在快速變動且充滿不確定性的環境中，領導者往往需要在看似矛盾的管理需求之間尋求平衡，以促進組織創新。然而，僅依賴領導行為本身並不足以充分解釋員工創新行為的產生。員工在展現創意與突破性思維的過程中，除了受到外部管理風格的引導，更需具備安全無虞的心理狀態與投入工作的內在動力，如果能理解這些內在心理歷程，將有助於揭示促成創新行為的深層機制。因此，本研究進一步探討心理安全感與工作敬業在悖論領導行為與創新行為之間的作用機制，建構全面的序列中介模型。本研究採用問卷調查法，以台灣企業的員工作為研究對象，共回收有效樣本179 筆，結果顯示，悖論
領導行為對部屬的創新行為具有正向效果，這種影響可以直接發生，也可以透過心理安全感與工作敬業的來強化這個影響。這意味著，主管的悖論領導行為本身能激發員工創新行為的同時，也可以透過提升心理安全感，從而願意投入更多精力於工作中，最終促使創新行為的展現。由此可知，悖論領導行為是推動創新行為的重要因素，而心理安全感與工作敬業能進一步強化這個過程。

In a rapidly changing and uncertain environment, leaders often need to strike a balance between seemingly contradictory management demands to foster organizational innovation. However, relying solely on leadership behaviors is insufficient to fully explain the emergence of employee innovative behavior. In the process of exhibiting creativity and breakthrough thinking, employees not only require external guidance from management styles but also need
a sense of psychological safety and intrinsic motivation to engage in their work. Understanding these internal psychological processes can help unveil the deeper mechanisms that drive innovative behavior. Therefore, this study further explores the roles of psychological safety and work engagement in the relationship between paradoxical leadership behavior (PLB) and innovative behavior, constructing a comprehensive serial mediation model. This study targeted employees of Taiwanese enterprises for the questionnaire survey, collecting a total of 179 samples. The results show that PLB has a positive effect on subordinates' innovative behavior, which can occur both directly and indirectly through psychological safety and work engagement, enhancing this effect. This implies that PLB not only directly stimulates employees' innovative behavior but also fosters a sense of psychological safety, encouraging them to invest more energy into their work, ultimately leading to the manifestation of innovative behavior. Consequently, PLB is a crucial factor in driving innovative behavior, while psychological safety and work engagement further strengthen this process.

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