威權領導是最能代表華人管理者的一種領導方式,它要求員工順從無違,讓員工有意見卻不願建言;傳統性則是涉及華人權威取向的價值觀,它與威權領導的展現與部屬的反應息息相關。本研究以領導歷程模式為理論框架,同時探討華人主管與部屬的傳統性在威權領導與員工建言行為的關係中所扮演的角色,包括:主管的傳統性是否透過威權領導影響員工建言行為,以及部屬的傳統性是否調節威權領導與員工建言行為間的關係。本研究以主管與部屬一對一配對方式發放問卷,採便利取樣法,共發放135組,回收132組,有效問卷共126組,有效問卷回收率為93.33%。研究結果顯示:(1)主管傳統性與威權領導呈現正向關係;(2)威權領導中介主管傳統性與促進性建言、抑制性建言間的負向關係;(3)部屬傳統性調節威權領導與促進性建言、抑制性建言間的負向關係。當部屬傳統性程度越高,威權領導與促進性建言、抑制性建言的負向關係越強;(4)員工傳統性程度影響威權領導在主管傳統性與促進性建言、抑制性建言的中介效果,當員工傳統性程度越高,威權領導的中介效果越強。
Based on the leadership process model, the current study focuses on the role of Chinese traditionality in the relationship between authoritarian leadership and employee voice behavior. We investigate the mediating effect of authoritarian leadership in the relationship between a supervisor's Chinese traditionality and employee voice behavior (i.e., promotive and prohibitive voice) and the moderating effect of subordinates' Chinese traditionality. A questionnaire survey using convenience sampling was conducted. We distributed 135 paired data, containing one supervisor and one subordinate, and finally, 132 sets were collected, yielding a 93.33% response rate. The research results indicate that: (1) the supervisor's Chinese traditionality positively predicts authoritarian leadership; (2) authoritarian leadership mediates the negative relationship between the supervisor's Chinese traditionality and both promotive and prohibitive voice; (3) subordinates' Chinese traditionality amplifies the negative relationship between authoritarian leadership and both promotive and prohibitive voice; finally, (4) subordinates' Chinese traditionality significantly moderates the mediating effect of authoritarian leadership between the supervisor's Chinese traditionality and both promotive and prohibitive voice.