威權領導會讓員工不敢尋求回饋嗎？專權、尚嚴與回饋尋求行為之關係，以主動積極性格為調節變項

Abstract

本研究嘗試以成本-效益觀點，探討專權與尚嚴兩種威權領導方式對回饋尋求行為的效果，並探究回饋尋求行為對於專權、尚嚴領導與部屬績效的中介效果，另檢視部屬主動積極性格在上述關係中的調節效果。本研究共收集221對台灣企業主管-部屬的對偶樣本，結果顯示：專權與部屬對主管回饋尋求行為呈負相關、尚嚴與部屬對主管回饋尋求行為呈正相關。部屬對主管回饋尋求行為會中介專權與員工績效之關係，亦能中介尚嚴與員工績效之關係。再者，部屬主動積極性格無法調節尚嚴與對主管回饋尋求行為的正向關係，以及專權與對主管回饋尋求行為的負向關係。同時，部屬主動積極性格亦無法調節對主管回饋尋求行為對尚嚴與員工績效結果之正向關係的中介效果，以及對主管回饋尋求行為對專權與員工績效結果之負向關係的中介效果。研究結果之意涵、理論貢獻與實務貢獻、研究限制及未來研究方向，將在最末提出討論。

Drawing on cost-value framework, the current study explores the effects of two kinds of authoritian leadership, Juan-chiuan and Shaug-yan, on feedback seeking behavior, examines the mediating effect of feedback seeking behavior on the relationships between Juan-chiuan, Shaug-yan, and performance, and investigates the moderating effect of employee’s proactive personality on the above relationships. We obtained 221 pairs of supervisor-employee dyads in Taiwan enterprises. The results showed that Juan-chiuan was negatively related to feedback seeking behavior, and that Shaug-yan was positively related to feedback seeking behavior. Also, subordinates’ feedback seeking behavior mediated the negative relationship between Juan-chiuan and employee performance as well as the positive relationship between Shaug-yan and employee performance. Furthermore, employee’s proactive personality did not moderate postive relationship between Shan-yan and feedback seeking behavior as well as the negative relationship between Juan-shiuan and feedback seeking behavior. Also, employee’s proactive personality did not moderate the mediating effect of feedback seeking behavior on the positive relationship between Shan-yan and performance as well as the mediating effect of feedback seeking behavior on the negative relationship between Juan-chiuan and employee performance. The implications of results, theoretical contributions, the implications for practitioners, limitations, and future research directions are discussed at the end.