差序式領導是指領導者對於自己人部屬給予較多偏私對待的領導風格，儘管這項領導行為看似不公平，不過在普遍存在人治主義的華人企業組織中，差序式領導卻被視為能夠增進團體效能的領導風格。近期，這種領導風格受到東西方研究者的關注，由於尚在起步階段，對於差序式領導有效與否、影響機制為何，仍須要詳加探討。本篇文章將系統性地回顧與整理差序式領導的概念起源與其理論意涵，並回顧近期國內外主要研究結果，以及提出可能的研究命題。首先，本篇文章將論述華人差序式領導的本質與其影響歷程；其次，剖析華人差序式領導與西方相關概念的異同；第三，簡述差序式領導與員工歸類模式的概念差異與其關聯性；第四，回顧台灣與全球近期相關研究成果；第五，針對差序式領導的影響機制，提出各項研究命題；以及最後將指出其他有關差序式領導的重要研究議題與方向。

Differential leadership refers to the leadership style which leaders treat their ingroup subordinates more favorably than outgroup subordinates and recent findings showed that differential leadership could improve workgroup effectiveness in Chinese enterprise organizations. This article systematically reviewed research findings in the last decade and explored the nature and theoretical background of differential leadership. The nature and influence process of Chinese differential leadership was reviewed and then the similarity and differences among Chinese differential leadership and related Western leadership perspectives was discussed. According to the hypothesized influence mechanism of the differential leadership in this study, propositions were generated for further study