員工可說是組織的重要資產之一，而員工的工作績效一直以來都是組織深切關注的事項。身處在複雜多變的環境中，組織為了長期的生存發展，已不僅重視員工從事工作說明書中所陳列核心工作內容的表現，尚包含支援組織運作的組織公民行為表現，以及員工面對工作或環境變動時展現的適應力。主管的領導風格、員工本身的能力及心理狀態、組織環境…等都可能影響員工的工作績效。本研究想了解在主管的矛盾領導（結合自我為中心與他人為中心、維持親密又保持距離、對待部屬一視同仁又允許其個人化、要求確實執行工作又給予彈性度、保有決策控制權又給予自主性）之下，是否會提升員工的工作績效（任務績效、脈絡績效、適應性績效）；以及在主管的矛盾領導之下，員工是否能滿足其基本心理需求（自主性需求、勝任感需求、關係感需求），增加對工作的滿意度（直屬主管滿意度、獎賞滿意度、工作特性滿意度）。進一步探討在滿足基本心理需求及工作滿意度的情況下對工作績效的影響。
本研究共回收544份問卷，扣除167份無效問卷後，最終以377份有效問卷進行資料的統計分析，採用SPSS Statistics 17.0及SmartPLS（V.3.2.8）統計軟體進行分析，結果如下：
一、結合自我為中心與他人為中心的矛盾領導對勝任感、關係感的基本心理需求之正向影響皆獲得支持；維持親密又保持距離的矛盾領導對關係感的基本心理需求之正向影響獲得支持；對待部屬一視同仁又允許其個人化的矛盾領導對自主性、關係感的基本心理需求之正向影響皆獲得支持；要求確實執行工作又給予彈性度對自主性的基本心理需求之正向影響獲得支持；保有決策控制權又給予自主性對自主性的基本心理需求之正向影響獲得支持。
二、結合自我為中心與他人為中心的矛盾領導對直屬主管、獎賞方面的工作滿意度之正向影響皆獲得支持；維持親密又保持距離的矛盾領導對直屬主管方面的工作滿意度之正向影響獲得支持；對待部屬一視同仁又允許其個人化的矛盾領導對直屬主管方面的工作滿意度之正向影響獲得支持；保有決策控制權又給予自主性的矛盾領導對直屬主管方面的工作滿意度之正向影響獲得支持；要求確實執行工作又給予彈性度的矛盾領導對直屬主管方面的工作滿意度之正向影響未獲得支持；保有決策控制權又給予自主性的矛盾領導對工作特性方面的工作滿意度之正向影響未獲得支持。
三、結合自我為中心與他人為中心的矛盾領導對任務績效之正向影響未獲得支持；要求確實執行工作又給予彈性度、保有決策控制權又給予自主性的矛盾領導對任務績效、適應性績效之正向影響皆未獲得支持。
四、滿足自主性、勝任感、關係感的基本心理需求對工作特性方面的工作滿意度之正向影響皆獲得支持。
五、勝任感的基本心理需求對任務績效、適應性績效之正向影響皆獲得支持；關
係感的基本心理需求對脈絡績效之正向影響獲得支持；自主性的基本心理需求對任務績效、適應性績效之正向影響皆未獲得支持。
六、獎賞方面的工作滿意度對任務績效、適應性績效之正向影響皆獲得支持；工
作特性方面的工作滿意度對任務績效、脈絡績效、適應性績效之正向影響皆獲得支持；直屬主管方面的工作滿意度對任務績效、適應性績效之正向影響皆未獲得支持。

Employees can be said to be one of the important assets of the organization, and their job performance has always been a matter of deep concern for the organization. In a complex and changeable environment, for long-term survival and development, organizations pay attention to employees' performance in the core work listed in the job description, the organizational citizenship behavior supporting the operation of the organization, and the adaptability of employees in the face of work or environmental changes. Leadership style, employee's ability and psychological state, organizational environment, etc. may affect employee's job performance. This study aims to understand whether paradoxical leadership (combining self-centeredness with other-centeredness, maintaining both distance and closeness, treating subordinates uniformly while allowing individualization, enforcing work requirements while allowing flexibility, maintaining decision control while allowing autonomy) contributes to the increase of job performance (task performance, contextual performance, adaptive performance) and explore whether paradoxical leadership contributes to the satisfaction of basic psychological needs (need for autonomy, competence, relatedness) and the increase of job satisfaction (supervision, contingent rewards, nature of work). Furthermore, it seeks to investigate the effects of the satisfaction of basic psychological needs and job satisfaction on employee job performance.

544 questionnaires were collected. Excluding 167 invalid questionnaires, 377 valid questionnaires were statistically analyzed using SPSS Statistics 17.0 and SmartPLS (V.3.2.8). Results are as follows.
1. Combining self-centeredness with other-centeredness had a positive effect on competence need satisfaction and relatedness need satisfaction. And maintaining both distance and closeness had a positive effect on relatedness need satisfaction. And treating subordinates uniformly while allowing individualization had a positive effect on autonomy need satisfaction and relatedness need satisfaction. And enforcing work requirements while allowing flexibility and maintaining decision control while allowing autonomy had positive effects on autonomy need satisfaction.
2. Combining self-centeredness with other-centeredness had a positive effect on satisfaction with supervision and satisfaction with contingent rewards. And maintaining both distance and closeness had a positive effect on satisfaction with supervision. And treating subordinates uniformly while allowing individualization had a positive effect on satisfaction with supervision. And maintaining decision control while allowing autonomy had a positive effect on satisfaction with supervision, while maintaining decision control while allowing autonomy didn’t have a positive effect on satisfaction with nature of work. And enforcing work requirements while allowing flexibility didn’t have a positive effect on satisfaction with supervision.
3. Combining self-centeredness with other-centeredness didn’t have a positive effect on task performance. And enforcing work requirements while allowing flexibility and maintaining decision control while allowing autonomy didn’t have positive effects on task performance and adaptive performance.
4. Autonomy need satisfaction, competence need satisfaction and relatedness need satisfaction had positive effects on satisfaction with nature of work.
5. Relatedness need satisfaction had a positive effect on contextual performance. And competence need satisfaction had a positive effect on task performance and adaptive performance, while autonomy need satisfaction didn’t have a positive effect on task performance and adaptive performance.
6. Satisfaction with nature of work had a positive effect on task performance, contextual performance and adaptive performance. And satisfaction with contingent rewards had a positive effect on task performance and adaptive performance, while satisfaction with supervision didn’t have a positive effect on task performance and adaptive performance.

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