仁慈的雙面刃：仁慈領導對創造力績效的雙路徑模式

本研究主張基於「回報的主動性」與「義務的配合性」，仁慈領導與創造力績效的關係，可能透過心理安全發揮促進作用，亦可能透過服從不貳產生抑制效果。然而，尚無實徵研究同時檢驗這兩種路徑，特別是仁慈領導如何與何時會對創造力績效產生正向與負向的預測作用。為了補足上述缺口，本研究分別以心理安全（正向路徑）與服從不貳（負向路徑）作為中介變項，並探討工作自主性的調節式中介作用。透過跨產業取樣，總計回收有效樣本185筆主管—部屬的對偶資料。結果顯示：仁慈領導會透過心理安全的中介，對創造力績效產生正向預測效果；卻不會透過服從不貳的中介，對創造力績效產生負向預測效果。另外，工作自主性僅會調節（弱化）服從不貳的負向機制；當工作自主性低時，仁慈領導才會透過服從不貳對創造力績效產生負向間接效果。本研究適時地解釋仁慈領導「何時」會透過「哪種機制」預測創造力績效，並提出建議。

關鍵字

工作自主性；心理安全；仁慈領導；服從不貳；創造力績效

並列摘要

Based on the norm of reciprocity and role obligation, this study suggests that benevolent leadership (BL) might not only have positive effect on creative performance (CP) through psychological safety (PS) but also have negative effect on CP through subordinate obedience (SO). However, prior research has only found the positive relationship between BL and CP under certain situation. It is not clear regarding how and when BL influences CP negatively. In order to fill up the research gap, the present study investigated the mediating effect of PS and SO on the relationship between BL and CP as well as identifying job autonomy (JA) as a moderator that influence the mediating effect of PS and SO. Using 185 dyad of supervisors and subordinates as samples, the study found that BL influences CP positively through PS; however, BL does not have negative impact on CP via SO. Furthermore, JA significant moderated the mediating effect of BL on CP via SO. When JA is high, the negative mediating effect of SO is weaker; when JA is low, the negative mediating effect of SO is stronger. This study extends the creativity literature by exploring the mediating process between BL and CP.