本研究目的以東方(華人)情境的視角來探討家族企業之矛盾領導對於企業績效影響，並探究家族企業在世代接班之矛盾領導與績效之關係，本研究經過論述提出四個假設以求驗證，採用問卷調查法進行研究，有效回收公司層次共173份世代配對之金融開發業、高科技或生技業與服務業等家族企業有效問卷。並透過描述性統計、探索性因素分析、驗證性因素分析、信度分析、相關分析以及階層迴歸分析等方法分析資料，本研究結果獲得驗證：第一，矛盾領導對於企業績效具正向影響；第二，矛盾領導對世代接班具正向影響；第三，世代交班對企業績效具正向影響；第四，世代接班對矛盾領導行為與企業績效具中介效果。最後提出實務管理意涵供家族企業參考。 This study aims to explore the impact of the paradoxical leadership in family business on firm performance from the perspective of oriental (Chinese) context. The study also explores the relationship between the paradoxical leadership and performance of the family business in the succession process. Four hypotheses are proposed and then empirically tested. The study finally obtained a total of 173 valid questionnaires for family businesses in the financial industry, high-tech or biotechnology industry and service industry, etc. The questionnaires are paired cross-generations and firm-level. The data were analyzed by descriptive statistics, exploratory factor analysis, confirmatory factor analysis, reliability analysis, pearson’s correlation analysis and hierarchical regression analysis. The four proposed hypotheses are all statistically supported. First, paradoxical leadership has a positive impact on firm performance. Second, paradoxical leadership has a positive impact on succession process. Third, succession process has a positive impact on firm performance. Fourth, succession process shows a full mediating effect on the relationship between paradoxical leadership and firm performance. Finally, some managerial implications are proposed for family businesses.
