本研究結合「內隱領導理論」與「矛盾領導行為」，探討部屬預期與實際感受到主管矛盾領導的一致性或不一致性，與部屬工作角色行為間之關係，並以「對主管的認同」此變項為中介因子。本研究於台灣主管與部屬有效配對樣本，最終收集共233組。利用多項式迴歸方程式與反應曲面圖，計算出部屬在矛盾內隱領導理論一致和不一致的情況下，與部屬對主管認同，及其工作行為表現之關係為何。
研究結果顯示當部屬對主管矛盾內隱領導理論的個人預期與實際感受兩者呈現一致高時，對主管的認同也較高；當矛盾內隱領導理論超乎預期時，對主管的認同同樣趨於高點；然而矛盾內隱領導理論與適應性行為、主動性行為和熟練性行為統計結果呈現無顯著，也代表對主管認同此變項於矛盾內隱領導理論匹配性與工作角色行為間不具有中介效果。最後，本研究亦針對研究結果提出討論、學術貢獻、管理意涵、研究限制及未來於內隱領導理論領域之研究方向。

This study combines “implicit leadership theory” and “paradoxical leadership behaviors” to explore the correlations of the congruence and the incongruence of the subordinates’ expectations and actual perceived of their supervisors’ paradoxical leadership behaviors and their work role behaviors, also, we use “identification with leader” as the mediation factor. In this study, we matched Taiwan’s supervisors and subordinates’ samples and collected 233 effective samples. Then we applied polynomial regression and response surface graphs to calculate how the congruence and the incongruence of paradoxical implicit leadership affected identification with leader and their work role behaviors.
The results reveal that when subordinates’ expectations and actual perceived of paradoxical implicit leadership tend to be consistent, the identification with leader also tends to be higher; when the paradoxical implicit leadership exceeds expectations, the identification with leader also tends to be higher. However, the statistical results show that the correlation of paradoxical implicit leadership, adaptive behavior, proactive behavior and proficiency behavior are not significant, which also means that the mediation factor “identification with leader “does not have a mediation effect.
Based on the research results, this study proposes discussions, academic contributions, management implications, research limitations, and future research directions in the field of implicit leadership.

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