本研究從個人與環境適配之角度出發，結合家長式領導當中的仁慈領導與威權領導概念，探討部屬於不同領導風格的個人預期與實際感受間的互動狀態如何影響部屬工作行為與態度。 本研究蒐集台灣與大陸地區之主管部屬配對樣本，共228份有效樣本，並使用多 項式迴歸 與反應曲面分析法進行分析，探究個人預期與實際感受一致與個人預期與實際感受不一致等兩種情況之影響。結果發現：（1）當部屬對仁慈領導的個人預期與實際感受一致性越高，其適應性績效與領導滿意會越高；（2）當部屬對威權領導從不符預期提升到超乎預期的程度時，其適應性績效差異不大，領導滿意則相對降低；（3）當部屬對仁慈領導從不符預期提升到超乎預期的程度時，其領導滿意會隨之增加。;We invoke the person–environment fit paradigm to examine on subordinates’ attitudinal, and behavioral responses (i.e. individual task adaptivity, leader satisfaction) to benevolent leadership and authoritarian leadership needed and received. Drawing on an effective cross-organizational data of 228 supervisor-subordinate dyads from Taiwan and China, we found the following results: (1) individual adaptive performance and leader satisfaction would be higher when the fit between the subordinates′ needed and received of benevolent leadership was higher; (2) the excess level of authoritarian leadership were associated with unfavorable attitude and behavior outcomes than the deficient level; (3) leadership satisfaction would be higher when subordinate receive the excess level of benevolent leadership.
