矛盾領導行為是近年備受關注的研究議題，但過去鮮少針對它與「創新」及「工作績效」之間的關係進行研究，尤其是透過階層相互領導的方式，也就是讓主管發揮自身的矛盾領導行為來影響部屬的領導成果。期望這個研究，能為矛盾領導行為如何影響企業組織的成功創新與高工作績效找到方向。為了要能夠同時整合看似對立的需求，矛盾的能力是不可或缺的。矛盾領導行為與部屬的工作績效之間，究竟是扮演著調節亦或者是中介的何種角色？這樣的研究方向便引發了本研究的動機。 本研究主要採取兩階段配對問卷，以兩岸地區民營企業的主管與部屬為對象，蒐集有效334份有效的主管與部屬配對問卷，有效配對樣本回收率為80％，發現部屬矛盾領導行為在主管矛盾領導行為與不同工作績效跟工作創新行為，呈現完全正向中介的效果，而非調節效果。;Paradoxical leadership behavior has been one of the most popular subjects in the studies of Manager in recent years. Nonetheless, a few studies have discussed the relationship between supervisors` paradoxical leadership behaviors and their subordinates’ innovation and job performance, Especially the assisting leaders will help Supervisors use their own Paradoxical leadership behaviors to influence Subordinates` leadership achievements. I hope this Essay topic can help find how Paradoxical leadership behavior affects the organization′s successful innovation and high job performance. Ability of Paradoxical Leadership is essential In order to be able to integrate seemingly opposite needs at the same time. Paradoxical leadership behavior and work performance of the subordinates. It is playing the role of regulation or intermediary? This research direction inspired the motivation of this treatise. The method of this study mainly adopts a two-stage paired questionnaire form This data is for executives and subordinates of private enterprises in the two sides across the Taiwan Strait. A total of 334 valid questionnaires for supervisors and subordinates were collected. The recovery rate of effectively matched samples was 80%. The study found that the conflict of subordinate leadership behaviors showed a completely positive intermediary effect on the superior leadership′s conflict leadership behaviors and different job performance and job innovation behaviors.
