企業的成功與否與員工績效以及人力資本的累積息息相關，為了不斷成長以達到更高的成就，便需要不斷發掘與培育人才以增進員工績效表現。因此，過去有許多研究探討影響員工績效的因素，其中領導者風格有著不可忽視的影響力。以往針對領導者風格所做的研究多為轉型領導以及交易型領導等；然而，在儒家思想與中國傳統文化影響下，源於華人文化的領導風格——差序領導對於華人組織有著更獨特的影響力，也因此在今日研究領域中受到許多注目。本研究以華人社會特有的差序領導為基礎，深入探討組織領導行為與員工績效與表現之關係。
本研究探討何種情況下，差序領導對員工的績效表現會有正向或負向影響。同時，本研究也探討差序領導與員工努力程度之間的中介變數，以及差序領導與員工知覺程序正義及分配正義之間的調節效果。本研究的研究對象為台灣科技業、傳統產業、服務業與金融產業之42位領導者與169位員工。研究結果分別為：(1) 差序領導對員工的績效表現有負向影響效果；(2) 差序領導與員工努力程度的關係，會受到員工知覺程序正義與分配正義的負向中介；(3) 差序領導與員工知覺程序正義之關係，會受員工知覺權力距離所調節。然而，差序領導與員工知覺分配正義之關係之間，則不存在權力距離的調節效果。本研究亦在最後討論研究結果對領導理論的貢獻與實務上的應用，以及研究限制和未來研究方向與建議。

This study investigated whether differential leadership would lead to negative or positive subordinates’ job performance, what could be the potential mediators between differential leadership and employees’ effort and task performance, as well as what could be the possible moderator between differential leadership and subordinates’ perceived procedural justice and distributive justice. The sample size of this study is 169 subordinates nested under 42 supervisors based on various industries in Taiwan, including technology, traditional manufacturing, service, and baking industry. The result indicates that differential leadership is negatively related to subordinates’ job performance, and subordinates’ perception of justice is positively associated with their effort, which could lead to better job performance.
Furthermore, we also found that subordinates’ perceived procedural justice and distributive justice would fully mediate the relationship between differential leadership and employees’ effort. In addition, supportive evidence was found for the moderating effect of power distance upon the relationship of differential leadership and subordinates’ perceived procedural justice but not perceived distributive justice. When employees possess low power distance, the relationship of differential leadership and perceived procedural justice will get strengthened. Theoretical contributions, limitations, and future research directions are discussed as well.

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