本研究有兩個目的，其一是探討家長式領導 (威權領導、仁慈領導及德行領導)、知覺幸福感 (工作滿足感及主管支持)與員工建言之間的關係，其二是探討知覺幸福感對家長式領導與員工建言之間是否有中介效果。 本研究採問卷調查法，以北部企業員工為研究對象，有效回收樣本共計379份，使用SPSS統計軟體進行階層迴歸分析及用Lisrel統計軟體從事驗證性分析。研究結果顯示：
1.威權領導對知覺幸福感 (工作滿足感、主管支持)有負向之關係。
2.仁慈領導及德行領導對知覺幸福感有正向關係。
3.知覺幸福感 (工作滿足感、主管支持)對威權領導與員工建言有完全中介效果。
4.工作滿足感對仁慈領導與員工建言有部分中介效果。
5.主管支持對仁慈領導與員工建言有完全中介效果。
6.工作滿足感對德行領導與員工建言有部分中介效果。
7.主管支持對德行領導與員工建言有完全中介效果。
8.知覺幸福感 (工作滿足感、主管支持)對員工建言有正向關係。

This study focuses on two purposes: One is investigates the relationship paternalistic leadership (authoritarian leadership, benevolent leadership and moral leadership), perception of well-being (job satisfaction and supervisor support) and employee voice. Another is whether the perception of well-being has mediating effects on the relationship paternalistic leadership and employee voice. The research is performed through the questionnaires survey to employees of companies in Taiwan. There are total 488 questionnaires collected from employees. Effective sample collection is 77.66% and confirmed by layer regression analysis hypothesis. Our findings are summarized as follows:
1.Authoritarian leadership is negative related to perception of well-being.
2.Benevolent leadership and moral leadership are positive related to perception of well-being.
3.Perception of well-being (job satisfaction and supervisor support) could fully mediate the effect of authoritarian leadership and employee voice.
4.Job satisfaction could partially mediate the effect of benevolent leadership and employee voice.
5.Supervisor support could fully mediate the effect of benevolent leadership and employee voice.
6.Job satisfaction could partially mediate the effect of moral leadership and employee voice.
7.Supervisor support could fully mediate the effect of moral leadership and employee voice.
8.Perception of well-being (job satisfaction and supervisor support) are positive related to employee voice.

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