隨著組織中的環境變得更加快節奏、競爭性和全球化，組織的內部運作過程也變得更加複雜，並帶來越來越大、越來越多樣化的衝突需求。為了使組織能夠長期的發展，領導者需要具備雙元性以同時接受和協調這些持續存在的複雜性和互相矛盾的所有要求，他們對於這種緊張局勢的反應將是決定組織命運的重要因素。但是，若是領導者直接將這樣雙元的想法、決策聚焦於一個部屬而非領導整個組織或團隊時，則僅有領導者具有雙元的認知是不夠的，如此反而會給部屬帶來負面影響。因此，本研究以181對主管和部屬作為研究樣本，探討具有矛盾領導行為的領導者是否能夠有效的引導部屬更好的執行雙元性任務並提高其工作表現。研究結果表示，主管的矛盾領導行為並不能直接影響部屬的工作角色績效。但是，可以透過影響部屬的雙元行為，來提高其工作角色績效。並且，部屬的創新工作行為在主管的矛盾領導行為與部屬的工作角色績效之間也具有中介效果。但是，相較於雙元行為來說，創新工作行為的中介效果比較微弱。另外，主管的矛盾領導行為還可以透過影響部屬的雙元行為來提高其創新工作行為，最終導致其工作角色績效的提高。;In a changing, competitive, and globalized environment, the internal management of the organization becomes more complicated. Therefore, leaders need to be ambidextrous to deal with the conflict situations for the long-term development of the organization. However, if leaders concentrate the ambidextrous thinking and decision-making on subordinates rather than on the team or entire organization, it will have negative influences on subordinates who don′t have ambidextrous. Therefore, in this study, 181 data which are pairs of supervisors and subordinates are used to investigate whether supervisors with paradoxical leadership behavior effectively guide subordinates to perform well in ambidextrous tasks and improve their work role performance. The study shows that although leaders with paradoxical leadership behavior have no direct impact on the work role performance of subordinates, the individual ambidexterity and innovative work behavior have mediating effect between the paradoxical leadership behavior of leaders and the work role performance of subordinates. That is to say, leaders with paradoxical leadership behavior influence the individual ambidexterity of subordinates to improve their innovative work behavior and ultimately improve their work role performance.
