悖論領導行為、員工建言與部屬工作創新行為之研究：探討部屬心理安全調節式中介效果

NCUIR > School of Management at National Central University > Executive MBA > Electronic Thesis & Dissertation > Item 987654321/95339

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Title:	悖論領導行為、員工建言與部屬工作創新行為之研究：探討部屬心理安全調節式中介效果
Authors:	初永華;CHU, YUNG-HUA
Contributors:	高階主管企管碩士班
Keywords:	悖論領導行為;員工建言;創新工作行為;心理安全;Paradoxical Leadership Behavior;Employee Voice;Innovative Work Behavior;Psychological Safety
Date:	2024-06-17
Issue Date:	2024-10-09 16:41:00 (UTC+8)
Publisher:	國立中央大學
Abstract:	隨著全球化和科技發展，企業面臨的不確定性和複雜挑戰日益增加。在這樣的環境背景下，悖論領導行為成為一種關鍵的領導者策略，領導者展現在管理過程中相互矛盾的感知與期望之間找到平衡，以推動組織創新和持續成長。悖論領導不僅需要領導者展現出高度的自我覺察和調節能力，還需要他們激勵員工積極參與創新過程。本研究的目的在探討悖論領導行為如何影響部屬的創新工作行為，以及員工建言的中介效果和心理安全感的調節作用如何在此過程中發揮效果。在當今高度競爭和變化快速的環境中，對於實施悖論領導行為重要性，因為悖論領導將有助於促進組織的穩定性和靈活性，從而增強適應性與創新工作能力。本研究收集台灣企業主管與部屬配對的有效問卷268份進行分析研究，研究結果證實了悖論領導與部屬工作創新行為之間存在顯著的正向影響。研究發現，員工建言在悖論領導與創新工作行為之間起了中介效果，然而，心理安全並未如預期般展現調節作用。這結果突顯了悖論領導在促進工作創新方面的重要性，並顯示了心理安全感在不同產業與工作環境下可能存在的局限性。;As globalization and technological development progress, businesses are increasingly facing uncertainties and complex challenges. In such an environment, paradoxical leadership emerges as a critical strategy for leaders tasked with balancing contradictory perceptions and expectations to drive organizational innovation and growth. Paradoxical leadership demands not only high self-awareness and adaptability from leaders but also that they inspire their employees to actively participate in the innovation process. This study aims to examine the effects of paradoxical leadership on subordinates′ innovative work behaviors, specifically through the mediating role of employee voice and the moderating role of psychological safety. In today′s environment of intense competition and rapid change, the importance of applying paradoxical leadership is emphasized. This leadership style contributes to organizational stability and flexibility, thereby enhancing adaptability and the capacity for innovative work. The research analyzed 268 valid paired surveys from supervisors and subordinates in various Taiwanese companies, establishing a significant positive correlation between paradoxical leadership and subordinates’ innovative behaviors. The results revealed that employee voice serves as a mediator between paradoxical leadership and innovation, although psychological safety did not display the expected moderating effect. These findings emphasize the significance of paradoxical leadership in fostering innovation at the workplace and illustrate the potential constraints of psychological safety across different industries and work environments.
Appears in Collections:	[Executive MBA] Electronic Thesis & Dissertation

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