家長式領導具有東方文化背景的特殊管理行為風格。家長式領導行為包含權威領導、仁慈領導及德行領導等三種領導行為，其主要的核心價值為「恩威並施」的管理方法。再者，對企業而言，員工是否在工作時感到有活力、對其自身的工作是否願意犧牲奉獻，以及員工是否信任主管等因素，亦是影響組織績效的因素。因此，本研究提出家長式領導、信任以及工作敬業奉獻的理論模型，進行深入探討家長式領導是否會經由員工對主管的信任，進而引發員工的工作敬業奉獻。
本研究透過紙本及網路問卷的方式，發送出488份問卷，收集有效樣本共322份。資料分析結果發現家長式領導、信任以及工作敬業奉獻呈現顯著關係，亦即：
一、家長式領導會影響工作敬業奉獻。
二、信任會影響工作敬業奉獻。
三、信任在家長式領導與工作敬業奉獻扮演中介的角色。
最後，本研究利用分析的結果，提出管理上的建議。

Built on core values focusing on “tempering justice with mercy,” the unique management and behavioral style of Paternalistic Leadership feature Asian cultural backgrounds, including Authoritarian Leadership, Benevolent Leadership, and Moral Leadership. For an enterprise organization, it is one of the factors influencing organizational performance whether employees work with vigor, whether they commit themselves to dedication and sacrifice, and whether they trust their employers. This study thus uses models of paternalistic leadership, trust and job engagement, with “trust” as an intervening variable, to discuss in depth whether paternalistic leadership is able to promote employee’s job engagement through their trust in their supervisors.
In this research, three hundred and twenty-two effective samples have been collected out of four hundred and eighty-eight online and hard copy questionnaires delivered. In the last analysis, there is a significant correlation between the three variables – paternalistic leadership, trust and job engagement.
Finally, the analysis is accordingly utilized to give suggestions on organizational management for further reference.

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