悖論領導行為對創新行為的影響─以複雜整合力作為中介，信任主管為調節變項的探討

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題名:	悖論領導行為對創新行為的影響─以複雜整合力作為中介，信任主管為調節變項的探討
作者:	陳飛宏;CHEN, FEI-HUNG
貢獻者:	高階主管企管碩士班
關鍵詞:	悖論領導行為;複雜整合力;信任主管;創新行為;Paradoxical Leadership Behavior;Complex Integration;Trust in Supervisors;Innovative Work Behavior
日期:	2025-07-03
上傳時間:	2025-10-17 12:19:26 (UTC+8)
出版者:	國立中央大學
摘要:	當代企業在全球化與科技迅速發展的情境下，所面對的不確定性與複雜性愈加提升。為了因應這樣的挑戰，悖論領導行為已成為領導者推動組織創新與持續發展的關鍵策略。此類領導方式強調領導者在面對矛盾的目標與需求時，能夠靈活調整並取得平衡，不僅展現出高度的自我覺察與調節能力，亦能有效激勵員工投入創新活動。本研究旨在探討悖論領導行為對部屬創新工作行為的影響，並進一步檢視複雜整合力在其中所扮演的中介角色，以及信任主管是否具備調節效果。面對高度競爭與環境劇變的企業現實，悖論領導行為的實施有助於組織兼顧穩定與靈活性，進而強化其創新能力與適應力。本研究以台灣企業為對象，採用主管與部屬配對問卷的方式，共獲得202份有效樣本進行實證分析。結果顯示，悖論領導對部屬創新工作行為具有顯著正向影響，且複雜整合力在兩者之間扮演顯著的中介角色。然而，信任主管未能如預期發揮調節作用，顯示其效力可能受到產業特性或工作環境等因素的影響。整體而言，研究結果強調悖論領導行為在提升創新行為上的重要性，並對未來領導實務提供實質建議與省思。 ;In the context of rapid globalization and technological advancement, contemporary enterprises are increasingly confronted with uncertainty and complex challenges. To address these issues, paradoxical leadership behavior has emerged as a critical strategy for leaders to drive organizational innovation and sustainable development. This leadership approach emphasizes the leader’s ability to flexibly balance conflicting goals and demands, demonstrating a high level of self-awareness and regulatory capacity while effectively motivating employees to engage in innovative activities. The purpose of this study is to examine how paradoxical leadership behavior influences subordinates’ innovative work behavior, with a particular focus on the mediating role of complex integration and the moderating role of trust in supervisors. In a highly competitive and dynamic business environment, the implementation of paradoxical leadership can help organizations maintain both stability and flexibility, thereby enhancing their adaptability and innovation capabilities. This research collected data from matched supervisor-subordinate pairs in Taiwanese enterprises, yielding 202 valid responses for empirical analysis. The findings confirm a significant positive effect of paradoxical leadership on subordinates’ innovative work behavior. Moreover, complex integration plays a significant mediating role in this relationship. However, trust in supervisors did not exhibit the expected moderating effect, suggesting that its influence may vary depending on industry characteristics or work environments. Overall, the results underscore the importance of paradoxical leadership in promoting innovative behavior and provide practical insights and reflections for future leadership practices.
顯示於類別:	[高階主管企管（EMBA）碩士班] 博碩士論文

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