全球化的趨勢加深了市場的複雜性，企業往往會在動態的產業環境中面對複雜且矛盾的情境，能夠有效處理矛盾問題才能使企業保有競爭力。而陰陽理論(Yin-Yang)的概念為企業管理提供了更全面性的觀點，近年陰陽的概念在商業領域的應用逐漸受到重視。過去研究主要探討矛盾領導行為(Paradoxical leader behavior)對於組織績效的影響，本研究則以陰陽理論為基礎，探討單位層次的矛盾領導行為如何影響員工個人績效，並以員工雙歧作為中介變數、單位外向性作為兩者之間的調節機制。本研究的研究對象為22間企業44個部門單位，包含管理職與非管理職員工，共308名。本研究採用多層次結構方程模型(Multilevel Structural Equation Modeling, MSEM)進行資料合併檢驗，研究結果顯示員工雙歧會中介矛盾領導與單位績效之間的關係；而單位外向性會調節員工雙歧和員工績效之間的關係。

The trend of globalization increases complexity of business environment, Yin-Yang theory provides a macro perspective for business management. Past research of paradoxical leadership focused on the relationship between paradoxical leadership and organizational performance. This research is based on Yin-Yang theory to discuss how unit-level paradoxical leadership behavior affects employee performance. Furthermore, this study proposed that the relationship between unit-level paradoxical leadership and individual-level employee performance was mediated by individual-level employee ambidexterity and moderated by unit-level extroversion.

The research object of this study is 44 departments and units of 22 enterprises, including managerial staff and unit staff, totaling 308 persons. In this study, multilevel structural equation modeling (MSEM) was used for data combination testing. The results showed that employee ambidexterity can mediate the relationship between Paradoxical leadership and employee performance; and unit extroversion can mediating unit ambidexterity and unit performance.

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