| Summary: | 碩士 === 國立中央大學 === 人力資源管理研究所 === 107 === As organizational environments are becoming increasingly more dynamic, complex, and competitive, leaders are often confronted with contradictive demands or tension in people management (Y. Zhang, Waldman, Han, & Li, 2015). The leaders, who can resolve these tensions, are paradox leader. In prior research, Zhang et al. (2015) has established a double-barreled questionnaire to measure paradoxical leadership behaviors. Due to nature of double-barreled questions, the questionnaire may cause confusion and ambiguity to raters which may ignore the effect of “either/or” perspective while examine the effect on subordinates’ proficient behavior. Another research also shown that “both/and” leadership and “either/or” leadership has the same influence on the performance of subordinates.
The purpose of this research is to resolve the issue cause by double-barreled question items, reexamining the effect of paradoxical leadership behavior on proficient behavior of subordinates, and explore the effect of “both/and” leadership and “either/or” leadership on subordinates’ proficient behavior. We detach the double-barreled question items in Zhang et al. (2015)’s measurement and employ polynomial regression with response surface to reexamine the effect of paradox leader on subordinates’ proficient behavior. We also further to compare the effect of each leadership style on proficient behavior of subordinates on response surface. As result, we found “both/and” leadership has better effect on subordinates’ proficient behavior than “neither/nor” leadership and “either/or” leadership sometimes may have greater influence than “both/and” leadership on subordinates’ proficient behavior.
|
|---|
