「勇氣」這個概念，雖然在人類歷史上一直有許多關於它的研究及爭議。
過去，許多作家或名人也都曾經提到過勇氣可能可以影響人們的行為及別人對
其的認知;時至今日，它還是一直被視為是影響人類行為與想法的關鍵性因
素。但是，過去管理學界對於勇氣的定義及其是否能被運用進管理實務中缺少
相關可靠的研究;因此，本研究希望能通過大量文獻的探討及量化分析的方
式，找到有關於勇氣的相關驗證。
本研究以問卷調查法，透過線上網站搜集受測者的自評樣本，再以統計軟
體分析，發現領導者的勇敢行為確實能帶來下屬的信任感提升及最終導致下屬
的投入感也上升，證明勇氣這個概念確實能成為管理學界中很重要的概念之
一。

In human history, the concept of Courage has received numerous research and debates. In the past, many authors and researchers had pointed out that courage may affect people’s behaviors and other people’s perceptions upon them. To date, it’s still viewed as a vital factor in influencing peoples behaviors and thoughts. However, management studies lacked sufficient research regarding the definition of courage as well as its practical applications in the past. Therefore, this research aims for finding implications pertaining to courage through ample literature review as well as quantitative analyses.
By going through survey research, this study analyzed data by statistic software after collecting self-report data from an online webpage. The findings of this research showed that leaders displaying courageous actions is positively related to the emergence of subordinates’ trust to the leader and also their eventual engagement to work as well. Thus, courage is proved to be one of the most influential concepts in management studies.

Table of Contents
論文審定書・・・・・・・・・・・・・・・・・・・・・・・i
誌謝・・・・・・・・・・・・・・・・・・・・・・・・・・ii
Chinese abstract・・・・・・・・・・・・・・・・・・・・・ iii
English abstract・・・・・・・・・・・・・・・・・・・・・・iv
1. Introduction・・・・・・・・・・・・・・・・・・・・・・P.1 1.1 Research Background・・・・・・・・・・・・・・・・ P.1 1.2 Research Purpose・・・・・・・・・・・・・・・・・・P.4
2. Literature Review・・・・・・・・・・・・・・・・・・・・P.6 2.1 Brief history of Leadership・・・・・・・・・・・・・・・P.6 2.2 Importance of Courageous leadership・・・・・・・・・・ P.13 2.3 Brief history of Courage・・・・・・・・・・・・・・・・P.15 2.4 Brave & Courage・・・・・・・・・・・・・・・・・・ P.18 2.5 Personal Workplace Courage・・・・・・・・・・・・・・P.20 2.6 Courage to Interpersonal Trust・・・・・・・・・・・・・ P.24 2.7 Trust as a sequence・・・・・・・・・・・・・・・・・・P.25 2.8 Engagement as an outcome・・・・・・・・・・・・・・・P.27 2.9 Hypotheses and Research framework・・・・・・・・・・・P.30
3. Methodology・・・・・・・・・・・・・・・・・・・・・・・P.32
3.1 Sampling method and survey・・・・・・・・・・・・・・・P.32
3.2 Scales・・・・・・・・・・・・・・・・・・・・・・・・P.33
3.2.1 Personal Courage Scale (PCS) ・・・・・・・・・・・P.33
3.2.2 Interpersonal Trust Measures・・・・・・・・・・・・P.36
3.2.3 Utrecht Work Engagement Scale-9・・・・・・・・・・P.38
4. Results・・・・・・・・・・・・・・・・・・・・・・・・・ P.40 4.1 Samples, Descriptive Statistics and Reliability・・・・・・・・P.40 4.2.1 Analyses of results・・・・・・・・・・・・・・・・・・P.42 4.2.2 Dimensions of Courage・・・・・・・・・・・・・・・・P.46 4.3 Collinearity・・・・・・・・・・・・・・・・・・・・・P.49
v
4.4 Covariates・・・・・・・・・・・・・・・・・・・・・ P.50
5. Discussion・・・・・・・・・・・・・・・・・・・・・・・・P.57 5.1 Limitations & Future Suggestions・・・・・・・・・・・・・P.57 5.2 Practical Suggestions・・・・・・・・・・・・・・・・・・P.61
6. Conclusion・・・・・・・・・・・・・・・・・・・・・・ P.62
References・・・・・・・・・・・・・・・・・・・・・・・ P.63 Appendix・・・・・・・・・・・・・・・・・・・・・・・・P.71 Survey questions・・・・・・・・・・・・・・・・・・・・・ P.79
1. 2. 3.
1. 2. 3.
Table of figures
Workplace Courage, Schilpzand (2008) ・・・・・・・・・・ P. 35 McAllister’s Interpersonal Trust (1995)・・・・・・・・・・・P.72 Utrecht Work Engagement-9, Chen (2016) ・・・・・・・・・P.74
Table of tables
Table 4.1 Work experience (N=503) ・・・・・・・・・・・・P.41 Table 4.2 Education (N=503) ・・・・・・・・・・・・・・ P.41 Table4.3Age(N=503) ・・・・・・・・・・・・・・・・・P.41

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