企業直接與客戶接觸的服務業第一線員工或生產線前端的製造業員工，通常是最能夠立即發現企業營運問題的人。如果員工能主動建言反應發現的問題，管理者便能快速即時解決問題。愈來愈多的組織意識到員工主動提出建設性意見的重要性，員工建言行為表現，已成為企業提升競爭力的重要來源之一。過去研究證實員工的責任感與信任感，確實會誘發員工產生建言行為，但員工並不會無故地產生責任感與信任感的心理感知，此兩者偏屬員工內在層面的態度，需藉由外在因素來影響。倫理領導行為研究指出主管的道德理念，會影響員工心理層面，進而改變員工的工作態度與行為。本文遵循著此線索，嘗試以員工感受當責與信任主管為中介變項，來探討主管倫理領導與員工建言行為間的心理歷程。本研究係以社會交換理論的互惠原則與角色理論的互動模式，來建構本文研究架構的學理基礎。本文透過問卷調查來蒐集資料，研究對象為台灣企業的在職員工，與其直屬主管以一對一的方式填寫配對問卷。共計發出400份配對問卷，回收280份有效配對樣本，並採用階層迴歸分析法探討各個變數之間的關係。實證分析結果，驗證主管倫理領導確實會透過感受當責與信任主管之中介機制，來預測員工建言行為。最後本研究根據研究結果，進一步說明研究限制、未來研究方向及實務意涵。

First-line employees of the business directly with customers in the service industry or production line the front of the manufacturing staff are usually the most immediately found the problem of business operations. If employees can voice the problem automatically, managers will be able to quickly solve the problem immediately. More and more organizations realize the importance of employees take the initiative to offer constructive ideas. Employee voice behavior has become an important source of the enterprises to enhance competitiveness.The past research has been confirmed the employees 'sense of responsibility and trust, does induce employees to generate voice behavior, but employees will not produce the psychological perception of the sense of accountability and trust accountability, both the them are belongs to their attitude of the employees' intrinsic level required by the external factors. Ethical leadership behavior research is pointed out that the manager’s moral believe will affect the employee psychological level, thereby changing the attitude and behavior of staff. Follow the clues, put felt accountability and trust in leader be an intermediate variable, to explore the psychological process of the manager of ethical leadership and employee voice behavior. Further, we use the principle of reciprocity of social exchange theory and role theory to construct academic basic of the researcher framework. In this study, the data were collected by questionnaires, the subject were full-time employee in Taiwan enterprises, with their immediate supervisor one-on-one complete matching questionnaire. We totally issuesd 400 paired surveys and finally received 280 effective paired samples. We use hierarchical regression analysis to investigate the relationship between variousvariable. The results of the empirical study verify the ethical leadership could predict employee voice behavior by felt accountability and trust in leader. According to the results, the implications for future research and implication for application of this study were further discussed in the end.

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