本研究採用文化雙融觀點(ambicultural perspective)檢視華人文化下領導者的矛盾領導行為(paradoxical leadership behavior)對部屬個人工作意義的影響，同時利用社會交換理論(social exchange theory)探討程序公平與主管情感信任在其中扮演的中介與干擾角色。

本研究以國內公司行號的員工為研究對象，採立意抽樣方式透過兩階段問卷調查法共蒐集了128個單位、567位工作者的有效問卷作為樣本進行統計分析。結果顯示，矛盾領導與程序公平、程序公平與工作意義均有正向關聯；主管情感信任會正向干擾矛盾領導與程序公平的正向關聯，程序公平則對矛盾領導行為與工作意義具有部分中介效果。本研究對領導理論，尤其是矛盾領導研究，具有積極意義，研究結果對實務也有重要意涵。

The study employ the ambicultural perspective to examine the effect of paradoxical leadership behavior on work meaningfulness of subordinates. The study also applies social exchange theory to explore the moderating role of affective trust in supervisor and the mediating effect of procedural justice.

By adopting a two-stage purposive sampling approach, the study collects survey data from 567 employees in 128 units. Analytical results show that paradoxical leadership is positively related with procedural justice, which in turn exerts a positive effect on work meaningfulness. The moderating effect of affective trust in supervisor on the association between paradoxical leadership and procedural justice is also supported. Moreover, procedural justice produces a partial mediating effect between paradoxical leadership and work meaningfulness. The study has significant implications for leadership theory, particularly the line of paradoxical leadership research. Implications for business practices are discussed as well.

論文審定書 i
誌謝 ii
中文摘要 iii
Abstract iv
圖次 vii
表次 viii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第二章 文獻探討 5
第一節 理論基礎 5
第二節 矛盾領導行為 7
第三節 公平與程序公平 10
第四節 信任與情感信任 12
第五節 工作意義 14
第六節 研究假說 16
第三章 研究設計 19
第一節 研究架構 19
第二節 研究樣本 20
第三節 變數操作型定義與衡量方式 22
第四節 驗證性因素分析 29
第五節 統計分析方法 31
第四章 研究結果 32
第一節 相關分析 32
第二節 層級迴歸分析與假說檢定 33
第五章 結論與建議 39
第一節 研究結果討論 40
第二節 研究意涵 42
第三節 研究限制與未來研究方向 43
參考文獻 44

中文部分
林真余(2016)。矛盾領導行為與目標導向的關係：檢視團隊成員關係品質的中介效果，國立中山大學企業管理學系碩士論文。
莊宜家(2016)。金融業分行主管之矛盾領導行為對部屬之領導者信任的影響檢視主管與部屬關係的中介效果，國立中山大學企業管理學系碩士論文。
陳明哲，林豪傑譯 (2014)。文化雙融：一位管理學者的反思與行踐：2013年國際管理學會(AOM)年會的主席演講。管理學報，31卷4期，頁263-282。
蔡書妮(2005)。領導行為對於員工的組織公平認知與工作滿意度之影響－以主管與部屬交換理論觀點探討，國立中央大學企業管理學系碩士論文。
鄭仁偉，黎士群 (2001)。組織公平、信任與知識分享行為之關係性研。人力資源管理學報，第1卷第2期，頁69-93。
英文部分
Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in Experimental Social Psychology, 2:267-299, New York: Academic Press.
Alexander, S. & Ruderman, M. (1987). The Role of Procedural and Distributive Justice in Organizational Behavior, Social Justice Research, 1:177-198.
Anuradha, M. V., Srinivas, E. S., Singhal, M. & Ramnarayan, S. (2014). To Work or Not to Work: Construction of Meaning of Work and Making Work Choices. Vikalpa: The Journal for Decision Makers, 39(02).
Arnold, K. A., Turner, N., Barling, J., Kelloway, E. K. & McKee, M.C. (2007). Transformational leadership and psychological well-being: The mediating role of meaningful work. Journal of Occupational Health Psychology, 12(3), 193.
Bies, R. J. & Moag, J. S. (1986). Interact ional justice: Communication criteria for fairness. In B. Sheppard (Eds.), Research on Negotiation in Organizations, Vol.1,pp. 43-55. Greenwich, CT: JAI.
Blau, P. M. (1964). Exchange and Power in Social Life. New York: John Wiley and Sons.
Cartwright, S. & Holmes, N. (2006). The meaning of work: The challenge of regaining employee engagement and reducing cynicism. Human Resource Management Review, 16(2), 199-208.
Chen, X. P., Eberly, M. B., Chiang, T. J., Farth, J. L. & B. S. Cheng (2014). Affective Trust in Chinese Leaders: Linking Paternalistic Leadership to Employee Performance, Journal of Management, Vol. 40(3), pp.796-819.
Crosby, F. (1976). A model of egoistical relative deprivation, Psychological Review, 83(2), 85-113.
Csikszentmihalyi, M. (1990). Flow: The psychology of optimal experience. New York: Harper Perennial.
Deluga, R. J. (1994). Supervisor trust building, leader-member exchange and organizational citizenship behavior. Journal of Occupational and Organizational Psychology, 67, 315-326.
Deutsch, M. (1975). Equity, equality and need: What determines which value will be used as the basis of distributive justice? Journal of Social Issues, 31(3), 37-149.
Folger, R. (1984). Perceived injustice, referent cognitions, and concept of comparison level, Representative Research in Social Psychology, 14, 88-108.
Folger, R. & Konovsky, M. (1989). Effects of procedural and distributive justice on reaction to pay raise decisions. Academy of Management Journal, 32(1): 115-130.
Folger, R. & Cropanzano, R. (1998). Organizational Justice and Human Resource Management. Thousand Oaks, CA: Sage.
Greenberg, J., & Tyler, T. R. (1987). Why procedural justice in organizations? Social Justice Research, Vol 1, No.2, 127-142.
Herzberg, F., Mausner, B. & Snyderman, B. B. (1959). The motivation to work. New York: John Wiley & Sons.
Hackman, J.R. & G.R. Oldham (1975), Development of the Job Diagnostic Survey, Journal of Applied Psychology, 60(2), pp. 159-170.
Homans, G.C. (1961), Social Behavior: It’s Elemental Forms. New York: Harcourt, Brace & World.
Jaesub, L. (2001). Leader-member exchange, perceived organizational justice, and cooperative communication. Management Communication Quarterly, Vol. 14, No. 4, pp. 574-589.
Jerald, G. (1986). Determinants of perceived fairness performance evaluations. Journal of Applied Psychology, Vol. 71, No. 2, 340-342.
Kim, W. C. and R. Mauborgne (1998). Procedural justice, strategic decision making, and the knowledge economy. Strategic Management Journal, Vol.19, No.4, pp.323-338.
Lee, H.‐R., Murrmann, S. K., Murrmann, K. F., & Kim, K. (2010). Organizational justice as a mediator of the relationships between leader‐member exchange and employees' turnover intentions. Journal of Hospitality Marketing & Management, 19(2), 97‐114.
Liden, R. C., Wayne, S. J. and Sparrowe, R. T. (2000), An examination of the mediating role of psychological empowerment on the relations between the job, interpersonal relationships, and work outcomes, Journal of Applied Psychology, Vol. 85, No. 3, pp. 407-416.
Lind, E. A. and Tyler, T.R. (1988). The Social Psychology of Procedural Justice. Plenum Press, New York.
MacKenzie, S.B., Podsakoff, P.M., & Rich, G.A. (2001). Transformational and transactional leadership and salesperson performance. Academy of Marketing Science, 29, 115-134.
Manogran, P., Stauffer, J., & Conlon, E. J. (1994). Leader-member exchange as a key mediating variable between employees’ perceptions of fairness and organizational citizenship behavior. Academy of Management Meeting Proceedings, Dallas, TX.
Mayer, R.C., Davis, J. H. & Schoorman, F. D. (1995). An integration model of organizational trust. Academy of Management Review, Vol. 20, No. 3, 709-734.
McAllister, D. J. (1995). Affect- and cognition-based trust as foundations for interpersonal cooperation in organizations. Academy of Management Journal, 38(1): 24-59.
Moorman, C., Deshpande, R. & Zaltman, G. (1993). Factors affecting trust in market research relationships. Journal of Marketing, 58: 20-38.
Morgan, R. M. & Hunt, S. D. (1994). The commitment-trust theory of relationship marketing. Journal of Marketing, 58: 20-38.
Niehiff, B. P., &Moorman, R. H. (1993). Justice as a mediator of relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36:527-556.
Piccolo, R. F. & Colquitt, J. A. (2006). Transformational leadership and job behaviors: The mediating role of core job characteristics. Academy of Management Journal, 49(2), 327-340.
Robbins, S.P. (1992). Organizational Behavior. Englewood Cliffs, NJ: Prentice-Hall.
Scandura, T. A. (1999). Rethinking leader-member exchange: An organizational justice perspective. Leadership Quarterly, 10(1), 25-40.
Sparks, J. R. & Schenk, J. A. (2001). Explaining the effects of transformational leadership: An investigation of the effects of higher- order motives in multilevel marketing organizations. Journal of Organizational Behavior, 22(8), 849-869.
Spreitzer, G. M. (1995), Psychological empowerment in the workplace: Dimensions, measurement, and validation, Academy of Management Review, Vol. 38, No. 5, pp. 1442-1465.
Steger, M. F., Dik, B. J. & Duffy, R. D. (2012). Measuring meaningful work: The work and meaning inventory (WAMI). Journal of Career Assessment, 20(3), 322-337.
Thibaut, J. & Walker I. (1975), Procedural Justice: A Psychological Analysis, Eribaum, Hillsdale, NJ.
Thomas, K. W. & Velthouse, B. A. (1990), Cognitive elements of empowerment: An “interpretive” model of intrinsic task motivation, Academy of Management Review, Vol. 15, No. 4, pp. 666-681.
Tyler, T.R. & Griffin, E. (1989). Managing the Allocation of Scarce Resource: Using Procedures to Justify Outcomes. Northwestern University.
Wrzesniewski, A. (2002). It’s not just a job: Shifting meanings of work in the wake of 9/11. Journal of Management Inquiry, 11(2), 230-234.
Yang, J. & K. W. Mossholder, Examining the effects of trust in leaders: A bases-and-foci approach. Leadership Quarterly, Vol. 21(1), 2010, pp.50-63.
Zand, D. E. (1972). Trust and managerial problem solving. Administrative Science Quarterly, 17 (2): 229–39
Zhang, Y & Waldman, D. A. & Han, Y. L. & Li, X. B. (2015). Paradoxical leader behaviors in people management: antecedents and consequences. Academy of Management Journal, 58(2), 538-566.
Zhu, W., Newman, A., Miao, Q. & A. Hooke (2013). Revisiting the mediating role of trust in transformational leadership effects: Do different types of trust make a difference? Leadership Quarterly, Vol. 24(1), pp.94-105.

網路部分
https://www.hbrtaiwan.com/article_content_AR0002556.html
https://www.hbrtaiwan.com/article_content_AR0003462.html