雙向度威權領導的剖面模型:不同類型的效果比較

Abstract

威權領導包含專權與尚嚴兩種成分，專權領導的核心為權謀性支配，主要在引發部屬的畏懼與服從反應；尚嚴領導則強調嚴明的紀律，目的是引發部屬敬業不懈的自我要求。兩者的概念內涵與運作機制截然不同，且相關偏低，顯示專權與尚嚴領導為獨立的分立概念。此外，真實生活中確實能夠發現不同類型的威權領導者，支持了「剖面模型」的觀點不僅符合學理，也與現象更為貼合。因此，研究一先以潛在剖面分析，分別以239與286兩筆樣本，探討在實際生活中各類威權領導剖面的出現狀況。兩筆資料均顯示只有強人型（高專權－高尚嚴）、紀律型（低專權－高尚嚴）及非典型（低專權－低尚嚴）三類，且近半數主管為紀律型。研究二收集了華人企業組織中102位主管與272位部屬之對偶樣本，確認了潛在剖面分析結果同研究一，並對三類剖面進行效果比較。整體而言，紀律型對任務性績效、默從性沈默及防衛性沈默效果最強，強人型與非典型的效果則各有其利弊。在前兩個研究的基礎上，研究三根據專權與尚嚴領導文獻建構三類剖面之概念內涵，並收集264筆網路問卷樣本，進行效果複驗。結果顯示，非典型對展現創造性績效意願的效果最強。最後，本研究對三項研究結果進行綜合討論，並提出研究限制與未來研究方向。

Authoritarian Leadership (AL) can be divided into two dimensions, dominance-focused AL and discipline-focused AL. The core of dominance-focused AL is tactical control, with the purpose of triggering the fear and obedience of subordinates. Discipline-focused AL emphasize discipline, with the purpose of triggering a dedicated work attitude of subordinates. Considering that the operating mechanisms of dominance-focused AL and discipline-focused AL are completely different, and the correlation between the two types of leadership is low, indicating that dominance-focused AL and discipline-focused AL should be mutually independent concepts. In addition, in real life, it is true that you can find different types of AL, which support that AL is a profile model. Study 1 conducted latent profile analysis (LPA) and used two samples of 239 and 286 to explore the appearance of various types of AL in real life. Both data showed that there were three types of AL, included “strongman type” (high dominance-focused al and high discipline-focused al), “discipline type” (low dominance-focused al and high discipline-focused al) and “atypical type” (low dominance-focused al and low discipline-focused al), and nearly half of the supervisors were discipline type. Study 2 collected paired samples from 102 supervisors and 272 subordinates from Taiwanese enterprise organizations, confirmed that the LPA typology results were the same as Study 1. Compared the effects of the three types of profiles, the results showed that discipline type performed the strongest effect on subordinates’ task performance, acquiescent silence and defensive silence, while strongman type and atypical type had their own advantages and disadvantages. On the basis of the first two studies, study 3 constructed the conceptual connotation of the three types of profiles based on the dominance-focused AL and discipline-focused AL literature, and collected 264 samples of online questionnaires to re-examine the effects. The results show that atypical type had the strongest effect on showing creative performance willingness. In the end, this study conducted a comprehensive discussion of the three study results, and proposes the implications of the research finding, research limitation and future research directions.