本研究以部屬為中心的內隱領導理論作為主要視角，結合講究兼容並蓄為領導風格的悖論領導作為主體，探討部屬對於主管展現悖論領導的期待與實際感知一致性，與部屬心理安全感、員工建言及創新工作行為之間的關係。透由深入理解悖論領導與部屬之間的動態互動，以探索對於組織內部運作的影響。 本研究蒐集243份的主管與部屬配對樣本深入探討。研究結果顯示，當部屬對於主管的悖論領導期望與感知一致性高時，未能直接促發部屬展現創新工作行為。而是，需透由心理安全或員工建言做為中介因子，提升部屬的創新工作行為，同時，心理安全與員工建言二者具有序列中介的效果。此外，亦針對研究結果、學術貢獻、管理意涵、研究限制等進一步的說明，以豐富領導者與組織行為之間關係的理解。;This research adopts the subordinates-centered implicit leadership theory as the primary perspective, combined with paradoxical leader behavior, which emphasizes the both-and leadership styles, as its main concept. Exploring the consistency between followers′ expectations and actual perception of paradoxical leader behavior presented by supervisors, which examines the relationships be-tween subordinates’ psychological safety, employee voice behaviors and innovative work behavior. Through deeply understanding the dynamic interaction between Leaders’ paradox-ical leader behavior and subordinates’ to explore its impact on internal operations of the or-ganization. This study collected about 243 paired samples of supervisors and subordinates for in-depth discussion. The research reveals that when subordinates′ expectations and percep-tions are in high congruence of leaders’ paradoxical leader behavior, it does not directly stimulate subordinates to exhibit innovative work behavior. Instead, it is necessary to use psychological safety or employee voice behaviors as the mediating factor, to enhance subor-dinates′ innovative work behaviors. Furthermore, this study also provides further explana-tions from the perspectives of research results, academic contributions, management impli-cations, and research limitations, in order to strengthen the understanding of the relationship between leaders and organizational behavior.
