部屬行為態度間的影響。本論文的主要目的是探討威權領導行為和部屬威權領導期待程度對於部屬離職傾向、LMX和任務熟練度之影響。透過研究分析可得知：（1）威權領導行為會提高部屬的離職率，但只要部屬也是傾向威權領導，那部屬離職傾向的正向影響將被減緩（2）威權領導會降低主管與部屬的交換關係，但只要部屬也是傾向威權領導，那LMX負向影響將被減緩（3）當部屬對於主管呈現低威權領導期待，則主管威權領導行為的增加會提升部屬的任務熟練度；另則反之。故主管的領導風格及部屬對於領導風格的期待高低，將影響部屬不同行為與態度的呈現。領導者可從交給部屬任務中試探部屬對於威權領導的期待高低，再施以最適配的高度或低度威權領導，降低部屬可能產生的離職等負面現象。雖然現在企業中使用威權領導模式的佔比較少，但本研究在實務上仍具有一定的運用性，上述三點研究分析可為主管或領導管理企業提供有力參考。;At present, paternalistic leadership is widely used in Chinese enterprises, among which the authoritarian leadership is the most obvious one in the concept of paternalistic leadership. As the development of the Times, the authoritarian leadership has gradually not been fully adopted. If the authoritarian leadership can not be fully controlled, it will lead to excessive distance between leaders and subordinates, and affect subordinates′enthusiasm for work and performance. The fit between individual and organization is an important aspect of human resource management in enterprises. The development of enterprises and departments needs the cooperation of supervisors and subordinates. The purpose of this study is to explore the relationship between authoritative leadership and fit theory, and to explore the influence of authoritative leadership on subordinates′behavior. The purpose of this paper is to explore the effects of authoritative leadership behavior and subordinate authoritative leadership expectation on turnover intention, LMX and task proficiency. According to the research and analysis, (1) authoritarian leadership behavior can increase the turnover rate of subordinates, but as long as subordinates are also inclined to authoritarian leadership, (2) an authoritarian leader may reduce the exchange between supervisors and subordinates, but as long as subordinates also lean toward an authoritarian leader, the negative impact of LMX will be mitigated. (3) when subordinates have low expectation of authoritative leadership, the increase of authoritative leadership behavior will improve subordinates′task proficiency. Therefore, the leadership style of the supervisor and the expectation of the subordinates on the leadership style will influence the presentation of different behaviors and attitudes of the subordinates. The leader can test the expectation of the subordinates to the authoritative leader from the task of the subordinates, and then apply the most suitable high or low authoritative leader to reduce the negative phenomena such as the turnover of subordinates. Although the use of authoritarian leadership in enterprises is relatively small, but this study still has some practical application, the above three research analysis can provide a strong reference for managers or leaders to manage enterprises.
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