本研究探討主管視角的內隱追隨力與追隨者與主管喜愛部屬、工作績效、晉升力評分及職涯滿意度之關聯性，旨在提高組織對主管視角的內隱追隨力的關注，致力使領導者在管理及領導上有新的啟發。主管視角的內隱追隨力之核心在於追隨者正原型，當追隨者之行為特質符合領導者心中的正原型時，對追隨者會有正面認知。本研究說明了主管視角的內隱追隨力透過主管對部屬喜愛而提高了追隨者的工作績效，繼而對職涯成果產生影響。
填答者為臺灣地區企業之主管及部屬，以配對方式參與，一共收集 212 份有效問卷，再以結構方程式進行分析。研究發現，主管的內隱追隨力中的勤奮及公民行為與主管喜愛部屬呈正向關聯，主管喜愛部屬正向影響工作績效，工作績效正向影響晉升力評分，而領導者的內隱追隨力中的熱情與主管喜愛部屬以及工作績效與晉升力評分，則無顯著關係。最後，本研究針對領導者及追隨者提供了對內隱追隨的見解，未來建議以職涯贊助及員工滿意度，分別作為中介因子及依變項。

We investigated the correlation between Leader’s implicit followership theories(LIFTs), liking, job performance, promotability rating and career satisfaction. The purpose of this study is to raise the organizations and leaders’ awareness of LIFTs and to inspire their business and leadership acumen. The central elements of LIFTs are prototypes, described as leaders’ preconceived notion of the characters and behavior of a positive follower. Positive perception will be elicited when the follower is congruent with their prototypes. This research aimed to verify that LIFTs will lead to liking for followers, consequently influenced the job performance and career outcomes.
Structural equation modelling was conducted to analyze the data collected from 212 leader-follower dyads from enterprises in Taiwan. Results demonstrated that industry and good citizen were positively correlated with liking which was correlated to job performance as well. Significant correlation between job performance and promotability rating was found. The enthusiasm was not related to job performance, which was not related to career success as well. The study was concluded with the insights into LIFTs provided to leaders and followers, we also suggested that the future research shall examine the career sponsorship and job satisfaction as the mediator and the dependent variable respectively.

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