近年來，員工離職問題對組織效能與穩定性構成重大挑戰，促使領導方式成為關鍵議題。真誠領導，因其強調誠實與關懷的特質，被視為降低離職意圖的潛在解方。本研究以資源保存理論與情緒評估理論為基礎，建構雙重中介模型，探討真誠領導是否透過提升關係能量及減少心理困擾，間接降低員工的離職意圖。研究對象為台灣地區企業之全職工作者，採問卷調查法蒐集資料，回收有效樣本268份，並運用SPSS與PROCESS 進行統計分析驗證假設。結果顯示，真誠領導可正向提升關係能量、負向降低心理困擾，並透過雙重中介機制有效降低員工離職意圖，兩者展現不同的影響路徑。本研究成果豐富了真誠領導理論於員工心理歷程與行為結果之應用脈絡，亦提供企業實務建議，協助組織強化員工情感資源與心理健康，進而促進留任及組織穩定。

In recent years, employee turnover has posed significant challenges to organizational effectiveness and stability, making leadership approaches a critical issue. Authentic leadership, characterized by honesty and care, has been recognized as a potential solution to reduce turnover intention. Grounded in Conservation of Resources theory and Cognitive Appraisal theory, this study constructs a dual mediation model to examine whether authentic leadership reduces turnover intention through enhancing relational energy and mitigating psychological distress. The research targeted full-time employees of private enterprises in Taiwan, collecting 268 valid responses via a questionnaire survey. Hypotheses were tested using SPSS and the PROCESS for statistical analysis. Findings indicate that authentic leadership positively influences relational energy, negatively affects psychological distress, and reduces turnover intention through distinct dual mediation mechanisms. The results enrich the application of authentic leadership theory to employee psychological processes and behavioral outcomes, offering practical recommendations for organizations to strengthen emotional resources and psychological well-being, thereby promoting retention and organizational stability.

目錄
論文審定書 i
摘要 ii
Abstract iii
圖次 vi
表次 vii
第壹章 緒論 1
第一節 真誠領導 6
第二節 離職意圖 7
第三節 關係能量 10
第四節 心理困擾 11
第五節 研究變項之關係探討 12
第參章 研究方法 21
第一節 研究架構與假設 21
第二節 研究樣本與施測方式 22
第三節 研究量表 24
第四節 分析方法 26
第肆章 研究結果 28
第一節 驗證性因素分析 28
第二節 相關分析 30
第三節 假設檢定 31
第伍章 討論與建議 35
第一節 理論意涵 35
第二節 管理意涵 37
第三節 研究限制與未來研究建議 39
參考文獻 41

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