真誠崇拜或真誠感染？真誠領導的雙路徑模式

Authentic Worship or Authentic Infection: A Dual-Route Model of Authentic Leadership

真誠領導強調領導者在高度自我覺察與自我調控下，引領部屬自我發展，使組織與個人都能獲得正向助益。關於真誠領導的歷程機制，多聚焦於部屬對領導者的認同，強調部屬對於真誠領導者的正向態度，此為領導者焦點歷程，較為接近真誠崇拜所帶來的影響。此觀點並未觸及真誠領導者引領部屬發展自我的意涵，而忽略了部屬焦點歷程，也就是真誠感染所帶來的影響，致使真誠領導流於一種個人魅力展現的領導模式。為了彌補上述缺口，本研究以自我概念的角度出發，提出了領導者認同與職業認同的雙路徑模式。根據279組對偶的企業資料顯示，不論共事時間的長短，真誠領導皆會透過領導者認同的路徑，提升部屬的工作績效與利主管行為；然而，只有在共事時間長的情況下，真誠領導者才能夠透過職業認同來促進部屬的工作績效與利職涯行為。透過本研究，揭示了真誠領導促進部屬認同領導者與認同職業的雙路徑模式，補足了真誠領導引導部屬成長的重要路徑，為真誠領導研究提供了另外一種思考。

Previous studies about authentic leadership focus their attention on the mechanism of leader identification which is the leader centric focus route. However, according the development approach of authentic leadership, there should have another influence route which is subordinate centric approach. This study collected 279 dyadic data and proposed the dual route of authentic leadership. First, we proposed the identification with leader is the mediator of leader centric route and identification with career is the mediator of subordinate centric route. Second, both of these two routes can enhance subordinate's in-role performance. The leader identification route enhanced leader directed OCB while the career identification route enhanced the proactive career behavior. Third, the time supervisor and subordinate work together moderate the career identification route. This route has positive influence effect when the time is longer, but no effect when the time is shorter. Finally, the theoretical and empirical implications and future direction will be discussed.