企業運作依賴主管的決策速度，若有拖延可能會使組織面臨挑戰。但既有研究尚未釐清不同決策風格的主管是否產生不同程度的決策拖延行為，以及對員工
知覺產生的影響。因此，本研究旨在探討組織內主管決策風格與部屬知覺之主管決策拖延及對主管認同間的關聯性，並檢視認知閉合需求的調節效果。本研究採用便利抽樣法，針對企業組織中四人以上的工作團隊進行問卷調查，共收集了 59個團隊主管與 171 名部屬的配對資料，並以跨層次路徑模式進行分析。研究結果顯示，主管決策風格對部屬知覺之主管決策拖延行為沒有直接顯著影響，但部屬知覺的主管決策拖延行為對其主管認同具有顯著的負向影響。在調節效果方面，主管的認知閉合需求會強化理性型決策風格與決策拖延行為的影響；但會弱化迴避型決策風格與決策拖延行為之間的關係。此外，部屬的認知閉合需求強化了決策拖延行為與主管認同之間的關係。最後，本研究根據結果提出相關管理實務建議，以供未來組織內相關研究參考。

Organizational operations rely on the decision-making speed of supervisors, and procrastination may pose challenges to the organization. However, existing research has yet to clarify whether different decision-making styles of supervisors lead to varying degrees of decision-making procrastination and the impact on employees' perceptions. Therefore, this study aims to explore the relationship between supervisors' ecisionmaking styles and subordinates' perceptions of supervisory decision-making procrastination and their identification with the supervisor, while examining the
moderating effect of the need for cognitive closure. This study used a convenience sampling method, conducting a questionnaire survey among work teams with more than four members within an organization. A total of 59 team supervisors and 171 subordinates were matched, and a multilevel path analysis was performed. The results indicated that supervisors' decision-making styles did not have a direct significant
impact on subordinates' perceptions of supervisory decision-making procrastination. However, ubordinates' perceptions of supervisory decision-making procrastination had a significant negative impact on their identification with the supervisor. In terms of the moderating effect, supervisors' need for cognitive closure strengthened the influence of rational decision-making styles on decision-making procrastination, while weakening the relationship between avoidant decision-making styles and decision-making procrastination. Additionally, subordinates' need for cognitive closure strengthened the relationship between decision-making procrastination and supervisor identification. Finally, based on the results, this study provides relevant managerial recommendations for future organizational research.

論文審定書 i
誌謝 ii
中文摘要 iii
英文摘要 iv
第一章 緒論 1
第一節　研究背景與動機 1
第二節　研究目的 2
第二章 文獻回顧與研究假設 3
第一節　主管決策風格 3
第二節　主管決策風格與部屬知覺之主管決策拖延行為的關係 4
第三節　部屬知覺之主管決策拖延行為與主管認同的關係 6
第四節　部屬知覺之主管決策拖延行為對主管決策風格與主管認同的中介效果 7
第五節　主管認知閉合需求的調節效果 8
第六節　部屬認知閉合需求的調節效果 10
第七節　研究架構 11
第三章 研究方法 12
第一節　研究樣本與施測程序 12
第二節　研究工具 14
第三節　資料分析方法 16
第四章 研究結果 18
第一節　描述統計與相關分析 18
第二節　假設檢定 19
第五章 討論與建議 24
第一節　理論意涵 24
第二節　實務管理意涵 26
第三節　研究限制與未來研究方向建議 27
參考文獻 29
附錄 34

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