成員「認同」
「威權取向」領導無法影響成員 的自我效能對組織承諾及工作滿意度產 生效果，已獲本研究證實。為了降低成 員對威權領導的排斥現象，而影響對工 作的滿意度，主管應能慎重運用適宜的 領導取向來帶領成員，採用理性的方式 與成員進行溝通並能適當地說明嚴苛要 求成員的事由，對「事」不對「人」。
因此建議主管應以專家權威取代成員對 威權的刻板印象，使成員能樂於接受主 管的指揮並心悅誠服地做事，自然能減 低威權領導的負面效果。
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國立政治大學「教育與心理研究」
2006年 3 月，29 卷 1 期，頁 77-91