近年來企業弊案頻傳，組織管理者的道德問題受到重視。然而，主管的道德領導會否激勵員工提高工作敬業程度，進而促進員工表現建言行為的研究議題，十分缺乏討論，此外，根據調節配適理論，員工的調節焦點傾向的不同，其受到主管激勵所產生的效果也會不同。因此，本文研究目的是以社會交換及調節配適理論為基礎，探討工作敬業、促進焦點二項變數，其在道德領導與建言行為中所扮演的中介角色與干擾影響。
本文樣本蒐集自台灣某研究機構的246份主管-部屬的配對資料，本文以結構方程模型進行統計分析及假設的驗證，研究結果發現領導者的道德行為，能使員工在工作上更加敬業投入，並且有較高的建言行為表現；另外，員工的促進焦點傾向會影響其對道德領導的感受程度，員工的工作敬業程度會受其促進焦點的強弱而影響。本文研究貢獻在於 (1)道德領導者可鼓勵員工工作投入及建言行為，其可補足道德領導與員工角色外行為的研究 (2)驗證工作敬業在道德領導與建言行為關係扮演中介角色，及員工促進焦點會干擾影響道德領導與工作敬業的關係。

Since ethic scandals in recent business have given arise a lot of problems about ethical and unethical behavior of leaders in organizations. Ethical leadership has become important issue and attracted by a great deal of scholars in the leadership. However, the issue of ethical leadership motivate employees’ work engagement and enhance their voice behavior in the organization context is scarce. Moreover, according to regulatory fit theory, individual’s regulatory focus would affect their motivation from supervisors. In this study, based on social exchange theory and regulatory fit theory, we try to exam work engagement mediating effect and the moderating role of promotion focus in ethical leadership and voice behavior.
A total of 246 dyad questionnaires collected from a large research institution in Taiwan. As hypothesized, results of structural equation modeling analyses revealed that: (1) ethical leadership is positive related to employees’ work engagement, and make their willing to speak up (2) to explore the moderator role of promotion focus between ethical leadership and voice behavior via work engagement; and (3) to test a theoretical model highlighting the mediator mechanism of work engagement underlying the relationship between ethical leadership and voice behavior.

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