近年來，隨著人才流失問題日益嚴峻，各行各業皆面臨缺工的難題，加上新世代的工作者講求工作與生活平衡，企業必須注重工作環境與文化、職涯發展與培訓、企業聲譽與社會影響力，企業在組織管理面臨前所未有的複雜與多元挑戰。而在新的世代中，塑造開放溝通的文化為企業之根本。建言行為可以促進組織學習、創新和決策質量，因此被視為現代組織中重要的積極行為，對於提升員工參與及組織的認同感具有深遠的影響，是現代企業面臨複雜及多元挑戰，提升人才競爭力，邁向永續發展非常關鍵的管理要素。
本研究在於探討元悖論領導行為，特別是僕人式領導與威權式領導對於員工建言行為之間的關係，並以主管與部屬交換關係為中介。本研究收集202對部屬和主管的配對問卷，透過統計分析檢視不同的領導行為對於員工建言行為的影響，得到了以下研究結果：當領導者同時展現高僕人式且高威權式領導行為時，員工的建言行為顯著優於主管同時展現低僕人與低威權的現象；進一步地，高僕人結合高威權的整合式領導風格，其建言行為的效果亦優於單一領導風格（僅高僕人或僅高威權）。最後透過拔靴法進行中介分析，在本研究中驗證了主管與部屬交換關係在領導風格與建言行為之間不具中介效果。
本研究的目地旨在為企業提供實務參考，促進領導者對於組織內部的整合式領導與溝通合作，進一步提升人才管理效能與組織競爭力。

In recent years, rising talent attrition and labor shortages, along with the new generation’s emphasis on work-life balance, have pushed companies to prioritize work environment, career development, corporate reputation, and social impact. As organizations face increasingly complex challenges, building a culture of open communication has become essential. Voice behavior, which fosters learning, innovation, and better decision-making, is seen as a key factor in enhancing employee engagement and organizational identification, making it critical for talent competitiveness and sustainable development.
This study examines the relationship between meta-paradoxical leadership—specifically servant and authoritarian leadership—and employee voice behavior, with leader-member exchange (LMX) as a potential mediator. Based on 202 matched supervisor-subordinate surveys, the results show that employees under leaders exhibiting both high servant and high authoritarian leadership demonstrate significantly higher voice behavior than those under low-level dual leadership. Moreover, the integrated leadership style (high servant + high authoritarian) is more effective than either style alone. However, mediation analysis using bootstrapping reveals that LMX does not mediate the relationship between leadership style and voice behavior.
This research offers practical insights for organizations aiming to improve internal communication, strengthen talent management, and enhance overall competitiveness.

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