本研究以社會學習理論及社會認同理論為基礎，旨在探討倫理領導、組織自尊、主管印象管理和知識隱藏之間的關係，特別關注員工之組織自尊在倫理領導和知識隱藏之間的中介作用，以及主管印象管理對倫理領導和組織自尊關係的調節效果。
研究採用個人層次的調查法，樣本包括十三個不同行業的有效問卷共計421份，資料分析採用S PSS 軟體執行描述性統計分析、信度分析、相關分析和層級廻歸分析，同時也使用結構方程模型軟體AMOS 執行驗證性因素分析（CFA），並對整體模型進行配適度檢驗。
經過統計分析發現，整體模型的配適度良好，並得出以下幾個發現：1. 倫理領導程度越高，員工的組織自尊感越強；2. 組織自尊感越強，員工的知識隱藏行為越低；3. 組織自尊感在倫理領導和知識隱藏之間扮演中介作用；4 主管印象管理對倫理領導與員工組織自尊感的關係具有正向調節作用。
基於以上分析結果，建議組織應適時透過主管的影響力，減少知識隱藏行為，避免對組織績效和創造力造成不可挽回的破壞。同時，建議通過領導能力的培訓，適時訓練主管展示倫理領導印象，對員工產生積極影響，降低知識隱藏行為。論文最後，本研究也闡述了實務意涵和學術意涵，並提出了研究限制和未來研究方向，為未來研究和企業提供參考。

This study primarily examines the relationships among ethical leadership, leader impression management, organization-based self-esteem, and knowledge hiding. It is grounded in social learning theory and social identify theory to investigates the mediating effect of organization-based self-esteem on the relationship between ethical leadership and knowledge hiding. Additionally, the study explores the moderating role of leader impression management on the relationship between ethical leadership and knowledge hiding.
The study includes a diverse sample of thirteen industries and employs a questionnaire design focused on the individual level. A total of 421 valid responses were collected using the online survey platform SurveyCake. Data analysis was conducted using IBM SPSS Statistics 28.0 software, including descriptive statistics, reliability analysis, correlation analysis, and hierarchical regression analysis, employing a total of four statistical methods. Confirmatory factor analysis (CFA) was performed using the structural equation modeling software AMOS to validate the measurement model, followed by testing the overall model fit.
The results of statistical analysis demonstrate a good fit of the overall model and reveal the following findings: 1) The higher the level of ethical leadership, the stronger the organizational self-esteem among employees; 2) Stronger organizational self-esteem is associated with reduced knowledge hiding behavior among employees; 3) Organizational self-esteem mediates the relationship between ethical leadership and knowledge hiding.
Based on these findings, it is recommended that organizations effectively utilize supervisors' influence to reduce knowledge hiding behavior, thereby avoiding detrimental effects on organizational performance and creativity. Alternatively, leadership training should be implemented to enhance supervisors' ethical leadership image, positively influencing employees and reducing knowledge hiding behavior. This study is grounded in social exchange theory, with organization-based self-esteem as a mediating variable, aiming to explore the reduction of knowledge hiding behavior in relation to ethical leadership. The final sections of the study provide practical and academic implications, along with limitations and suggestions for future research, serving as a reference for future studies and businesses.

論文審定書 i
誌謝 ii
中文摘要 iii
英文摘要 iv
目錄 v
圖次 vi
表次 vii
第一章 緒論 1
第一節 研究背景和動機 1
第二節 研究目的 3
第二章 文獻探討 4
第一節 社會學習理論 4
第二節 社會認同理論 7
第三節 變數介紹 9
第四節 假說推導 18
第三章 研究方法 22
第一節 研究架構 22
第二節 研究假說彙整 23
第三節 研究樣本 24
第四節 變數操作型定義與衡量方式 29
第五節 統計分析方法 34
第四章 實證結果分析 36
第一節 模型檢測 36
第二節 相關分析 38
第三節 層級廻歸分析 38
第五章 結論與建議 49
第四節 分析結果彙整 49
第五節 研究意涵 53
第六節 研究限制與未來研究建議 55
參考文獻 56

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