家長式領導、反生產力行為與部屬人格特質關係之研究

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Title:	家長式領導、反生產力行為與部屬人格特質關係之研究 A Study on the Relationships among Paternalistic Leadership, Counterproductive Behavior and Subordinates' Personality Traits
Authors:	錡沛云 CHI, PEI-YUN
Contributors:	國際企業管理學系碩士在職專班
Keywords:	家長式領導反生產力行為部屬人格特質 paternalistic leadership counterproductive behavior subordinates' personality traits
Date:	2025
Issue Date:	2025-02-24 13:56:31 (UTC+8)
Abstract:	華人企業中的家長式領導具有威權、仁慈與德行三個面向，對企業永續發展和員工行為影響深遠。疫情後，遠距工作與數位轉型等趨勢打破了傳統管理模式，少子化也導致人力短缺。在此背景下，領導者需更具靈活性，尤其在新世代員工管理上，以激勵適應變革。家長式領導雖有助減少反生產力行為，但效能受部屬人格特質影響。因此，本研究主要目的：一、檢視家長式領導與反生產力行為之關係。二、以部屬人格特質為家長式領導與反生產力行為之干擾變數，探討部屬人格特質對於家長式領導與反生產力行為之影響。本研究以一般員工為主要研究對象，以各行業做為研究樣本。總計發出問卷300份，回收有效樣本共256份，有效回收率為85.3%。研究結果顯示：威權領導與反生產力行為具顯著正向關係，部屬人格特質對於威權領導與反生產力行為的干擾效果具顯著正向關係，代表主管威權式管理使部屬產生反產力行為的情形提高，而部屬人格特質確實影響領導者採取何種領導方式可以減少或消除反生產力行為之高低。作者期待藉此研究，提供管理者於職場中參考，如何透過適當的領導風格有效減少反生產力行為，進而提升部屬工作績效、達成組織目標。 Paternalistic leadership in Chinese enterprises encompasses three dimen-sions: authoritarianism, benevolence, and morality, which have a profound impact on sustaina-ble corporate development and employee behavior. In the post-pandemic era, trends such as remote work and digital transformation have disrupted traditional management models, while declining birth rates have led to labor shortages. In this context, leaders need to be more flexible, particularly in managing the new generation of employees, by motivating them to adapt to changes. Although paternalistic leadership can help reduce counterproductive work behavior, its effectiveness is influenced by subordinate personality traits. The main objectives of this study are: 1. To examine the relationship between paternalistic leadership and counterproductive work behavior. 2. To explore how subordinate personality traits, as a moderating variable, influence the relationship between paternalistic leadership and counterproductive work behavior. This study focuses on general employees as the primary research subjects, with various industries serving as the research sample. A total of 300 questionnaires were dis-tributed, and 256 valid responses were collected, yielding an effective response rate of 85.3%. The findings reveal that authoritarian leadership has a significant positive relationship with counterproductive work behavior, and subordinates’ personality traits significantly moderate the relationship between authoritarian leadership and counterproductive work behavior. These results indicate that authoritarian leadership by supervisors increases the likelihood of counterproductive work behavior, while subordinates’ personality traits influence the extent to which leadership styles can reduce or prevent counterproductive work behavior. The author hopes that this study will serve as a practical reference for managers in the workplace, offering insights into how appropriate leadership styles can effectively minimize counterproductive work behavior, enhance subordinate performance, and achieve organizational goals.
Appears in Collections:	[Department of Business Administration & Graduate Institute of International Business Administration ] Thesis

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