隨著組織經營環境的快速變動與日益矛盾，領導者展現悖論思維以整合對立需求，已成為提升組織彈性與部屬績效的關鍵能力。過去研究多著重於悖論領導對組織層級結果的影響，對於主管悖論思維在部屬層級的心理歷程與行為反應機制探討較為有限。本研究以內隱領導理論與關係認同理論為基礎，建構理論模型，探討主管悖論思維之期待與感知一致性對部屬任務性績效之影響，並檢驗部屬複雜整合力的調節作用及調節式中介效果。透過台灣地區企業主管與部屬配對蒐集有效問卷181份，並運用SPSS與AMOS進行統計分析。 研究結果顯示，當主管展現的悖論思維符合部屬內隱期待時，能有效提升部屬的任務性績效；同時，部屬複雜整合力高低顯著調節主管行為感知與關係認同之關聯，進而強化對績效表現的正向影響。初步分析指出，高複雜整合力的部屬能更靈活整合主管悖論行為中傳遞的矛盾訊息，將其解讀為積極且正面的領導行為，進而轉化為更高的工作投入與成果表現。本研究不僅深化了悖論思維與內隱領導理論於部屬層次的應用，亦揭示部屬個體特質在領導歷程中不可忽視的關鍵作用，對組織領導策略與人力資源管理提供了理論啟示與實務建議。 ;With the growing complexity and contradictions in organizational environments, demonstrating paradoxical thinking has become a critical leadership capability for enhancing organizational resilience and employee performance. However, research exploring the psychological processes and behavioral responses at the employee level remains limited. Grounded in Implicit Leadership Theory and Relational Identification Theory, this study constructs a model to investigate the impact of the consistency between employees’ expectations and perceptions of supervisors’ paradoxical thinking on task performance, and examines the moderating role of employees’ Integrative Complexity. Data were collected from 181 supervisor–subordinate dyads in Taiwan and analyzed using SPSS and AMOS software. The results reveal that when supervisors’ paradoxical behaviors align with employees’ implicit leadership expectations, employees exhibit higher task performance. Moreover, employees with higher Integrative Complexity are better able to integrate contradictory leadership signals and translate them into higher work engagement and outcomes. This study enriches paradoxical thinking and implicit leadership theories at the individual level and highlights the importance of employee cognitive traits in leadership processes, offering insights for organizational leadership and talent management.
