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

The Mediating Process of Trust and the Moderating Effect of Emotional Intelligence on a Chinese Supervisor’s Authoritarianism Leadership and a Subordinate’s Job Satisfaction and Organizational Commitment

威權領導是華人家長式領導三元論中相當鮮明而重要的一環。過去許多研究探討過威權領導與部屬反應的關係，但對於其心理歷程與界限的探討則較少見。有鑑於此，本研究試圖探討華人企業組織的威權領導是否可以透過部屬對主管信任之中介歷程，來預測部屬的工作態度（工作滿意度與組織承諾），本研究亦試圖瞭解部屬的情緒智力是否可以調節威權領導與工作滿意度的關係。在研究方法上，本研究採取問卷調查的方式針對台灣地區企業組織的員工做為研究對象，總計回收249 份問卷。研究結果顯示，威權領導對於主管信任有顯著而負向的預測效果。此外，威權領導可以進一步透過主管信任的中介效果以預測員工工作滿意度與組織承諾。再者，情緒智力之評估他人情緒能力對於威權領導與工作滿意度之關係並無顯著的調節效果；但是，情緒智力之調節自我情緒能力對於威權領導與工作滿意度具有顯著的調節效果：當調節自我情緒能力越高時，威權領導與工作滿意度之負向關係便越強。研究結果之意涵、限制及未來研究方向將在最後提出討論。

Previous research concerning authoritarian leadership focused on the relationship between the supervisor's authoritarianism and the subordinate's response. Few studies have explored the mediating processes and boundaries of this relationship. This study investigates whether degree of authoritarian leadership in a Chinese organization predicts the subordinate's job attitude (job satisfaction and organizational commitment) through the mediating process of trust in supervisor. I also explore the moderating effect of emotional intelligence on the relationship between authoritarianism and job satisfaction. Analysis of survey data from 249 employees of various companies in Taiwan indicated that the supervisor's authoritarianism predicts the subordinate's job satisfaction and organizational commitment through the mediator of trust in supervisor. The 'others' emotional appraisal' (OEA) component of emotional intelligence significantly moderates the relationship between authoritarianism leadership and job satisfaction such that the relationship is more strongly negative for subordinates with high OEA. However, the 'regulation of emotion' (ROE) component of emotional intelligence did not have significant moderating effect. Implications, limitations, and future research directions based on the results are discussed.