本研究運用矛盾理論探討主管矛盾思維對團隊成員建言行為的關係，同時也檢視合作性與競爭性衝突管理的中介效果，以及領導-成員交換關係差異化的干擾角色。研究採兩階段問卷調查法蒐集主管與團隊成員的回應，最終取得了51位主管、210名員工，共計51個團隊的配對資料以統計進行分析。結果顯示，主管矛盾思維對合作性衝突管理有正向關係，合作性衝突管理對團隊成員的建言行為有正向關係，同時，合作性衝突管理扮演了完全中介的角色。
此研究從矛盾與衝突的角度檢視影響團隊建言行為的要素，延伸了團隊建言行為研究的分析視角。研究結果也強調主管本身的思考模式與衝突管理方式，將可為團隊帶來建設性的結果。

This research explored the relationship between a leader's paradox mindset and team voice behavior by paradox theory, and meanwhile examined the mediating role of cooperative and competitive conflict management, as well as the moderating effect of leader-member exchange differentiation. This study involved a two-phase questionnaire survey, filled by leaders and members. Finally, a total of 51 teams with 51 leaders and 210 members' data were used in quantitative analyses. The results indicated that the leader’s paradox mindset is positively correlated with cooperative conflict management, and cooperative approach is also positively associated with team voice behavior. Moreover, the result revealed the full mediating effects of cooperative conflict management in the liaison between leaders’ paradox mindset and team members’ voice behavior. This study suggested the factors which affect the team voice behavior from a paradox and conflict perspective, extending voice behavior research in several ways. The findings of this research also emphasized that the leader’s paradox mindset and conflict management approach could bring constructive results to the team.

論文審定書 i
誌謝 ii
摘要 iii
Abstract iv
1. Introduction 1
1.1 Research Background 1
1.2 Research Objectives 3
1.3 Research Procedure 4
2. Literature Review 6
2.1 Paradox Theory 6
2.2 Studied Variables 7
2.2.1 Leader’s Paradox Mindset 7
2.2.2 Conflict Management in Teams 9
2.2.3 LMX Differentiation 10
2.2.4 Team Voice Behavior 12
2.2.5 Summary of Previous Findings Related with Voice Behavior 13
2.3 Hypotheses 19
2.3.1 Leader’s Paradox Mindset and Conflict Management in Teams 19
2.3.2 Team Conflict Management and Voice Behavior 20
2.3.3 Mediating Roles of Team Conflict Management 22
2.3.4 LMX Differentiation as a Moderator 23
3. Research Design 25
3.1 Research Framework 25
3.2 Summary of Hypotheses 25
3.3 Sample and Data Collection 26
3.4 Measurements 27
3.4.1 Leader’s Paradox Mindset 28
3.4.2 Conflict Management in Teams 28
3.4.3 LMX Differentiation 29
3.4.4 Team Voice Behavior 30
3.4.5 Control Variables 31
3.5 Analyses 31
4. Research Results 33
4.1 Reliability and Validity Checks 33
4.2 Correlation Analysis 34
4.3 Hypotheses Testing 34
5. Discussion 39
5.1 Summary of Research Findings 39
5.2 Theoretical Implications 40
5.3 Practical Implications 41
5.4 Limitations and Future Research 42
References 45

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