矛盾領導行為對工作績效之影響-以角色衝突、情緒耗竭為序列中介變項;Effects of the paradoxical leadership behavior on subordinate job performance: the Serial Mediating effect of role conflict and emotional exhaustion

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题名:	矛盾領導行為對工作績效之影響-以角色衝突、情緒耗竭為序列中介變項;Effects of the paradoxical leadership behavior on subordinate job performance: the Serial Mediating effect of role conflict and emotional exhaustion
作者:	石憲光;Shih, Hsien-Kuang
贡献者:	人力資源管理研究所在職專班
关键词:	矛盾領導行為;角色衝突;情緒耗竭;工作績效;Paradoxical Leadership Behavior;Role conflict;Emotional exhaustion;Job performance
日期:	2022-06-24
上传时间:	2022-07-13 16:28:15 (UTC+8)
出版者:	國立中央大學
摘要:	近年來，矛盾領導行為受到越來越多研究的關注。然而，多數研究仍是關注正面影響的部分，較少研究探討如何降低負面影響，進而有效促進員工工作成果。借鑒角色理論、社會學習理論及資源保存理論的觀點，本研究提出了主管的矛盾領導行為能夠影響部屬的角色衝突，並透過降低部屬角色衝突，進一步降低部屬的情緒耗竭，從而增加其工作績效。因此，本研究以線上問卷的方式訪問了181對主管和部屬作為研究樣本，並以主管的矛盾領導行為作為自變項，部屬的角色衝突與情緒耗竭作為中介變項，部屬的工作績效作為依變項，進行統計分析研究。研究結果得出以下結論：(1)主管矛盾領導行為會正向影響部屬的工作績效。表示當主管展現矛盾領導行為越強時，部屬的工作績效表現越好；(2)部屬的角色衝突在主管矛盾領導行為和部屬的工作績效間未具有中介效果；(3)部屬的情緒耗竭在主管矛盾領導行為和部屬的工作績效間未具有中介效果；(4)部屬的角色衝突與情緒耗竭在主管矛盾領導行為與工作績效間具有序列的部分中介效果，表示主管的矛盾領導行為展現的越強，不僅可以直接影響部屬的工績效，也可以透過降低部屬的角色衝突，進而降低部屬的情緒耗竭，間接提升部屬的工作績效。 ;In recent years, paradoxical leadership has received increasing research attention. However, most studies still focus on the positive impact of paradoxical leadership, and few studies explore how to reduce the negative impact and thus effectively improve employee performance. Drawing upon the role theory, social learning theory and conservation of resource theory perspective, we propose that the supervisor’s paradoxical leadership behavior can affect subordinate’s role conflict. By reducing subordinate’s role conflict, we can decrease subordinate’s emotional exhaustion and further increase their job performance. Therefore, this study used an online questionnaire to interview 181 pairs of supervisors and subordinates as research samples and used SPSS and Amos for statistical analysis. The research framework took supervisors′ paradoxical leadership behavior as the independent variable, subordinates′ role conflict and emotional exhaustion as the mediating variables, and subordinates′ job performance as the dependent variable. The result of the study indicates that (1) The supervisor’s paradoxical leadership behavior will positively affect the subordinate’s job performance. It means that when the supervisor demonstrates a stronger the paradoxical leadership behavior, the subordinate′s job performance is better. (2) the role conflict of the subordinate did not have a mediating effect between the supervisor’s paradoxical leadership behavior and the subordinate’s job performance; (3) the emotional exhaustion of the subordinate did not have a mediating effect between the supervisor′s paradoxical leadership behavior and the subordinate′s job performance; (4) the subordinate′s role conflict and emotional exhaustion have a serial partial mediating effect between the supervisor′s paradoxical leadership behavior and the subordinate’s job performance, the results indicate that supervisor shows the stronger paradoxical leadership behavior not only directly affect the subordinate′s job performance but also indirectly improve subordinate’s job performance through reducing the subordinate′s role conflict and emotional exhaustion.
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