部屬啊！您有做自己的機會嗎？尚嚴、專權雙元領導與部屬任務績效之關聯性：以情緒調節策略揭開潘朵拉的盒子

近年實徵研究顯示，威權領導對績效之作用宛如雙面刃，由此本研究根據雙元威權領導模式，將之區分成以紀律為焦點的尚嚴領導，以及以支配為焦點的專權領導，探討兩種領導模式如何透過情緒調節策略的深層演出與表層演出來預測任務績效。此外，本研究更進一步剖析自我監控在此情緒調節歷程，所扮演的調節角色。研究採用三階段的多時點設計，每階段間隔14天，共計蒐集484份有效的國軍樣本。經Mplus分析發現：一、深層演出在尚嚴領導與任務績效間關係具中介效果；二、表層演出在專權領導與任務績效間關係具中介效果；三、部屬的自我監控會強化尚嚴領導透過深層演出提升任務績效的作用歷程（存在調節式中介效果）。最後，從理論與實務角度提供領導者重新省思雙元威權領導模式的概念，並給予相關建議。

關鍵字

自我監控；任務績效；尚嚴領導；情緒調節策略；專權領導

並列摘要

In recent years, empirical studies have shown that authoritarian leadership has a double-edged effect on performance. According to the two-dimensional model of authoritarian leadership, this study divided the two types of authoritarian leadership into shang-yan leadership with discipline-focused and juan-chiuan leadership with dominance-focused, to explore how the two authoritarian leaderships can predict task performance through deep acting and surface acting of emotional regulation. In addition, this study further analyzed the role of self-monitoring in the process of emotion regulation. Three-stage with 14-day time lagged in between method was used and totally 484 military samples were collected. Mplus analysis found that: (1) Deep acting strategies had a mediating effect on the relationship between Shang-Yan leadership and task performance; (2) Surface acting strategies had a mediating effect on the relationship between Juan- Chiuan leadership and task performance; (3) Self-monitoring has moderated mediation effects on the relationship between two-dimensional model of authoritarian leadership and task performance in the emotional regulation strategy. Finally, from the perspective of theory and practice, this study provides leaders to rethink the concept of two-dimensional model of authoritarian leadership to provide some suggestions.

並列關鍵字

self-monitoring ； task performance ； Shang-Yan leadership ； Juan-Chiuan leadership ； emotional regulation strategies

參考文獻

吳宗祐（2008）。主管威權領導與部屬的工作滿意度與組織承諾：信任的中介歷程與情緒智力的調節效果。本土心理學研究， 30 ， 3-63 。https://doi.org/10.6254/2008.30.3。

吳宗祐（2013）。主管與部屬互動中情緒勞動：回顧、釐清及前瞻。人力資源管理學報，13（3），57-105。https://doi.org/10.6147/JHRM.2013.1303.03。

吳宗祐、鄭伯壎（2006）。工作投入、調節他人情緒能力與情緒勞動之交互作用對情緒耗竭的預測效果。中華心理學刊， 48 （ 1 ）， 69-87 。https://doi.org/10.6129/CJP.2006.4801.05。

李庭閣、張珈進、黃少宇、嚴國晉（2016）。家長式領導與部屬工作績效之關係：探討情緒勞動演出的中介效果。人力資源管理學報，16（3），93-129。https://doi.org/10.6147/JHRM.2016.1603.04。

李庭閣、嚴國晉、費吳琛、蔡佩容（2021）。家長式領導與部屬建言行為之關係：深層演出與表層演出之角色。人力資源管理學報，21（2），75-99。https://doi.org/10.6147/JHRM.202112_21(2).0004。

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