現今科技變動快速,企業經營環境面臨嚴苛考驗,組織必需擁有一位真誠的領導者,他能牽動企業、社會及員工的思想。近幾年真誠領導受到廣泛的關注,但多處於概念發展階段,在真誠領導的前因、後果與條件變數的實證研究仍舊有限,尤其對於真誠領導與員工態度或績效的實證研究就更顯缺乏。本研究主要目的在於探討真誠領導的四個構面關係透明化、內化道德觀、平衡資訊處理、自我覺知是否會透過員工正向心情、對主管信任兩個中介機制,影響到員工績效。 採用實地法進行研究,以台灣地區50家企業的51位主管以及210位員工為研究對象,並以配對的方式蒐集問卷。研究結果部分支持了本研究之假設,當主管與員工坦誠相待,建立良好互動關係,員工會對主管產生信任和擁有較多的正向心情。透過主管的誠信、正直的自我覺知、關係透明化與平衡資訊理作為,使部屬對主管正向模仿而產生員工正向心情,進而培養部屬高度的信任感,塑造正向的組織氣氛,而提升員工績效。
The global environment changes rapidly, the enterprise confront many difficult things to solve. It’s necessary for organization to have an authentic leader to affect enterprise, society, and employee. Authentic leadership can help employee to be authentic, and then they are engaged in work. The mainly purpose of this field research was to explore the mediating mechanisms between Authentic leadership and employee’s job performance. Data were collected from 210employeesand 51 matched leaders participating in 50 companies in Taiwan. The results partially supported the hypotheses and indicated that employees’ trust and perceived positive moodshad mediating effect between authenticleadership and employees’ task performance.