員工之創造力是企業競爭優勢的核心，領導行為則是影響員工創造力績效的的關鍵。華人組織中的威權領導，長期被學者認為可能會戕害員工的創造力績效。近年來華人領導學者將威權領導區分為專權及尚嚴兩種面向，本研究進一步以問卷法探討此專權與尚嚴對員工創造力績效的差異影響。以台灣民營企業333位員工為對象，多元迴歸分析後發現：(1)不論是自評或上評之創造性績效，專權領導具有顯著負向影響、尚嚴領導則具有顯著正向作用；(2)自評創造性績效，專權領導透過引發情緒耗竭、降低自我效能，來傷害創造力績效；相對的，尚嚴領導則部分透過降低情緒耗竭、提升自我效能，提升創造力績效；(3)情緒耗竭與自我效能，在專權、尚嚴領導與上評創造性績效間，無中介作用。

For enterprises, the creativity of employees is an important core for the advantage of competition, and the leadership behavior is also the key to the performance of employee creativity. According to the researchers, it has been a long time that the authoritarian leadership in Chinese organization is referred to destruction of employees’ creativity performance. In current years, Chinese leadership researchers distinguish the authoritarian leadership into two concepts: authoritarian and authoritative leadership. Our study adopted survey analysis methods to explore the differentiation and effects between these two leadership models. The survey research sampled 333 employees of Chinese businesses in Taiwan. The result of multiple regression analysis shows: (1) For either self-evaluating or superior-evaluating creativity performance, the authoritarian leadership has a significantly negative influence on creativity performance; On the contrary, the authoritative leadership has a profoundly positive influence on creativity performance; (2) On self-evaluation creativity performance, the authoritarian leadership results in worse creativity performance through emotional exhaustion and self-efficacy reduction, while authoritative leadership stimulates subordinates’ creativity performance thought reducing emotional exhaustion and improving self-efficacy; (3)There’s no significant mediating effects between authoritative leadership, authoritarian leadership and superior-evaluating creativity performance.

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