近年來社會大眾對企業領導者的誠信不斷流失及失望，例如爆發安隆(Enron)、安達信會計師事務所(Arthur Andersen)和泰科(Tyco)執行長寇斯洛斯基、永豐銀行…等醜聞及負面消息，皆顯示企業領導者漠視「誠信」，進而造成企業形象破損、企業倒閉，甚至造成經濟傷害。故真誠領導成了一個重要的議題，本研究並欲採用平衡理論又稱為「P-O-X理論」，來探討真誠領導、主管與員工關係品質和員工的建言行為是否具有平衡關係。
本研究問卷對象主要是針對從事金融產業的同仁，樣本來源主要為便利取得樣本，發放期間為107年1月14至3月5日截止，回收共263份有效問卷，研究的結果分析如下：
1.員工與主管之間的關係品質所呈現正、負態度，則：「主管的真誠領導」對「員工對組織的建言行為」之間具有顯著的影響。
2.當員工對主管所建立的真誠領導方式所呈現正、負態度，則：「主管與員工的關係品質」對「員工對組織的建言行為」具有顯著的影響。
3.員工對組織建言行為受到關係品質影響最大，其次是受到真誠領導的影響。

In recent years, the integrity of corporate leaders has been continuously decreasing and has made the public feel disappointed, such as the scandal of Enron, Arthur Andersen, Tyco CEO Moss Roskilde, Yongfeng Bank, etc.  These negative news indicate that business leaders disregard “honesty”, which in turn not only damages corporate image but also causes loss and business failures, what is more serious is this phenomenon result in economic damage. Therefore, sincere leadership has been an important topic. This study intends to utilize the theory of balance, also known as "POX theory," to discuss whether there are balanced relationships in terms of sincere leadership, the quality of relationship between supervisors and employees, and the behavior of employees.
The questionnaires were mainly targeted at colleagues in the financial industry. The main source of samples was to conveniently obtain samples . The distribution period was from January 14 to March 5, 2017.  A total of 263 valid questionnaires were collected.  The following are the results and analysis of the study:
1.The positive and negative attitudes toward the relationship between employees and supervisors are: “Supervisors’ sincere leadership” has a significant impact on the “employees’ behavior of giving an advice to organization”.
2.When employees present positive and negative attitudes toward methods of the sincere leadership established by their supervisors, then: “The quality of relationship between supervisors and employees” has a significant impact on the “employees’ behavior of giving an advice to organization”.
3.Employees’ behavior of giving an advice to organization is considerably affected by the quality of relationship, followed by honesty.

目錄
目錄	4
表目錄	III
圖目錄	V
第一章　緒論	1
第一節　研究背景與動機	1
第二節　研究目的	7
第三節　研究範圍	8
第四節　研究流程	8
第二章　文獻探討	10
第一節　真誠領導	10
第二節　關係品質	16
第三節　建言行為	22
第四節　平衡理論	27
第三章　研究方法	33
第一節　研究架構與假設	33
第二節　研究樣本	34
第三節　變數之操作型定義	35
第四節　研究假說	37
第五節　問卷設計	38
第六節　資料處理與統計分析方法	41
第四章　資料分析	43
第一節　敘述性統計	43
第二節　效度分析	46
第三節　信度分析	50
第四節　變數描述性概況分析	51
第五節　相關性分析	53
第六節　迴歸分析	55
第七節　差異性分析	60
第五章　結論與建議	67
第一節　研究結果	67
第二節　管理意涵	69
第三節　研究限制與後續	70
參考文獻	71
附錄	83

表目錄
表2-1真誠領導的定義	11
表2-2關係品質的定義	16
表2-3建言行為的定義	22
表3-1真誠領導衡量問題表	38
表3-2關係品質構面的衡量問題表	39
表3-3建言行為構面的衡量問題表	40
表4-1樣本次數分配表	43
表4-2真誠領導構面之KMO與Bartlett檢定表	47
表4-3真誠領導構面之因素分析表	47
表4-4關係品質構面之KMO與Bartlett檢定表	48
表4-5關係品質構面之因素分析表	48
表4-6建言行為構面之KMO與Bartlett檢定表	49
表4-7建言行為構面之因素分析表	49
表4-8問卷各構面之Cronbach's Alpha值	50
表4-9四大變項描述性統計分析	51
表4-10員工與主管的關係品質之正負行為中位數之區隔	53
表4-11員工與主管間的關係品質之正負行為中位數之分類整理	53
表4-12三大變項相關性分析	54
表4-13員工對主管所提供關係品質對員工對組織的建言行為	55
表4-14員工對主管所建立的真誠領導對員工對組織的建言行為	57
表4-15研究假設結果摘要表	58
表4-16性別與三大構面間差異性	60
表4-17性別與關係品質T檢定	61
表4-18年齡與三大構面間差異性	62
表4-19婚姻與三大構面間差異性	63
表4-20學歷與三大構面間差異性	63
表4-21現職年資與四大構面間差異性	64
表4-22工作總年資與三大構面間差異性	65


圖目錄
圖1-1研究流程圖	9
圖2-1平衡理論示意圖	27
圖2-2平衡與不平衡狀態圖	28
圖3-1研究架構圖	33

一、中文部份
方凱弘(2014)。初探真誠領導之意涵與行為。T & D飛訊，(95)，1-22。
毛筱豔、簡元瑜(2010)。員工積極上行溝通與個人-工作契合度之關係—以主管-部屬交換關係為干擾變數。北商學報，17，63-72。
王建廸(2015)。主管真誠領導與團隊正向情感氛圍對，員工敬業與問題解決態度之影響研究。亞洲大學心理學系碩士論文。
王悅縈(2009)。橘逾淮為枳！？真誠領導、仁慈德行領導與魅力型領導對忠誠與信任影響之比較。國立東華大學企業管理學系企業管理學系碩士論文。
王淳薇(2010)。消費者對「痞子英雄」景點置入、劇中角色態度之研究—平衡理論觀點探討。銘傳大學傳播管理研究所碩士論文。
古淑華(2013)。真誠領導、社會幸福感與建言行為之關係探討。大葉大學／管理學院碩士在職專班碩士論文。
白凢芸、郭俊威(2013)。夥伴關係中廠商依賴與製程技術能力關係之研究。管理實務與理論研究。7(4)，47-66。
何欣恬(2011)。真誠領導對前瞻性行為影響之研究：對主管認同與調節焦點一致性的調節式中介效果模式。國立東華大學企業管理學系碩士論文。
余鑑、于俊傑、陳淑淳、張旭嵐(2015)。工作熱情對真誠領導、信任感 與組織公民行為三者之間中介效果探討。T & D飛訊，204，1-27。
吳佳翰(2011)。團隊氣候對真誠領導及員工意見表達行為之中介效果分析。國立東華大學企業管理學系碩士論文。
周麗芳、任金剛、林守紀(2013)。轉型領導與建言行為：文化價值觀的關鍵角色。TSSCI期刊，6(2)，115-159。
翁世勳(2006)。韓劇中的景點置入、角色與消費者—平衡理論。國立中正大學行銷管理研究所碩士論文。
張紹勳(2002)。人力資源管理。台北：滄海書局。
郭智涵(2012)。建言或諫言？探討員工正、負向心情與促進性／預防性建言行為的關係：環境知覺與領導風格的干擾效果。國立中山大學人力資源管理研究所碩士論文。
陳建丞(2008)。員工知覺的組織支持與工作績效間的中介模型研究。管理學報。25(3)，309-331。
陳彥君、沈其泰(2015)。檢驗主管認同與權力距離傾向對於真誠領導與服務品質之關係的效果。人力資源管理學報。15(1)，1-25。
陳思蕙(2011)。主管關係品質與員工建言行為關係之研究。國立彰化師範大學人力資源管理研究所碩士論文。
陳嵩、李佩芬、陳光偉(2008)。上司家長式領導對銷售人員目標取向及績效之影響—以銀行理財專員為例。企業管理學報。77，1-46。
陳銘軍(2011)。工作家庭增益的前置因素分析-真誠領導與正向團隊情成氣圍的跨層次中介模式。國立東華大學企業管理學系碩士論文。
馮國豪、戴士欽、賴文山(2013)。地方文創產業之共創價值：產官學夥伴關係之觀點。東吳經濟商學學報。102(9)，1-33。
黃光國(1985)。人情與面子：中國人的權力遊戲。見李亦園、楊國樞、與文崇一(主編)：現代化與中國化論文集。台北：桂冠。
黃薰儀(2013)。真誠領導、組織公民行為與員工生產力的研究—以隱性心理資本為中介作用和團隊成員交換關係為干擾變數。國立成功大學工程管理專班 碩士論文。
蔡景仁(2013)。個人與主管關係品質對於工作投入與工作績效之影響。國立東華大學企業管理學系碩士在職專班碩士論文。
鄭昱宏(2013)。真誠領導、目標導向、心理賦能與員工工作績效、組織公民行為之研究。國立中央大學企業管理學系碩士論文。
鄭鼎耀(2014)。授權領導對情感性承諾與建言行為—多因子信任之中介歷程。大葉大學人力資源暨公共關係學系碩士班碩士論文。
蕭達昌(2014)。感受到主管支持對員工積極建言行為的機制研究。澳門科技大學管理學系碩士論文。
賴鳳儀、林鉦棽、陳曉玲、李郁芩、湯蕙娟(2016)。主管與同事關係品質對建言行為的非線性關係：心理安全知覺的中介角色。人力資源管理學報。16(3)，1-28。
簡榮宏(2012)。績效評估公平與主管部屬關係品質對組織公民行為之相關性研究—以某石油公司員工為例。義守大學工業管理學系碩士論文。

 
二、英文部份
Allison, S. T. & Herlocker, C. E. (1994), “Constructing Impressions in Demographically Diverse organizational Settings”, American Behavioral Scientist, 37(5), 637-653.
Ashford, S. J., Rothbard, N. P., Piderit, S. K. & Dutton, J. E. (1998), “Out on a limb: The role of context and impression management in selling gender-equity issues” Administrative Science Quarterly, 43, 23-57.
Ashford, S. J., Sutcliffe, K. M. & Christianson, M. K. (2009), “Speaking up and speaking out: The leadership dynamics of voice in organizations”, UK: Emerald Group.
Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F. & May, D. R. (2004), “Unlocking the mask: a look at the process by which authentic leaders impact follower attitudes and behaviors”, The Leadership Quarterly, 15(6), 801-823.mf 
Basil, D. Z. & Herr, P. M. (2006), “Attitudinal balance and cause-related marketing: an empirical application of balance theory”, Journal of Consumer Psychology, 16(4), 391-403.
Basil, M. R. (1999), “Consumer behavior (4nd ed.)”, NJ: Pretice-Hall.
Bateman, T. S. & Organ, D. W. (1983), “Job satisfaction and the good soldier: The relationship between affect and employee”, citizenship Academy of Management Journal, 26(4), 587-595.
Blau, P. (1964), “Exchange and power in social life”, NY: Wiley.
Blau, P. M. (1960), “A theory of social integration”, The American Journal of Sociology, 65(6), 554-556.
Botero, I. & Ashford, L. (2009), “Employee Voice Behavior”, Management Communication Quarterly, 23(1), 84.
Brinsfield, C. T., Edwards, M. S. & Greenberg, J. (2009), “Voice and silence in organizations: Historical review and current conceptualizations”, Voice and silence in organizations. 34, 671–97
Burris, E. R. (2012), “The risks and rewards of speaking up: Managerial responses to employee voice”, Academy of Management Journal, 55, 851-875.
Burris, E. R., Detert, J. R., & Chiaburu, D. S. (2008). Quitting before leaving: The mediating effects of psychological attachment and detachment on voice. Journal of Applied Psychology, 93: 912-922.
Cooper, C. D., Scandura, T. A. & Schriesheim, C. A. (2005), “Looking forward but learning from our past: Potential challenges to developing authentic leadership theory and authentic leaders”, The Leadership Quarterly, 16(3), 475-493.
Dansereau, F., Cashman, J., & Graen, G. B. (1973), “Instrumentality theoryand equity theory as complementary approaches in predicting the relationship of leadership and turnover among managers”, Organization Behavior and Human Performance, 10, 184-200.
Dansereau, F., Graen, G. & Haga, W. J. (1975), “A vertical dyad linkage approach to leadership within formal organizations: A longitudinal investigation of the role making process”, Organizational Behavior and Human Performance, 13, 46-78.
Deluga, R. J. (1994), “Supervisor trust building leader-member exchange and organizational citizenship behavior”, Journal of Occupational and Organizational Psychology, 67(1), 315-326. 
Detert, J. R. & Burris, E. R. (2007), “Leadership behavior and employee voice: Is the door really open?” Academy of Management Journal, 50, 869-884.
Detert, J. R. & Trevino, L. K. (2010), “Speaking up to higher-ups: How supervisors and skip-level leaders influence employee voice”, Organization Science, 21, 249-270.
Dienesch, R. M. & Liden, R. C. (1986), “Leader-member exchange model of leadership: A critique and further development”, Academy of Management Review, 11(3), 618-634.
Dundon, T., Wilkinson, A., Marchington, M. & Ackers, P. (2004), “The meanings and purpose of employee voice”, The International Journal of Human Resource Management, 15(6), 1149-1170.
Dutton, J. E. & Ashford, S. J. (1993), “Selling issues to top management”, Academy of Management Review, 18, 397-428.
Edmondson, A. C. sychol (1999), “Pogical safety and learning behavior in work teams”, Administrative Science Quarterly, 44, 350-383
Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R. & Walumbwa, F. (2005), “Can you see the real me? A self-based model of authentic leader and follower development”, The Leadership Quarterly, 16(3), 343-372.
George, W. (2003). “Authentic leadership: Rediscovering the secrets to creating lasting value”, SFO: Jossey-Bass
Gerstner, C. R. & Day, D. V. (1997), “Meta-analytic review of leader member exchange theory: Correlates and construct ideas”, Journal of Applied Psychology, 82, 827-844.
Graen, G. B. & Cashman, J. F. (1975), “A role making model of leadership in formalorganizations: A development approach. In J. G. Hunt & L. L. Larson (Eds.)”, Leadership frontiers, 143-165, Kent State University Press.
Graen, G. B. & Scandura, T. (1987), “Toward a psychology of dyadic organizing. In B Staw & L. Cumming (Eds.)”, Research in organizational behavior, 9, 175-208, CT: JAI Press.
Graen, G. B. & UhlBien, M. (1995), “Relationship-based approach to leadership: Development of Leader-Member Exchange (LMX) theory of leadership over 25years: Applying amulti- level multi-domain perspective”, Leadership Quarterly, 6(2), 219-247.
Hannah, S. T., Avolio, B. J., & Walumbwa, F. O. (2011), “Relationships between authentic leadership, moral courage, ethical and pro-social behaviors”, Business Ethics Quarterly, 21, 555-578.
Harter, S. (2002), “Handbook of positive psychology”, UK: Oxford University Press.
Heider, F. (1958), “The Psychology of Interpersonal Relations,” N Y: John Wiley.
Hirschman(1970), “Exit, Voice, and Loyality: Responses to Decline in Firms, 0rganizations and States”, Cambridge: HBR.
Hollander, E. P. & Julian, J. W. (1969), “Contemporary trends in the analysis of leadership processes”, Psychological Bulletin, 71(5), 387-397.
Homans, G.(1961), “Social behavior: Its elementary forms”, N Y: Harcourt Brace.
Hsiung, H. H. (2012), “Authentic leadership and employee voice behavior: A multi-level psychological process”, Journal of Business Ethics, 107, 349-361.
Hummon, N. P. & Doreian, P. (2003), “Some dynamic of social balance processes: Bringing Heider back into balance theory”, Social Network, 25(1), 17-49
Ilies, R., Morfrson, F. & Nahrgang, J. (2005), “Authentic leadership and eudaemonic well-being: Understanding leader-follower outcomes”, The Leadership Quarterly, 16(3), 373-394
Jensen, S. M. & Luthans, F. (2006), “Relationship between entrepreneurs psychological capital and their authentic leadership”, Journal of Managerial Issues, 18(2), 254-275.
Kernis, M. H. (2003), “Toward a conceptualization of optimal self-esteem”, Psychological Inquiry, 14, 1-26.
Kerr, S. & Jermier, J. M. (1978), “Substitutes for leadership: Their meaning and measurement”, Organizational Behavior and Human Performance, 22(3), 375-403.
Lei, Z. &. Edmondson, A. C. (2014), “Psychological safety: The history, renaissance, and future of an interpersonal construct”, Annual Review of Organizational Psychology and Organizational Behavior, 1, 23-43.
LePine, J. A. & Van Dyne, L. (1998), “Predicting voice behavior in work groups”, Journal of Applied Psychology, 83, 853-868.
LePine, J. A. & Van Dyne, L. (2001), “Voice and cooperative behavior as contrasting forms of contextual performance: evidence of differential relationships with big five personality characteristics and cognitive ability”, Journal of Applied Psychology, 86(2), 326.	
Liao, H., Liu, D. & Loi, R. (2010), “Looking at both sides of the social exchange coin: A social cognitive perspective on the joint effects of relationship quality and differentiation on creativity”, Academy of Management Journal, 53, 1090-1109.
Liden, R. C. & Maslyn, J. M. (1998), “Multidimensionafity of leader-member exchange: An empirical assessment through scale development”, Journal of Management, 24, 43-72.
Liden, R. C., Sparrowe, R. T. & Wayne, S. J. (1997), “Leader-member exchange theory: The past and potential for the future”, Research in Personnel and Human Resources Management, 15, 47-119.
Liden, R. C., Wayne, S. J. & Sparrowe, R. T. (2000), “An examination of the mediating role of psychological empowerment on the relations between the job, interpersonal relationships and work outcomes”, Journal of Applied Psychology, 85, 407-416.
Liu, W., Zhu, R. & Yang, Y. (2010), “I warn you because I like you Voice behavior, employee identifications, and transformational leadership”, The Leadership Quarterly, 21(1), 189-202.
Luthans, F. & Avolio, B. J. (2003), “Authentic leadership development”, SFO: Berrett-Koehler.
Luthans, F., Luthans, K. W. & Luthans, B. C. (2004), “Positive psychological capital”, Human and social capital, 47(1), 45-50.
Maslyn, J. M. & Uhl-Bien, M. (2001), “Leader-member exchange and its dimensions: Effects of self-effort and other's effort on relationship quality”, Journal of Applied Psychology, 86, 697-708.
Milliken, F. J., Morrison, E. W. & Hewlin, P. F. (2003), “An exploratory study of employee silence: Issues that employees don’t communicate upward and why”, Journal of Management Studies, 40(6), 1453-1476.
Morrison, E. W. & Milliken, F. J. (2000), “Organizational silence: A barrier to change and development in a pluralistic world”, Academy of Management Review, 25(4), 706-725.
Morrison, E. W. (2011), “Employee voice behavior: Integration and directions for future research”, The Academy of Management Annals, 5(1), 373-412.
Nemeth, C. J. (1997), “anaging innovation: When less is more”, California Management Review, 40, 59-74.
Premeaux, S. F. & Bedeian, A. G. (2003), “Breaking the Silence: The Moderating Effects of Self‐Monitoring in Predicting Speaking Up in the Workplace”, Journal of Management Studies, 40(6), 1537-1562.
Rosenbaum, J. E. (1984), “Career Mobility in a Corporate Hierarchy”, FL: Academic Press.
Solomon, M. R. (1999), “Consumer behavior”, NJ: Pretice-Hall.
Saunders, D. M., Sheppard, B. H., Knight, V. & Roth, J. (1992), “Employee voice to supervisors”, EmployeeResponsibilities and Rights Journal, 5, 241-259.
Scandura, T. (1995), “Leader-member exchange model of leadership and fairness issues”, Unpublished manuscript. University of Miami Department of Management.
Seers, A. (1989), “Team-mexmcbhearnege quality: A new construct for role-making research”, Organizational Behavior and Human Decision Processes, 43, 118-135
Seers, A., Petty, M. M. & Cashman, J. F. (1995), “Team-member exchange under team and traditional management”, A naturally occurring quasi-experiment Group & Organization Management, 20, 18-38.
Shamir, B. & Eilam, G. (2005), “What’s your story? A life-stories approach to authentic leadership development”, Leadership Quarterly, 16, 395-417.
Smith, C. A., Organ, D. W. & Near, J. P. (1983), “Organizational citizenship behavior: Its nature and antecedents”, Journal of Applied Psychology, 68(4), 653.
Tangirala, S. & Ramanujam, R. (2008), “Exploring non-linearity in employee voice: The effects of personal control and organizational identification”, Academy of Management Journal, 51, 1189-1203
Tucker, A. L., Nembhard, I. M., & Edmondson, A. C. (2007), “Implementing new practices: An empirical study of organizational learning in hospital intensive care units”, Management Science, 53, 894-907.
Van Dyne, L. & LePine, J. A. (1998), “Helping and voice extra-role behaviors: Evidence of construct and predictive validity”, Academy of Management Journal, 41, 108-119.
Van Dyne, L., Ang, S. & Botero, I. C. (2003), “Conceptualizing employee silence and employee voice as multidimensional constructs”, Journal of Management Studies, 40(6), 1359-1392.
Walumbwa, F. O. & Schaubroeck, J. (2009), “Leader personality traits and employee voice behavior: mediating roles of ethical leadership and work group psychological safety”, Journal of Applied Psychology, 94(5), 1275.
Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S. & Peterson, S. J. (2008), “Authentic leadership: Development and validation of a theory-based measure”. Journal of Management, 34(1), 89-126.
Wang, H., Sui, Y., Luthans, F., Wang, D., & Wu, Y. (2014), “Impact of authentic leadership on performance: Role of followers’ positive psychological capital and relational processes”, Journal of Organizational Behavior, 1, 5-21.
Woodside, A. G. & Chebat, J. C. (2001). “Updating Heider’s balance theory in consumer behavior”, Psychology & Marketing, 18(5), 475-495.
Woodside, A. G., Cruickshank, B. F. & Dehuang, N. (2007), “Stories visitors tell about Italian cities as destination icons”, Tourism Management, 28(1), 162-174.
Yukl, G. & Van Fleet, D. D. (1992), “Theory and research on leadership in organizations”. Handbook of industrial and organizational psychology, 147-197, CA: Consulting Psychologists Press.
Yukl, G. (1994) “Leadership in organizations (3rd ed.)”, Prentice-Hall.