本研究之研究動機,說明以華人世界普遍的領導方式-「家長式領導」是否影響團隊層次之組織公民行為研究焦點之動機,及探討以團隊情感氛圍之中介效果。本研究採取跨期且主管及員工配對的實地研究法,針對北台灣本土企業,共170位員工與54位主管共計54個團隊參與測量。結果證實家長式領導的德行領導經由團隊情感氛圍有助於組織公民行為,但威權領導對負向團隊情感氛圍的負相關則未獲支持,仁慈領導對正向團隊情感氛圍亦未獲支持,而負向團隊情感氛圍對團隊組織公民行為的正向關係及正向團隊情感氛圍對團隊組織公民行為正向關係皆獲得支持。家長式領導至今發展將近十五年,東南亞地區日本、新加坡、中國大陸、香港、韓國、菲律賓,皆對這個議題相當重視,近年來印度、土耳其、巴基斯坦也許多學者投入這新興領域,因為家長式領導在非西方世界都可以看到它的蹤影,也提升了它的重要性。本研究建議主管要多展現德行領導,以身作則、樹立典範,讓員工可以追隨其腳步,進而提升組織公民行為,展現角色外行為,替組織多盡一份心力。
Past Chinese leadership research has indicated that paternalistic leadership (PL) has been significantly related to employees’ group organizational citizenship behaviors. This study contributes to the literature by providing results to fully understand the mechanism within the relationships between supervisors’ three styles leadership of PL and followers’ OCB. Therefore, the purposes of this study are as follows: (1) to explore whether the PL have significant effects on the employees’ affective tone, (2) to examine whether employees’ affective tone will affect their group OCB and (3) to examine the affective tone as a mediating mechanism linking PL of leaders and subordinates’ group OCB in the Chinese family business. Results showed that there are significantly negative correlations between authoritarian and benevolent leadership of the PL and the employees’ affective tone; then. Therefore, the employees’ affective tone can mediate in the effect of moral leadership on employees’ group OCB. These results offered practical implications and we suggest that the leaders should apply the carrot and stick judiciously to sometimes comfort the subordinates and sometimes show their authority.