本研究探討主管悖論思維之期待與感知一致性對組織公民行為的影響，並從內隱領導理論的視角，分析關係認同與心理安全感在其中的中介與調節作用。悖論思維指的是領導者在面對看似相互矛盾的目標時，如何同時兼顧與平衡這些需求，以提升組織績效與員工行為表現。當部屬對主管具悖論思維的期待與實際感知一致時，將有助於提升組織公民行為，而關係認同則可能在此影響路徑中發揮關鍵的中介作用。此外，心理安全感可進一步調節部屬對主管悖論思維一致性的感知，影響關係認同與組織公民行為表現。 本研究採用問卷調查法，以台灣企業中不同產業的主管與部屬為研究對象，透過兩階段問卷蒐集數據，並以統計分析驗證研究假設。結果顯示，當部屬對主管悖論思維的期待與感知一致時，其組織公民行為顯著提高；關係認同在兩者之間發揮部分中介效果；而部屬的心理安全感則調節此關係，使高心理安全感者對主管悖論思維的接受度更高，進一步強化其對組織的認同與貢獻行為。 本研究的理論貢獻在於結合內隱領導理論與悖論思維，拓展對領導行為與員工行為關係的理解；實務貢獻則在於提供企業管理者具體的領導策略，幫助其在複雜多變的環境中更有效地管理組織與激勵員工，進而提升組織整體競爭力。 ;This study investigates the impact of congruence between employees′ expectations and perceptions of supervisors′ paradoxical thinking on organizational citizenship behavior (OCB), analyzing the mediating and moderating roles of relational identification and psychological safety from the perspective of implicit leadership theory. Paradoxical thinking refers to a leader’s ability to simultaneously address and balance seemingly contradictory goals to enhance organizational performance and employee behaviors. When subordinates′ expectations regarding supervisors′ paradoxical thinking align with their actual perceptions, organizational citizenship behaviors are positively influenced. Relational identification potentially plays a critical mediating role within this relationship. Additionally, psychological safety further moderates the employees′ perception of congruence in supervisors′ paradoxical thinking, affecting relational identification and OCB. This research employs a survey methodology, targeting supervisors and employees from diverse industries in Taiwanese enterprises. Data were collected through a two-stage questionnaire, and statistical analyses were conducted to verify the proposed hypotheses. The findings demonstrate that employees′ organizational citizenship behaviors significantly improve when there is congruence between their expectations and perceptions of supervisors′ paradoxical thinking. Relational identification partially mediates this relationship. Furthermore, employees′ psychological safety moderates this relationship, with those experiencing higher psychological safety exhibiting greater acceptance of supervisors′ paradoxical thinking, thereby strengthening their identification with and contributions to the organization. The theoretical contribution of this research lies in integrating implicit leadership theory with paradoxical thinking, thereby enhancing understanding of the relationship between leadership behaviors and employee behaviors. Practically, it provides business managers with specific leadership strategies to manage organizations and motivate employees more effectively in complex and dynamic environments, ultimately improving organizational competitiveness.
