威權領導是華人組織中十分常見的領導風格，也是家長式領導模式中內容最豐富且非常重要的領導風格之一。隨著民主的普世價值與西化教育的影響，威權領導的效能在華人社會中越來越受到考驗。
過往研究著重討論威權領導與職場偏差行為之間的關係，本研究認爲威權領導下的員工行為則與工作退縮行為相吻合，而以退縮行為因應關乎員工對所處環境的信息解讀，因此本研究引入「心理安全」作爲中介作用因子進行探索。同時，因爲工作投入代表員工在工作中有高能量水準和强烈的認同感，但員工無法在組織内感到安全時，員工的高能量和認同感都會受到負面的影響。因此本研究探討威權領導對於員工績效所產生的影響，以及在此過程中心理安全與工作退縮、心理安全與工作投入所產生的連續中介作用機制。同時考慮到權變理論下，員工個人特質亦有成爲特定領導行為效能的調節因素，據此引入員工的成就目標導向作爲本研究的調節變數。希望研究能夠通過以上對威權領導與員工績效之間所存在的中介與調節變數的挖掘與探索，提供出對組織管理、領導效能和員工行爲等方面的管理實務意涵。
本研究以中國大陸與台灣的企業為研究對象，共蒐集215份有效問卷。研究結果顯示，「威權領導」與「心理安全」存在負向關係，「心理安全」與「工作退縮」存在負向關係、與「工作投入」存在正向關係，并且「心理安全與工作退縮」、「心理安全與工作投入」在「威權領導」和「員工績效」中扮演著連續中介作用。同時員工的「成就目標導向」，將調節員工「心理安全與工作退縮」之間的負向關係。研究結果證實了在威權領導與員工績效之間，心理安全、工作退縮、工作投入與成就目標導向的確存在中介與調節的作用機制。
關鍵詞： 威權領導、員工績效、心理安全、工作退縮、工作投入、成就目標導向、權變理論

Authoritarian leadership is a common leadership style in Chinese organizations, it is also one of the most abundant and very important leadership styles in the paternalistic leadership model. With the influence of the universal values of democracy and Westernized education, the effectiveness of authoritarian leadership has been increasingly tested in Chinese society.
Therefore, this study explores the impact of authoritarian leadership on employee performance, as well as the continuous mediating mechanism of psychological safety and work withdrawal, psychological safety and work engagement in this process. At the same time, considering that under the contingency theory, the personal characteristics of employees have also become a moderating factor for the effectiveness of specific leadership behaviors. Based on this, the employee’s achievement goal orientation is introduced as the moderating variable of this research. It is hoped that through the above-mentioned exploration and exploration of the intermediary and adjustment variables existing between authoritarian leadership and employee performance, the research can provide practical implications for organizational management, leadership effectiveness, and employee behavior.
In this study, companies in Mainland China and Taiwan were the research objects, and a total of 215 valid questionnaires were collected. The research results show that "authoritarian leadership" has a negative relationship with " Psychological safety", "psychological safety" has a negative relationship with "work withdrawal", has a positive relationship with "work engagement". "psychological safety and work withdrawal" with "Psychological safety and work engagement" play a continuous intermediary role in "authoritarian leadership" and "employee performance". At the same time, employees' "achievement goal orientation" will regulate the negative relationship between employees' Psychological safety and work withdrawal.
Keywords：Authoritarian leadership, Employee performance, Psychological safety, Job withdrawal, Work engagement, Achievement goal orientation, Contingency theory

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