在大環境劇烈變動衝擊企業組織穩定性的背景下，員工作為組織運作的核心，韌性行為的展現將成為推動組織持續發展的重要資產。在正向領導研究中，真誠領導被視為促進員工韌性行為的關鍵影響因素，另有研究指出，支持性工作環境亦有助於員工在面對挑戰時展現更高的適應與復原能力。因此，本研究旨在釐清真誠領導、支持性工作環境與員工韌性之間的作用機制，並以支持性工作環境作為中介變項，探討其在真誠領導影響員工韌性過程中的角色。
本研究共回收417份問卷，剔除無效問卷後，最終有效樣本為272份。資料分析採用 SmartPLS (V4.1.1.2) 與 SPSS Statistics 17.0 進行。研究結果顯示，在真誠領導與員工韌性的關係中，「關係透明化」、「內化道德觀」及「自我覺察」三個構面皆對員工韌性具有正向直接影響。在真誠領導對於支持性工作環境影響方面，「關係透明化」對四項支持性工作環境構面皆具有正向影響；「內化道德觀」對知覺組織支持有正向效果；「平衡處理資訊」對知覺氣候與主管關係產生正向影響；「自我覺察」則正向影響主管關係、同儕群體互動與知覺組織支持。在支持性工作環境對員工韌性，除主管關係外，其餘三構面皆對員工韌性具有正向影響。
進一步分析間接效果的部分，辨識出三條顯著的中介路徑：一為「平衡處理資訊」透過「知覺氣候」正向影響員工韌性；二為「自我覺察」透過「同儕群體互動」正向影響員工韌性；三為「自我覺察」透過「知覺組織支持」正向影響員工韌性。

In the face of rapid environmental changes that disrupt organizational stability, employees who exhibit resilience become key assets in driving sustained organizational growth. In the domain of positive leadership, authentic leadership is regarded as a key factor influencing employees’ resilient behaviors. Moreover, research indicates that a supportive work environment also contributes to employees’ ability to adapt and recover in the face of challenges. Accordingly, this study aims to clarify the underlying mechanisms among authentic leadership, supportive work environment, and employee resilience by examining the mediating role of the supportive work environment in the relationship between authentic leadership and employee resilience.

In this study, 272 valid questionnaires were statistically analyzed by using SmartPLS (V4.1.1.2) and SPSS Statistics 17.0. The results revealed that three dimensions of authentic leadership—relational transparency, internalized moral perspective, and self-awareness—exerted a positive direct influence on employee resilience. Regarding the effects of authentic leadership on the supportive work environment, relational transparency had a positive impact on all four components of the supportive work environment; internalized moral perspective positively influenced perceived organizational support; balanced processing was positively associated with perceived climate and supervisor relations; and self-awareness positively influenced supervisor relations, peer group interaction, and perceived organizational support. In terms of the supportive work environment's influence on employee resilience, all components except supervisor relations exhibited significant positive effects. Furthermore, analysis of indirect effects identified three significant mediating paths:
(1) balanced processing influenced employee resilience positively via perceived climate;
(2) self-awareness positively influenced resilience via peer group interaction;
and (3) self-awareness positively influenced resilience via perceived organizational support.

彭台光、高月慈、林鉦棽(2006)。管理研究中的共同方法變異：問題本質、影響、測試和補救。管理學報，23(1)，77-98。
國家教育研究院(2021)。重編國語辭典修訂本臺灣學術網路第六版。中華民國教育部。
陳寬裕(2018)。結構方程模型分析實務：SPSS 與 SmartPLS 的運用。五南出版社。
蕭文龍(2023)。行銷研究：理論、實務與Spss/Amos操作應用(九版)。台北市：新陸書局。
Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The leadership quarterly, 16(3), 315-338.
Avolio, B. J., Luthans, F., & Walumbwa, F. O. (2004). Authentic leadership: Theory building for veritable sustained performance.
Bardoel, E. A., Pettit, T. M., De Cieri, H., & McMillan, L. (2014). Employee resilience: An emerging challenge for HRM. Asia Pacific Journal of human resources, 52(3), 279-297.
Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Lawrence Erlbaum Associates.
Begley, P. T. (2006). Self‐knowledge, capacity and sensitivity: Prerequisites to authentic leadership by school principals. Journal of educational administration, 44(6), 570-589.
Bernuzzi, C., Sommovigo, V., & Setti, I. (2022). The role of resilience in the work-life interface: A systematic review. Work, 73(4), 1147-1165.
Blau, P. (1964). Exchange and power in social life: Routledge.
Block, J., & Kremen, A. M. (1996). IQ and ego-resiliency: Conceptual and empirical connections and separateness. Journal of personality and social psychology, 70(2), 349.
Bonanno, G. A. (2008). Loss, trauma, and human resilience: Have we underestimated the human capacity to thrive after extremely aversive events?
Bowen, D. E., & Ostroff, C. (2004). Understanding HRM–firm performance linkages: The role of the “strength” of the HRM system. Academy of management review, 29(2), 203-221.
Byrne, B. M. (2016). Structural equation modeling with AMOS: Basic concepts, applications, and programming. New York, NY: Routledge.
Cameron, K., & Dutton, J. (2003). Positive organizational scholarship: Foundations of a new discipline: Berrett-Koehler Publishers.
Chiaburu, D. S., & Harrison, D. A. (2008). Do peers make the place? conceptual synthesis and meta-analysis of coworker effects on perceptions, attitudes, OCBs, and performance. Journal of applied psychology, 93(5), 1082.
Clapp-Smith, R., Vogelgesang, G. R., & Avey, J. B. (2009). Authentic leadership and positive psychological capital: The mediating role of trust at the group level of analysis. Journal of leadership & organizational studies, 15(3), 227-240.
Cobb, S. (1976). Social support as a moderator of life stress. Psychosomatic medicine, 38(5), 300-314.
Connor, K. M., & Davidson, J. R. (2003). Development of a new resilience scale: The connor‐davidson resilience scale (CD‐RISC). Depression and anxiety, 18(2), 76-82.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of applied psychology, 71(3), 500.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of applied psychology, 87(3), 565.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 18(1), 39-50.
Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R., & Walumbwa, F. (2005). “Can you see the real me?” A self-based model of authentic leader and follower development. The leadership quarterly, 16(3), 343-372.
George, B. (2010). True north: Discover your authentic leadership (Vol. 143). John Wiley & Sons.
Ghosh, K., & Sahney, S. (2011). Impact of organizational sociotechnical system on managerial retention: A general linear modeling approach. Journal of modelling in management, 6(1), 33-59.
Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy of management Journal, 33(1), 64-86.
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational behavior and human performance, 16(2), 250-279.
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2017). A primer on partial least squares Structural equation modeling (PLS-SEM). 2nd.
Hair, J. F., Ringle, C. M., & Sarstedt, M. (2011). PLS-SEM: Indeed a silver bullet. Journal of marketing theory and practice, 19(2), 139-152.
Hannah, S. T., Avolio, B. J., & Walumbwa, F. O. (2011). Relationships between authentic leadership, moral courage, and ethical and pro-social behaviors. Business ethics quarterly, 21(4), 555-578.
Hartmann, S., Weiss, M., Newman, A., & Hoegl, M. (2020). Resilience in the workplace: A multilevel review and synthesis. Applied psychology, 69(3), 913-959.
Hinojosa, A. S., McCauley, K. D., Randolph-Seng, B., & Gardner, W. L. (2014). Leader and follower attachment styles: Implications for authentic leader–follower relationships. The leadership quarterly, 25(3), 595-610.
House, J. S. (1983). Work stress and social support. Addison-Wesley series on occupational stress.
Hoy, W. K., & Henderson, J. E. (1983). Principal authenticity, school climate, and pupil-control orientation. Alberta journal of educational research.
Huang, J. L., Curran, P. G., Keeney, J., Poposki, E. M., & DeShon, R. P. (2012). Detecting and deterring insufficient effort responding to surveys. Journal of business and psychology, 27, 99-114.
Ilies, R., Morgeson, F. P., & Nahrgang, J. D. (2005). Authentic leadership and eudaemonic well-being: Understanding leader–follower outcomes. The leadership quarterly, 16(3), 373-394.
James, L. R., & Jones, A. P. (1974). Organizational climate: A review of theory and research. Psychological bulletin, 81(12), 1096.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of management journal, 33(4), 692-724.
Karasek Jr, R. A. (1979). Job demands, job decision latitude, and mental strain: Implications for job redesign. Administrative science quarterly, 285-308.
Kernis, M. H. (2003). Toward a conceptualization of optimal self-esteem. Psychological inquiry, 14(1), 1-26.
Kleynhans, D. J., Heyns, M. M., & Stander, M. W. (2022). Authentic leadership and flourishing: Do trust in the organization and organizational support matter during times of uncertainty?. Frontiers in psychology, 13, Article 955300.
Kottke, J. L., & Sharafinski, C. E. (1988). Measuring perceived supervisory and organizational support. Educational and psychological measurement, 48(4), 1075-1079.
Kundu, S. C., & Lata, K. (2017). Effects of supportive work environment on employee retention: Mediating role of organizational engagement. International journal of organizational analysis, 25(4), 703-722.
Kuntz, J. R., Näswall, K., & Malinen, S. (2016). Resilient employees in resilient organizations: Flourishing beyond adversity. Industrial and organizational psychology, 9(2), 456-462.
Laschinger, H. K. S., & Fida, R. (2014). A time-lagged analysis of the effect of authentic leadership on workplace bullying, burnout, and occupational turnover intentions. European journal of work and organizational psychology, 23(5), 739-753.
Leguina, A. (2015). A primer on partial least squares structural equation modeling (PLS-SEM). In: Taylor & Francis.
Leroy, H., Palanski, M. E., & Simons, T. (2012). Authentic leadership and behavioral integrity as drivers of follower commitment and performance. Journal of business ethics, 107, 255-264.
Li, X., & Zhang, J. (2022). Authentic leadership, perceived insider status, error management climate, and employee resilience: A cross-level study. Frontiers in psychology, 13, 938878.
Liden, R. C., Wayne, S. J., Zhao, H., & Henderson, D. (2008). Servant leadership: Development of a multidimensional measure and multi-level assessment. The leadership quarterly, 19(2), 161–177.
Linnenluecke, M. K. (2017). Resilience in business and management research: A review of influential publications and a research agenda. International journal of management reviews, 19(1), 4-30.
Luthans, F. (2002). The need for and meaning of positive organizational behavior. Journal of organizational behavior: The international journal of industrial, occupational and organizational psychology and behavior, 23(6), 695-706.
Luthans, F., Avey, J. B., Avolio, B. J., & Peterson, S. J. (2010). The development and resulting performance impact of positive psychological capital. Human resource development quarterly, 21(1), 41-67.
Luthans, F., & Avolio, B. J. (2003). Authentic leadership development. Positive organizational scholarship, 241(258), 1-26.
Luthans, F., Norman, S. M., Avolio, B. J., & Avey, J. B. (2008). The mediating role of psychological capital in the supportive organizational climate—employee performance relationship. Journal of organizational behavior: The international journal of industrial, occupational and organizational psychology and behavior, 29(2), 219-238.
Luthar, S. S., Cicchetti, D., & Becker, B. (2000). The construct of resilience: A critical evaluation and guidelines for future work. Child development, 71(3), 543-562.
Mao, Y., Lai, Y., Zhai, Y., Xie, M., Yu, J., Wang, Q., Bonaiuto, M. (2022). Authentic leadership and employee resilience: A moderated mediation analysis. Frontiers in psychology, 13, 901085.
McKinsey & Company. (2022, December 8). Developing a resilient, adaptable workforce for an uncertain future.
Näswall, K., Kuntz, J., Hodliffe, M., & Malinen, S. (2015). Employee resilience scale (EmpRes) measurement properties. Resilient organizations research programme:Christchurch, New Zealand, 1-4.
Nunnally, J., & Bernstein, I. (1994). Psychometric Theory 3rd edition (MacGraw-Hill, New York).
O’brien, R. M. (2007). A caution regarding rules of thumb for variance inflation factors. Quality & quantity, 41, 673-690.
Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of applied psychology, 88(5), 879.
Reb, J., Narayanan, J., & Chaturvedi, S. (2014). Leading mindfully: Two studies on the influence of supervisor trait mindfulness on employee well-being and performance. Mindfulness, 5, 36-45.
Rego, A., Sousa, F., Marques, C., & e Cunha, M. P. (2012). Authentic leadership promoting employees' psychological capital and creativity. Journal of business research, 65(3), 429-437.
Reich, J. W., Zautra, A. J., & Hall, J. S. (2010). Handbook of adult resilience: Guilford press.
Rome, B. K., & Rome, S. C. (1967). Humanistic research on large social organizations. Challenges of humanistic psychology, 181-193.
Ryan, R. M., & Deci, E. L. (2003). On assimilating identities to the self: A self-determination theory perspective on internalization and integrity within cultures.
Schneider, B., Gunnarson, S. K., & Niles-Jolly, K. (1994). Creating the climate and culture of success. Organizational dynamics, 23(1), 17-29.
Shamir, B., & Eilam, G. (2005). “What's your story?” A life-stories approach to authentic leadership development. The leadership quarterly, 16(3), 395-417.
Sikma, S. K. (2006). Staff perceptions of caring: The importance of a supportive environment. Journal of gerontological nursing, 32(6).
Taylor, S. E. (2008). Fostering a supportive environment at work. The psychologist-manager journal, 11(2), 265-283.
Theorell, T. (1992). Healthy work: Stress, productivity and the reconstruction of working life. Basic Books. Journal of leadership and organizational studies, 32(2), 145–162.
Thornton, A., & Reid, J. (2025). Authentic Leadership and Trust Building in Post-COVID Organizational Recovery.
Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of management, 34(1), 89-126.
Whitehead, G. (2009). Adolescent leadership development: Building a case for an authenticity framework. Educational management administration & leadership, 37(6), 847-872.
Wills, T. A. (1991). Social support and interpersonal relationships.
Youssef, C. M., & Luthans, F. (2007). Positive organizational behavior in the workplace: The impact of hope, optimism, and resilience. Journal of management, 33(5), 774-800.