本研究結合「個人與主管適配」與「矛盾領導行為」，探討主管與部屬矛盾領導行為的一致性，如何影響部屬的創新行為和工作行為表現。同時加入任務複雜度為調節因子，進一步分析當部屬處於複雜度高的任務下，是否能夠強化一致性對其行為的影響。本研究共收集352份來自台灣與中國台商的主管與部屬配對樣本，且兩者皆為管理職。利用多項式迴歸方程式與反應曲面圖，以計算出主管與部屬在矛盾領導行為一致與不一致的情況下，會如何影響部屬的創信行為與工作行為表現。 研究結果顯示當主管與部屬在矛盾領導行為趨近一致高時，部屬將展現較高的創新行為和工作行為表現；而當兩者呈現不一致時，主管的高矛盾領導行為比起部屬的高矛盾領導行為，更能有效影響部屬的行為表現。最後也發現任務複雜度能夠增強矛盾領導行為一致性對部屬行為的正向影響。研究結果之學術貢獻、管理意涵、研究限制及未來研究方向，也在最後提出討論。;This study combines "person-supervisor fit" and "paradoxical leader behaviors" to explore how the leader-follower congruence in paradoxical leadership behaviors can affect the innovative behavior and work role performance of subordinates. Besides, taking task complexity as the moderator to further analyze whether the congruence can strengthen the effect of subordinate behavior under the high task complexity. In this study, there are 352 effective date of supervisor-subordinate dyads in Taiwan and China, and both are in management positions. Using polynomial regression and response surface to calculate how the congruence and incongruence of supervisors and subordinates will affect the innovative behavior and work role performance of subordinates. The results show that when supervisors and subordinates are in high congruence of paradoxical leadership behaviors, the subordinates will show higher innovative behavior and work role performance; and when they are in congruence, the high paradoxical leadership behaviors of supervisors can more effectively affect subordinate behaviors than the high paradoxical leadership behaviors of themselves. Finally, it is also found that task complexity can strengthen the positive relationship of congruence in paradoxical leadership behaviors and subordinate behaviors. The research contribution, management implication, research limitation, and future research suggestion are also discussed.
