本研究旨在檢驗單位層次單位與成員交換和時間的邊界條件調節個人層次個人與單位適配中介個人層次和單位層次參與式領導一致性／不一致性對個人層次任務績效的正向關係。本研究透過收集不同行業的三次問卷調查來進行跨時間小組遲滯之縱貫性研究，以期獲得以下理論貢獻。首先，本研究採用適配理論來整合兩個研究架構，試圖填補個人層次參與式領導和個人層次任務績效間的黑盒子和邊界條件。其次，將微觀層次和宏觀層次的參與式領導研究被整合至本研究。第三，本研究收集了客觀的個人任務性績效。最後，本研究使用跨時間小組遲滯之縱貫性研究對這些實證結果進行了穩健性檢驗。所有研究假設皆獲得支持。本研究據研究結果提出理論意涵、實務意涵、研究限制及未來研究建議。

This research aimed to examine that boundary conditions of unit-level unit-member
exchange and time moderated the positive relationship of individual-level and unit-level participative leadership congruence/incongruence on individual-level task performance through individual-level person-unit fit. This research adopted the cross-lagged panel longitudinal research by collecting three times questionnaire surveys across different sectors in order to achieve the following theoretical contributions. First, this research employed fit theory to integrate two frameworks by addressing the black box and boundary conditions of individual-level participative leadership and individual-level task performance. Second, participative leadership research at the micro-level and the macro-level was integrated into the paper. Third, this research collected objective individual task performance. Finally, this research used the cross-lagged panel longitudinal
research to robust check these empirical results. All research hypotheses were supported. Grounded in this research results, this research proposed theoretical implications, practical implications, research limitations, and future research recommendations.

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