領導者定位、領導行為與部屬對主管滿意度關係之研究－－華人對偶關係之情境觀點

Examining the Relationships among Leader-positioning, Leadership Behavior and Subordinate's Satisfaction-Situational Perspective of Chinese Dyads

本研究探討在華人的對偶情境關係中，領導者對追隨者進行關係類型的定位，展現出不同領導行為之概念。具體而言，主管會根據「部屬的專業能力」以及「對部屬的信任程度」兩構面，定位出四種關係類型，再依據各關係類型決定對應的領導行為，並驗證領導行為與部屬對主管滿意度間之關係。本文藉由準實驗設計以及對偶配對問卷調查兩種研究方式進行蒐集資料，以變異數分析以及迴歸分析驗證假設。研究結果顯示，一、主管定位部屬為高能力／高信任時，有最高程度的授權領導行為；二、主管定位部屬為高信任時，會展現較高程度的栽培行為；三、主管定位部屬為低信任程度時，會展現較高程度的防衛行為；四、主管的授權以及栽培行為正向影響部屬對主管的滿意度，防衛行為則負向影響部屬對主管的滿意度。本文並根據研究結果進行研究討論，提出管理意涵，列舉研究限制以及未來研究方向。

The present study proposed that in different Chinese dyads of leader and follower, leadership behaviors were determined through leader's positioning to his/her follower situationally. In contrast with Hersey and Blanchard's (1977) concepts of subordinate's readiness levels and positive leadership styles in nature, this study emphasizes on situational dyadic-relation patterns of leader-subordinate as well as on both positive and negative leadership behaviors. The concept of leader-positioning referred to four leadership behaviors are derived from leaders' evaluation by two critical dimensions- professional ability posed by follower and trust in follower. Specifically, the leader-positioning process leads to corresponding leadership behaviors (e.g., delegation, mentoring, authoritarian, and precaution). And the relationships between four leadership styles and subordinate's satisfaction toward supervisor was examined. The data was collected from quasi-experimental design (N = 385) and paired-sample survey (N = 185), and ANOVA and multiple-regression were conducted for testing hypotheses. The results show that: 1. delegation behavior is determined when both follower's professional competence and personal trust in follower are high; 2. leader tends to behave in mentoring way because of the positive trust in follower; 3. negative trust in follower causes high level precaution behavior; 4. both delegation and mentoring behaviors have positive effects on subordinate's satisfaction toward supervisor while precaution behavior affects subordinate's satisfaction toward supervisor negatively. The current study goes on to discuss managerial implications based on the findings, and research limitations and directions for further research were suggested.