主管對部屬不信任、威權領導與LMX：智力增進信念與印象管理的調節作用

Supervisor’s distrust, Authoritarian leadership, and LMX: the Moderating Role of Implicit theories of Intelligence and Impression management

威權領導一直被認為是一種激勵性較低的領導風格，但是，它也可能是主管在面對自己不信任的部屬時一種控制風險的策略。而這種策略，可能進一步影響到主管與部屬之間的領導─成員交換關係（Leader-member exchange，簡稱LMX）。而威權領導與主管對部屬不信任之間的關係，有可能被主管的智力增進信念調節。本研究探討了主管對部屬的不信任、威權領導、LMX的關係，以及能夠影響到這些關係的調節變項—智力增進信念與印象管理。為了驗證這個假設，我們收集了77組團隊資料。結果表明，智力增進信念能夠在主管對部屬不信任與威權領導之間產生調節作用。威權領導與LMX呈負相關，印象管理能夠調節威權領導與LMX的關係。在主管的智力增進信念較高、部屬的印象管理水平較低時，威權領導能夠中介主管對部屬不信任與LMX之間的關係。此外，本文還討論了本研究的局限性和今後的研究方向。

 

Recent studies have shown that authoritarian leadership is generally considered a less motivating leadership style. However, it may help managing potential risks when dealing with distrusted subordinates. This strategy can also influence the quality of leader-member exchange (LMX). In this study, we aim to explore the relationship between supervisors’ distrust in their subordinates, authoritarian leadership, and the quality of LMX, while considering the moderating effects of supervisors’ incremental beliefs and subordinates’ impression management. To test the hypotheses, we collected a sample of 77 workgroups from various organizations in Taiwan. Results showed that: a) Incremental belief moderates the relationship between distrust and authoritarian leadership. When incremental belief is low, distrust is positively associated with authoritarian leadership, whereas when incremental belief is high, the association becomes negative. b) Authoritarian leadership is negatively correlated with LMX. c) Impression management counteracts the negative relationship between authoritarian leadership and LMX. Limitations of this study and directions for future research are discussed.