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主管矛盾思維對團隊建言行為的影響: 檢視衝突管理的中介角色及 領導-成員交換關係差異化的干擾效果
The Effect of Leader’s Paradox Mindset on Team Voice Behavior: Mediating Role of Conflict Management and Moderating Effect of Leader-member Exchange Differentiation
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paradox theory, paradox mindset, conflict management, leader-member exchange differentiation, voice behavior
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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.
目次 Table of Contents
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
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