本研究旨在探討倫理領導對建言行為之影響，並分析對主管認同的中介效果及主動性人格特質的調節效果。
本研究以有直屬主管之員工為研究對象，並無設限行業類別。為避免共同方法變異問題，本研究使用兩階段方式進行問卷調查，發放研究對象不設限制，第一階段發放271份問卷，回收263份問卷，有效問卷回收率為97％；第二階段發放263份問卷，回收244份問卷，有效問卷回收率為93％，最終回收有效問卷228份，有效回收率達84％。
本研究實證發現：
一、 倫理領導對對主管認同具正向顯著影響。
二、 倫理領導對建言行為具正向顯著影響。
三、 對主管認同對建言行為具正向顯著影響。
四、 對主管認同在倫理領導與建言行為具完全中介效果。
五、 主動性人格特質在對主管認同與建言行為之間不具調節效果。
最後，依據研究結果提出具體結論與建議供實務界與後續研究參考。

This study is to explore the influence of ethical leadership on voice behavior, and the mediating effect of the identification of supervisors and the moderating effect of proactive personality.
This study is based on employees with direct supervisors and does not limit to specific industries. In order to reduce common method variance, the two-wave questionnaire survey was used to collect data in the study. There were 271 questionnaires distributed at the first phase and 263 valid questionnaires were returned. The valid response rate was 97%. Furthermore, 263 questionnaires were issued at the second phase and 244 valid questionnaires were returned. The valid response rate was 93% and 228 valid questionnaires ultimately. There is an 84% return rate.
Based on the statistical analysis, results are as follows:
First, ethical leadership is positively impact on identification of supervisors.
Second, ethical leadership is positively impact on voice behavior.
Third, identification of supervisors is positively impact on voice behavior.
Fourth, identification of supervisors has a full mediating effect between ethical leadership and s voice behavior.
Fifth, proactive personality has no moderating effect between identification of supervisors and voice behavior.
Based on the research results, the concrete conclusions and suggestions will provide for HRM practice and further study as the references.

審定書 i
中文摘要 ii
英文摘要 iii
目錄 iv
圖目錄 v
表目錄 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 3
第二章　文獻回顧 5
第一節　倫理領導 5
第二節　對主管認同 12
第三節　建言行為 17
第四節　主動性人格特質 23
第五節　各研究變項之間的關係 29
第六節　研究架構 32
第三章　研究方法 33
第一節　研究對象與資料蒐集 33
第二節　各變項之操作性定義與衡量工具 37
第三節　測量模式 43
第四節　資料分析方法 46
第四章　實證分析結果 47
第一節　相關分析 47
第二節　對主管認同中介效果分析 50
第三節　主動性人格特質調節效果 54
第四節　假設驗證結果 56
第五章　研究結論與建議 57
第一節　研究結論 57
第二節　管理實務意涵 58
第三節　研究限制與後續研究建議 59
參考文獻 61
附錄一　第一階段問卷 67
附錄二　第二階段問卷 71

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