本研究先以領導效能知覺的理論與應用實務之分析，形成領導效能知覺之概念架構，並以20 位大學圖書館館員與中階主管為研究對象，透過館員與中階主管的深度訪談，探知大學圖書館館員知覺領導效能的現況與認知差距。分析發現：領導效能知覺可歸納為目標達成、部屬表現、團體歷程、領導能力四個面向。館員知覺中階主管領導效能受館員性別影響，其中女性比男性館員給予較高的評價，也受館員年資的影響；不過，館員所知覺的中階主管領導效能並不受中階主管性別影響，而受主管年資影響。另外，館員所知覺中階主管領導效能的影響效果，會因大學圖書館環境脈絡之不同而不同；這些圖書館環境脈絡包括圖書區域及圖書館服務規模。從深度訪談對偶關係比照後發現：中階主管領導效能在部份館員與主管間有相當落差。最後，本研究針對研究與政策提出建議。

This research is to examine the leadership effectiveness of middle managers and explore the concept structure of leadership effectiveness. The research proceeds with a depth interview of 20 university librarians and their direct middle managers in Taiwan. By the way of the depth interview, the research tries to analize acknowledge difference of leadership effectiveness between librarians and their middle managers. The results show that the leadership effectiveness can be characterized into four distinct dimensions: goal achievement, subordinates performance, group process, and leadership capability. Also, the leadership effectiveness of middle managers do have a significant influence perceived by the librarians. In addition, the female librarians perceived goal achievement than male librarians and influence by their seniority. On the other hand, the leadership effectiveness of middle manager’s does not vary by the gender and will vary by the middle manager’s seniority. As well as the influence of feminine leadership on leadership effectiveness differs by the attributes of middle managers and library’s contexts in terms of library region, and library scale. Depth interview from dual relations finds out that the middle manager’s leadership effectiveness has considerable gap between partial staff and middle manager. Policy implication for libraries is also provided in this article.