隨著資訊科技進步、AI人工智慧應用普及化，讓現今社會發展出勞動力多樣性以及跨文化溝通緊密化。在當前企業組織面臨高度動態和複雜環境的情況下，領導者展現悖論領導能力能更有效地應對悖論情境。同時，考量部屬對領導者悖論領導行為的接受程度因人而異，本研究以內隱領導理論的觀點探討，當部屬對領導者悖論領導行為的期待與實際感受程度越具一致性，與部屬任務性績效的關聯性，並以主管部屬交換關係為中介因子。本研究以268份台灣企業主管與部屬配對之樣本，經統計迴歸分析，研究結果得到以下結論：（1）在內隱領導觀點下，部屬對主管悖論領導行為的期待與實際感知之一致性與部屬任務性績效有正向關聯；（2）主管部屬交換關係在部屬對主管悖論領導行為的期待與實際感知之一致性與部屬任務性績效間具有完全中介效果 本研究探討內隱領導理論對主管部屬交換關係質量的影響，並支持主管悖論領導行為對部屬任務性績效的正向影響。透過本研究結果顯示，悖論領導需要在部屬與主管有一致性認同下才能發揮效益，因為部屬對主管的實際感知會影響其對管理決策的接受度，進而提升任務性績效。 ;In the VUCA environment faced by organizations, leaders demonstrating paradoxical leadership abilities can more effectively manage paradoxical situations. Considering that subordinates′ acceptance of leaders′ paradoxical leadership behavior varies, this study explores, from the perspective of implicit leadership theory, the relationship between the consistency of subordinates′ expectations and actual perceptions of leaders′ paradoxical leadership behavior and their task performance, with leader-member exchange (LMX) as a mediating factor. This study analyzed 268 matched samples of supervisors and subordinates from Taiwanese enterprises using statistical regression analysis, leading to the following conclusions: (1) From the perspective of implicit leadership theory, the consistency between subordinates′ expectations and actual perceptions of supervisors′ paradoxical leadership behavior is positively related to subordinates′ task performance; (2) LMX fully mediates the relationship between the consistency of subordinates′ expectations and actual perceptions of supervisors′ paradoxical leadership behavior and subordinates′ task performance. The findings indicate that paradoxical leadership can only be effective when there is consistent recognition between subordinates and supervisors, as subordinates′ actual perceptions of their supervisors influence their acceptance of management decisions, thereby enhancing task performance.
