VUCA 如今已成為世界秩序常態，企業正經歷多變、不確定、複雜和模糊的經營環境， 並對未來產生難以預測的模糊性。本研究關注模糊不確定的環境變化，為組織帶來的複 雜且相互矛盾之緊張局勢，以及個人可能因為角色功能或工作職責缺乏明確性和不可預 測性，進而對工作績效所產生的影響。本研究探討矛盾領導行為、角色模糊、尋求回饋 行為與工作績效間的關聯性，以瞭解矛盾領導行為對工作績效更為全面性的影響，並同 時尋求因應改善之道。 本次研究結果顯示，主管矛盾領導行為能在模糊矛盾的工作環境中，滿足組織的結 構需求和部屬的個人要求，適當因應內外部環境各種多元複雜、模稜兩可的矛盾問題與 模糊性，並協助部屬降低角色模糊的不確定與不可預測性，提升工作績效。此一發現如 開雲見日，協助釐清矛盾領導行為可能提高角色模糊而為工作績效帶來黑暗面之疑慮。 同時本研究亦驗證，部屬主動尋求回饋行為可以協助部屬釐清職責和預期的績效標準， 減少不確定性，有效降低角色模糊對績效之負面影響，提升部屬工作績效。 因此，企業希望能彈性靈活因應環境變化並促進績效，可藉由主管積極展現策略敏 捷性與矛盾領導行為，引領團隊尋求兼容並蓄的創造性解決方案，並鼓勵部屬主動尋求 回饋，以有效降低模糊性對工作績效的影響。;VUCA is the norm of the world. Organizations are experiencing volatile, uncertain, complex, and ambiguous operating environments that create unpredictable ambiguity about the future. This study is to concern with the complex and competing tensions that lead organizations to the ambiguous and uncertain environments, and the impact on individuals’ performance due to lack of clarity and unpredictability of roles or job responsibilities. This study is to examine the correlations between paradoxical leadership behaviors, role ambiguity, feedback-seeking behaviors, and work performance to understand the more comprehensive impact of paradoxical leadership behaviors on work performance and identify ways to improve it. The results show that leaders′ paradoxical leadership behaviors can meet the structural needs of the organization and the personal needs of their subordinates in ambiguous and contradictory work environments so that leaders can appropriately respond to the complex, ambiguous and contradictory issues, and ambiguities of the internal and external environments. Leaders′ paradoxical leadership behaviors help subordinates to improve work performance by reducing the uncertainty and unpredictability of role ambiguity. This finding is to clarify that paradoxical leadership behaviors may increase role ambiguity and lead to the dark side of performance. Furthermore, the results show that proactively seeking-feedback behaviors of subordinates can effectively reduce uncertainty and the negative impact of role ambiguity on performance by clarifying their responsibilities and performance standards. These findings have implications for organizations when facing on rapid changes of environments, leaders can demonstrate strategic agility by showing paradoxical leadership behaviors and encouraging subordinates proactively seeking feedbacks, therefore leaders can lead their teams to reduce the impact of ambiguity on performance, to seek inclusive and creative solutions, and to respond the uncertain changes whit flexibility and adaptivity.
