中庸是華人文化下獨特的思維方式，強調人際與內在和諧、全局觀點與換位思考，並接受矛盾特性並存。此外，中庸思維屬後設認知歷程，會影響個體的行為反應並調節情緒。但過去中庸研究多以大學生為受試者，且較少在組織行為領域中被探討。本研究以問卷蒐集資料，釐清員工的中庸思維與部屬效能(創造力績效、工作滿意度)具有何種影響，並檢驗中庸思維在領導行為與部屬效能間扮演何種調節角色，以深化中庸思維在企業實務中的應用性。

本研究分析台灣民營企業397位員工資料，結果發現：(1)中庸思維對創造力績效具有正向效果，與工作滿意度無顯著相關；(2)中庸思維在專權領導、仁慈領導與工作滿意度間的調節效果：弱化專權領導對工作滿意度的傷害、替代仁慈領導對工作滿意度的正向影響；(3)中庸思維在轉型領導、尚嚴領導與創造性績效間具有正向調節效果。

最後，根據結果進行探討並對研究限制、未來研究方向、及管理實務意涵加以闡述。

Zhong-Yong, which emphasizes a person’s interpersonal and inner harmony, viewing social objects with more global perspectives but also good perspective-taking ability, more tolerant of apparent contradiction, represents unique beliefs in Chinese culture. Moreover, Zhong-Yong serves as a meta-cognitive processing, not only influencing behaviors but also regulating affection.
However, to date, there has been relatively little research conducted on Zhong-Yong in organizational behavior and much study recruited students as participants instead. Using questionnaire survey, this study explored the relations between Zhong-Yong and employee outcomes in work place while job satisfaction and creative performance were used as employee effectiveness. Besides, this study also examined the moderating effects of Zhong-Yong over leaderships on employee effectiveness. Taking 397 employees from private enterprises in Taiwan as sample, the results showed that (1) Zhong-Yong was clearly and positively associated to creative performance but no significant relation with job satisfaction; (2) Zhong-Yong mitigated the harm from authoritarian leadership on employee job satisfaction, and substituted the benefit from benevolent leadership. (3) Zhong-Yong strengthened the positive effects of transformational and authoritative leadership on creativity performance.
According to the results, the discussion, limitation, further research directions and managerial applications are also noted in the end.

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