過往健康型領導相關文獻表明，支持並展現健康型領導力之主管得以促進下屬健康狀態。 然而，健康型領導力的展現對員工組織中的行為之影響以及干涉健康型領導效力之因素仍有待釐清。此研究以資源保存理論，為後述討論奠立基礎，檢驗健康領導力、關係能量與員工留任意願之互動關係，並深究領導成員交換於上述結構中的調節作用。此研究資料收集來自台灣傳統製造業 (N = 88)、高科技製造業 (N = 101) 和金融服務業 (N = 17) ，共回收 206份有效問卷。研究結果發現，健康型領導透過關係能量維繫著員工留任意願的正向關係，亦表明相較於低領導成員交換，高領導成員交換對健康型領導與關係能量之正向關係及健康型領導-關係能量-員工留任意願，其間接效果，皆具有較強之調節作用。研究結果顯示，健康型領導藉由維持具有豐富資源之環境及人際互動，進而擢升員工的能量輸入，該行為削減工作壓力針對個人資源的威脅性，進而防止組織失去員工，乃企業最關鍵之驅動力和資源。最後，結論乃針對健康型領導於組織之影響與干擾健康型領導有效性之人際因素深入洞察為後文提供未來研究方向展望。

Previous literature supported that leaders performing health-specific leadership can foster follower’s wellbeing. Yet, the impacts of health-specific leadership (HLS) on follower’s organizational behavior as well as the factors influencing the effectiveness of such leadership are merely discussed. Drawing upon conservation of resources theory, present literature assess the relation among health-specific leadership, relational energy, and employee retention, while also exploring the moderating function of leader-member exchange (LMX) within above construct. Our data collection was retrieved from 206 participants employed in traditional manufacturing industry (N = 88), high-tech manufacturing industry (N = 101), and financial service industry (N = 17) in Taiwan. Our research showed that the positive relation between HLS and retention intention are mediated by relational energy; also present that the moderating effect of high LMX on the relationship of HLS-relational energy-retention intention is positive compared to low LMX. Overall, our findings demonstrate that health-specific leadership maintains a resourceful environment and interpersonal interactions, which promotes the sense of resourcefulness of an employee. Such actions mitigate the likelihood of job stressors threatening the resource pool of an individual hence prevent an organization from losing their employees, the most critical driver and resource of a business. On the whole, our study contribute to healthy leadership literature through specifying the work-related influence of health-specific leadership and discovered interpersonal conditions moderating the effectiveness of health-specific leaders.

i Verification Letter from the Oral Examination Committee
ii Chinese Abstract
iii English Abstract
iv Table of Contents
vi Table of Figures
vii Table of Tables
1 Introduction
5 Literature Review
5 Health-Specific Leadership
6 Health-Specific Leadership and COR Theory
8 Health-Specific Leadership and Relational Energy
9 Relational Energy and Retention Intention
10 The Mediating Role of Relational Energy
12 The Moderating Role of Leader-Member Exchange
14 Moderated Mediation Model
15 Method
15 Participant and Procedure
16 Measures
17 Health-Specific Leadership
17 Leader-Member Exchange
17 Relational Energy
18 Retention Intention
18 Analytic Strategy
18 Result
18 Construct Validity
22 Descriptive Statistics
22 Hypotheses Testing
26 Discussion
28 Theoretical Implication
30 Practical Implication
31 Limitations and future research
34 References

Aiken, L. S., & West, S. G. (1991). Multiple Regression: Testing and Interpreting Interactions, Sage.
Allen, D. G., & Shanock, L. R. (2013). Perceived organizational support and embeddedness as key mechanisms connecting socialization tactics to commitment and turnover among new employees. Journal of Organizational Behavior, 34, 350-369.
Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: a review and recommended two-step approach. Psychological Bulletin, 103, 411-423.
Atwater, L., & Carmeli, A. (2009). Leader–member exchange, feelings of energy, and involvement in creative work. The Leadership Quarterly, 20, 264-275.
Avey, J. B., Luthans, F., & Jensen, S. M. (2009). Psychological capital: a positive resource for combating employee stress and turnover. Human Resource Management, 48, 677-693.
Ballinger, G. A., Lehman, D. W., & Schoorman, D. F. (2010). Leader–member exchange and turnover before and after succession events. Organizational Behavior and Human Decision Processes, 113, 25-36.
Bernerth, J. B., Armenakis, A. A., Feild, H. S., Giles, W. F., & Walker, H. J. (2007). Leader member social exchange (LMXS): development and validation of a scale. Journal of Organizational Behavior, 28, 979-1003.
Bolino, M. C., & Turnley, W. C. (2009). Relative deprivation among employees in lower-quality leader-member exchange relationships. The Leadership Quarterly, 20, 279-286.
Bollinger, A. S., & Smith, R. D. (2001). Managing organizational knowledge as a strategic asset. Journal of Knowledge Management, 5, 8-18.
Boshra, N. H., Marnburg, M., & Dagsland, B. H. (2022). The effect of a caring climate on frontline employees’ turnover intention in the service industry: a serial multiple mediation model. Scandinavian Journal of Hospitality and Tourism, 22, 235-254.
Brislin, R. W. (1990). Back-Translation for cross-cultural research. Journal of Cross-Cultural Psychology, 1, 185-216.
Browne, M. W., & Cudeck, R. (1992). Alternative Ways of Assessing Model Fit. Sociological Methods & Research, 21, 230–258.
Chang, H. T., Chi, N. W., & Chuang, A. (2010). Exploring the moderating roles of perceived person-job fit and person-organization fit on the relationship between training investment and knowledge workers’ turnover intentions. Applied Psychology, 59, 566-593.
Colantonio, A. (1988). Lay concepts of health. Health Values, 12, 3–7.
Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of management, 31, 874-900.
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86, 499-512.
Dunkl, A., Jiménez, P., Šarotar Žižek, S., Milfelner, B., & Kallus, W. (2015). Similarities and differences of health-promoting leadership and transformational leadership. Naše Gospodarstvo/Our Economy, 61, 3-13.
Fan, J., Wei, X., & Ko, I. (2020). How do hotel employees’ feeling trusted and its differentiation shape service performance: The role of relational energy. International Journal of Hospitality Management, 92, 102700.
Fornell, C., & Larcker, D.F. (1981). Structural equation models with unobservable variables and measurement error: Algebra and statistics. Journal of Marketing Research, 18, 382-388.
Franke, F., Felfe, J., & Pundt, A. (2014). The Impact of health-oriented leadership on follower health: Development and test of a new instrument measuring health-promoting leadership. German Journal of Human Resource Management: Zeitschrift Für Personalforschung, 28, 139-161.
Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: development of leader-member exchange theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The Leadership Quarterly, 6, 219–247.
Gerstner, C. R., & Day, D. D. (1997). A meta-analytic review of leader-member exchange theory: Constructs and issues. Journal of Applied Psychology, 82, 827-844.
Gurt, J., Schwennen, C., & Elke, G. (2011). Health-specific leadership: Is there an association between leader consideration for the health of employees and their strain and well-being?. Work & Stress, 25, 108-127.
Hair, J. F., Black. W. C., Babin, B. J., & Anderson, R. E. (2013). Multivariate data analysis (7th ed.). Pearson Education Limited.
Halbesleben, J. B., Neveu, J. P., Paustian-Underdahl, S. C., & Westman, M. (2014). Getting to the “COR”: understanding the role of resources in conservation of resources theory. Journal of Management, 40, 1334-1364.
Harris, B., Li, N., Kirkman, L. B. (2014). Leader–member exchange (LMX) in context: how LMX differentiation and LMX relational separation attenuate LMX's influence on OCB and turnover intention. The Leadership Quarterly, 25, 314-328.
Hayes, A. F. (2018). Introduction to Mediation, Moderation, and Condition Process Analysis: A Regression-based Approach (2nd ed.). Guilford Press.
Hobfoll, S.E., Halbesleben, J.R., Neveu, J., & Westman, M. (2018). Conservation of resources in the organizational context: The reality of resources and their consequences. Annual Review of Organizational Psychology and Organizational Behavior, 5, 103-128.
Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102, 530–545.
Houdmont, J., & Leka, S. (2010). Contemporary Occupational Health Psychology, Volume 1: Global Perspectives on Research and Practice. Wiley-Blackwell Publishing.
Horstmann, D., & Remdisch, S. (2019). Drivers and barriers in the practice of health-specific leadership: A qualitative study in healthcare. Work (Reading, Mass.), 64, 311-321.
Hsieh, H. H., Wang, Y. C., & Huang, J. T. (2019). Core self-evaluations, perceived organizational support, and work-related well-being: Testing a moderated mediation model. Personnel Review, 48, 659-671.
Hu, L., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6, 1-55.
Jiménez, P., Bregenzer, A., Kallus, K. W., Fruhwirth, B., & Wagner-Hartl, V. (2017). Enhancing resources at the workplace with health-promoting leadership. International Journal of Environmental Research and Public Health, 14, 1264.
Kaluza, A. J., Weber, F., van Dick, R., & Junker, N. M. (2021). When and how health‐oriented leadership relates to employee well‐being—the role of expectations, self‐care, and LMX. Journal of Applied Social Psychology, 51, 404-424.
Klebe, L., Felfe, J., & Klug, K. (2021). Healthy leadership in turbulent times:
The effectiveness of health-oriented leadership in crisis. British Journal of Management, 32, 1203-1218.
Lai, J. Y., Chow, C. W., & Loi, R. (2018). The interactive effect of LMX and LMX differentiation on followers’ job burnout: Evidence from tourism industry in Hong Kong. The International Journal of Human Resource Management, 29, 1972-1998.
Lambert, E.G., Cluse-Tolar, T., Pasupuleti, S., Prior, M., & Allen, R.I. (2012). A test of a turnover intent model. Administration in Social Work, 36, 67-84.
Li, Y., & Ferraro, K. F. (2005). Volunteering and depression in later life: social benefit or selection processes?. Journal of Health and Social Behavior, 46, 68-84.
Liao, E. Y., & Hui, C. (2021). A resource-based perspective on leader-member exchange: an updated meta-analysis. Asia Pacific Journal of Management, 38, 317-370.
Little, L. M., Gooty, J., & Williams, M. (2016). The role of leader emotion management in leader–member exchange and follower outcomes. The Leadership Quarterly, 27, 85-97.
Liu, L., Zhang, C., & Fang, C.-C. (2022). Effects of health-promoting leadership, employee health on employee engagement: employability as moderating variable. International Journal of Workplace Health Management, 15, 1-18.
McEnrue, M. P. (1988). Length of experience and the performance of managers in the establishment phase of their careers. Academy of Management Journal, 31, 175-185.
Miller, J. G., & Wheeler, K. G. (1992). Unraveling the mysteries of gender differences in intentions to leave the organization. Journal of Organizational Behavior, 13, 465-478.
Moore, K., & Buchwald, P. (2020). Stress and anxiety - theory, practice and measurement. Logos Verlag Berlin.
Neveu, J. P. (2007). Jailed resources: Conservation of resources theory as applied to burnout among prison guards. Journal of Organizational Behavior, 28, 21-42.
Ogunfowora, B. (2014). It’s all a matter of consensus: leader role modeling strength as a moderator of the links between ethical leadership and employee outcomes. Human Relations, 67, 1467-1490.
Owens, B. P., Baker, W. E., Sumpter, D. M., & Cameron, K. S. (2016). Relational energy at work: Implications for job engagement and job performance. The Journal of applied psychology, 101, 35-49.
Park, J. Y., & Nawakitphaitoon, K. (2018). The cross-cultural study of LMX and individual employee voice: The moderating role of conflict avoidance. Human Resource Management Journal, 28, 14-30.
Preacher, K. J., & Hayes, A. F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods, 40, 879-891.
Preacher, K. J., Rucker, D. D., & Hayes, A. F. (2007). Addressing moderated mediation hypotheses: Theory, methods, and prescriptions. Multivariate Behavioral Research, 42, 185-227.
Quinn, R. W., Spreitzer, G. M., & Lam, C. F. (2012). Building a sustainable model of human energy in organizations: Exploring the critical role of resources. The Academy of Management Annals, 6, 337-396.
Rudolph, C. W., Murphy, L. D., & Zacher, H. (2020). A systematic review and critique of research on “healthy leadership”. The Leadership Quarterly, 31, 101335.
Theorell, T. (2004). Democracy at work and its relationship to health. Research in occupational stress and well-being, 3, 323-357.
Wang, L., Owens, B. P., Li, J. (J.), & Shi, L. (2018). Exploring the affective impact, boundary
conditions, and antecedents of leader humility. Journal of Applied Psychology, 103,
1019–1038.
Wang, Z., & Xie, Y. (2020). Authentic leadership and employees’ emotional labour in the
hospitality industry. International Journal of Contemporary Hospitality Management, 32,
797-814.
Wayne, B. (2016). The More You Energize Your Coworkers, the Better Everyone Performs. Harvard Business Review.
https://hbr.org/2016/09/the-energy-you-give-off-at-work-matters
Weisberg, J., & Kirschenbaum, A. (1991). Employee turnover intentions: implications from a national sample. The International Journal of Human Resource Management, 2, 359-375.
William, W. L., & Carr, J. (2009). Health as a resource for everyday life: Advancing the conceptualization. Critical Public Health, 19, 107-122.
Wright, T. A., & Cropanzano, R. (2000). Psychological well-being and job satisfaction as predictors of job performance. Journal of Occupational Health Psychology, 5, 84-94.
Yang, C., Yang, F. and Ding, C. (2021), Linking leader humor to employee creativity: The roles of relational energy and traditionality, Journal of Managerial Psychology, 36, 548-561.
Yang, F., Liu, J., Wang, Z., & Zhang, Y. (2019). Feeling energized: a multilevel model of spiritual leadership, leader integrity, relational energy, and job performance. Journal of Business Ethics, 158, 983-997.
Zhu, C., Zhang, F., Ling, C. D., & Xu, Y. (2022). Supervisor feedback, relational energy, and employee voice: The moderating role of leader–member exchange quality. The International Journal of Human Resource Management, 33, 1-28.