威權領導在實證研究中有其負面影響，但依舊為華人企業組織下所廣泛運用的領導風格，本研究旨在了解主管對於自我威權領導的個人期待與部屬對主管威權領導的個人期待的一致對部屬工作行為的影響程度，雙方的個人期望一致程度是否影響部屬在適應性績效及任務性績效的工作行為表現，以及高低顯著的關聯性。 本研究以主管及部屬的配對進行兩階段的問卷調查，對台灣企業發放紙本或電子線上問卷，共回收了167份有效配對問卷，根據多項式迴歸分析及反應曲面分析的結果發現：（1）主管對自我威權領導的個人期待與部屬對主管威權領導個人期待的一致低適配關係，對於部屬有較高適應性績效行為影響；（2）主管對自我威權領導的個人期待與部屬對主管威權領導個人期待的一致低適配關係，對於部屬有較高任務性績效行為影響；（3）主管對自我威權領導的個人期待低與部屬對主管威權領導個人期待高的不一致適配關係，對於部屬行為有較高適應性績效行為影響。 本研究建議主管的威權領導行為是可以建立在雙方期待一致的關係下，維持良好的組織互動，並在工作行為上發揮其正向影響力，最終締造組織、主管與部屬三贏的存在價值。 ;Authoritarian leadership has its negative effects in empirical research, but it is still a leadership style widely explore in Eastern corporate organizations. This study aims to understand how the supervisor’s personal expectations of self-authoritarian leadership and subordinates’ personal expectations of supervisory authoritarian leadership are consistent with each other. In this study was found that：(1) The supervisor’s personal expectation of self-authoritative leadership is consistent with the subordinate’s personal expectation of the supervisor’s authoritarian leadership, which has a higher impact on subordinates’ adaptive performance behavior；(2) The supervisor’s personal expectation of self-authoritarian leadership is consistent with the subordinate’s personal expectation of the supervisor’s authoritarian leadership. It has a higher impact on subordinates’ task performance behavior；(3) The low personal expectations of supervisors for self-authoritarian leadership are inconsistent with the high personal expectations of subordinates for supervisory authoritarian leadership, which have a higher adaptive performance behavior impact on subordinates′ behavior. This research suggests that the authoritative leadership behavior of supervisors can be established under the relationship of mutual expectations, maintain good organizational interaction, and exert their positive influence on work behavior, and ultimately create the existence value of a win-win-win for organizations.
