華人威權領導總是導致部屬負面結果嗎？由「不確定管理理論」探討威權領導對分配不公平與程序不公平之交互作用與部屬工作滿意度之關係的調節效果

Does Chinese Authoritarian Leadership Always Lead to Employee Negative Outcomes? Using Uncertainty Management Theory to Explore the Moderating Effect of Authoritarian Leadership on the Relationship between Distributive Injustice- Procedural Injustice Interaction and Employee Job Satisfaction

威權領導是華人組織特有的領導方式，儘管過去文獻指出威權領導會讓員工產生負面反應，但威權領導的特定屬性也能降低員工的不確定性。本研究試圖運用「不確定管理理論」與「公平過程－結果互動觀點」，以探討威權領導是否可以減緩程序公平與分配公平之交互作用對員工工作滿意度的預測效果。透過問卷調查法，本研究在兩個時間點蒐集華人組織員工之資料，共計回收136份有效問卷。結果顯示，只有在低威權領導（高不確定性）情況下，程序不公平與分配不公平之交互作用才對員工工作滿意度有顯著的預測效果；而在高威權領導（低不確定性）情況下，程序不公平與分配不公平之交互作用對員工工作滿意度並無顯著的預測效果。而最低的工作滿意度，是出現在低威權領導（高不確定性）下，「高程序不公平-高分配不公平」的情況中。研究結果對華人領導理論與實務之意涵，將在最後討論。

Authoritarian leadership is the characteristic leadership style in Chinese organization. Although past research has showed that authoritarian leadership leads to employee negative responses, some aspects of authoritarian leadership may also reduce employee uncertainty. Drawing on “uncertainty management theory” and “justice process-outcome interaction perspective,” we explored whether authoritarian leadership diminishes the interaction effect of procedural injustice and distributive injustice on employee job satisfaction. Using questionnaire survey, we collected data at two time-points and obtained 136 usable observations for hypothesis testing. The results of regression analyses showed that the interaction of procedural injustice and distributive injustice significantly related to employee job satisfaction only in the low authoritarian leadership condition (high uncertainty), whereas no such interaction effect was found in the high authoritarian leadership (low uncertainty). Employees reported a lowest level of job satisfaction in the low authoritarian leadership, high distributive injustice, and high procedural injustice condition. We discussed the theoretical and practical implications of our findings as well as future research directions.