本研究主要探討主管的尚嚴領導風格對員工創造性績效與任務性績效之影響；也參考了Norem 與 Cantor於1986年所提出的「防禦性悲觀」者，在面對問題或危機發生前，反而能事先做好有效的防範措施，在表現上也有不錯的成效；故本研究進一步從部屬內在因素上考量影響因素，以部屬的防禦性悲觀特質為調節變項，探討其對尚嚴領導風格影響員工績效之間的調節效果。
本研究採用一個主管配對其部屬進行資料的蒐集，回收了主管問卷101份及員工問卷291份；並以相關分析與階層迴歸分析方式進行研究假設的驗證。
結果發現：一、主管的尚嚴領導對於部屬的創造性績效雖呈現負向相關，但未達顯著，而對任務性績效則不具影響。二、部屬的防禦性悲觀在尚嚴領導與創造性績效、任務性績效間的調節效果，未達顯著。最後，本研究對結果進行了討論說明，並提出相關的建議。

This thesis majorly discusses the influence from 'Shang-Yan' leadership of managers on employee’s creative and task performance. We also consider the influence from the employee perspective which referenced “Defensive pessimism” from Norem and Cantor (1986). It means, style of Defensive pessimism could force us to take effective contingency plan before a crisis happened, and good improvement in the performance. Therefore, this reach also considers the employee’s influence factors from internal factors using “Defensive pessimism” as moderate variables to investigate the effect for moderate variable between styles of 'Shang-Yan' leadership and employee’s performance.
Research methodology of this study is to use a questionnaire to obtain data from line manager with their direct report employees. Successfully collecting data from 101 supervisors and 291 employees. Using correlation and hierarchy regression analysis to test hypotheses of this research.
The result of this research: 1. Shang-Yan leadership might cause the negative impact on creative performance of employees, but no significant impact on task performance. 2. There is no moderate effect of Defensive pessimism, between Shang-Yan leadership, creative performance and task performance. Lastly, it discusses with the conclusion and offers explains and suggestions.

目錄
論文審定書 i
摘要 ii
Abstract iii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第二章 文獻探討 5
第一節 尚嚴領導 5
第二節 創造性績效 9
第三節 任務性績效 12
第四節 防禦性悲觀 14
第三章 研究方法 18
第一節 研究架構 18
第二節 研究對象 19
第三節 研究工具 22
第四節 分析方法 26
第四章 研究結果 28
第一節 各變項間之相關 28
第二節 尚嚴領導對工作績效的影響與防禦性悲觀之調節效果 31
第五章 討論與建議 35
第一節 研究結果 35
第二節 結果討論 36
第三節 研究限制 38
第四節 研究建議 40
參考文獻 42
一、 中文部分 42
二、 英文部分 45
附錄一：主管問卷 50
附錄二：部屬問卷 54

圖 次
圖 3-1 研究架構圖 18
圖 4-1 尚嚴領導與防禦性悲觀對創造性績效的交互作用 33
圖 4-2 尚嚴領導與防禦性悲觀對創造性績效的交互作用 34

表 次
表 2-1 威權領導概念區分之演進 7
表 3-1 樣本組成資料（主管） 20
表 3-2 樣本組成資料（部屬） 21
表 3-3 本研究各變項量表信度分析結果 22
表 3-4 尚嚴領導量表題項 23
表 3-5 創造性績效量表題項 23
表 3-6 任務性績效量表題項 23
表 3-7 防禦性悲觀量表題項 24
表 3-8 社會贊許性量表題項 25
表 4-1 各變項之平均數、標準差、和相關分析結果 30
表 4-2 防禦性悲觀對尚嚴領導與創造性績效的調節效果 31
表 4-3 防禦性悲觀對尚嚴領導與任務性績效的調節效果 32
表 5-1 本研究各項假設的驗證結果 35

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15. 黃瓊慧（2015）。 任務性績效、挑戰性工作經驗與員工職涯成功關聯性之研究-以領導－部屬交換關係和領導－領導交換關係為調
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16. 張劍，劉佳（2010）。時間壓力對員工創造性績效的影響。管理學報，7（6），846-850。
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位論文，1-89。
19. 蒋玉涵、魏季（2015）。員工創造性績效的研究評述與展望。山東公會論壇，21（2），56-58。
20. 樊景立、鄭伯壎（2000）。華人組織的家長式領導：一項文化觀點的分析。本土心理學研究，13，127-180。
21. 陳易祥（2015）。威權領導轉型之多層次因果分析。淡江大學未來學研究所碩士班學位論文，1-107。
22. 陳成宏（2017）。哀兵必勝：學校行政人員使用防禦性悲觀策略之探討。國立東華大學學校行政，111，83-106。
23. 黃瑞玲（2015）。任務性績效、晉升力評分和員工職涯滿意的關聯性-以主管教練行為和LMX為調節變項。中央大學管理學院高階
主管企管碩士班研究所學位論文，1-53。
24. 黃瓊慧（2015）。 任務性績效、挑戰性工作經驗與員工職涯成功關聯性之研究-以領導－部屬交換關係和領導－領導交換關係為調
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