主管的矛盾領導行為、模糊容忍度與員工創新行為之研究─探討任務複雜度的調節式中介作用

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题名:	主管的矛盾領導行為、模糊容忍度與員工創新行為之研究─探討任務複雜度的調節式中介作用
作者:	陳詩比;Chen, Shih-Pi
贡献者:	高階主管企管碩士班
关键词:	矛盾領導行為;模糊容忍度;任務複雜度;創新行為;paradoxical leadership behavior;ambiguity tolerance;task complexity;innovation behavior
日期:	2023-07-08
上传时间:	2024-09-19 16:27:11 (UTC+8)
出版者:	國立中央大學
摘要:	近年來，由於國際局勢的動盪和疫情變化的影響，企業正處於多變、不確定、複雜和模糊的經營環境之中。特別是在劇烈的變化和經濟衰退時期，市場變得更加困難，企業因此難以預測未來的模糊性。同時，現今組織以團隊導向的工作特性，使得團隊成員之間形成高度相互依存的工作模式。當面對模糊不確定的工作環境時，個人可能因為角色功能或工作職責缺乏明確性和可預測性進而產生角色模糊，並影響個人和組織的績效及創新能力。在現今競爭激烈的市場環境中，組織要維持其競爭優勢，必須具備創新能力。而員工的創新行為是影響組織創新能力的關鍵因素之一。然而，員工的創新行為受到許多因素的影響。本研究的研究目的是探討主管的矛盾領導行為對員工創新的影響，並且進一步探討任務複雜度與模糊容忍度在這個關係中扮演的中介及調節角色。經過對本研究各項假設進行驗證後，我們得到了以下結果： 1. 模糊容忍度在主管矛盾領導行為與員工創新間具有中介效果 2. 任務複雜度在主管矛盾領導行為與模糊容忍度間具有調節效果 3. 任務複雜度在主管矛盾領導行為、模糊容忍度與員工創新間具有調節式中介效果當主管的矛盾領導行為越強，部屬對模糊容忍度越高，越能達到創新的行為任務的複雜性提高時，主管矛盾領導行為與部屬的模糊容忍度正向關係越強；當任務複雜性提高時，主管的矛盾領導更能提高部屬對任務模糊的忍受力，進而激勵部屬產生創新行為。。理論與實務的管理意涵亦將在本研究中討論。;In recent years, due to the turbulence in international situations and the impact of pandemic changes, businesses are operating in a dynamic, uncertain, complex, and ambiguous environment. Particularly during periods of drastic changes and economic recession, the market becomes more challenging, making it difficult for businesses to predict future ambiguities. Moreover, the current organizational emphasis on team-oriented work characteristics has led to highly interdependent work patterns among team members. When faced with a vague and uncertain work environment, individuals may experience role ambiguity due to a lack of clarity and predictability in role functions and job responsibilities, thereby affecting individual and organizational performance as well as innovation capability. In today′s competitive market environment, organizations must possess innovation capabilities to maintain their competitive advantage. Employee innovation behavior is one of the key factors influencing organizational innovation capabilities. However, employee innovation behavior is influenced by various factors. The purpose of this study is to investigate the effects of supervisor′s paradoxical leadership behavior on employee innovation and further explore the mediating and moderating roles of task complexity and ambiguity tolerance in this relationship. After validating the hypotheses in this study, the following results were obtained: 1) Ambiguity tolerance mediates the relationship between supervisor′s paradoxical leadership behavior and employee innovation. 2) Task complexity moderates the relationship between supervisor′s paradoxical leadership behavior and ambiguity tolerance. 3) Task complexity serves as a moderated mediator in the relationships among supervisor′s paradoxical leadership behavior, ambiguity tolerance, and employee innovation. When the supervisor′s paradoxical leadership behavior is stronger, and subordinates exhibit higher ambiguity tolerance, the positive relationship between supervisor′s paradoxical leadership behavior and subordinates′ ambiguity tolerance becomes stronger. Additionally, as task complexity increases, the supervisor′s paradoxical leadership behavior enhances subordinates′ tolerance for task ambiguity, thereby stimulating the generation of innovative behavior. The theoretical and practical management implications will also be discussed in this study.
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