近年來SARS、金融海嘯和富士康等事件的威脅再再都考驗著民眾對於領導者的信心，社會需要具有希望、樂觀、自信和高恢復力的領導風格，真誠領導就在這樣的背景下突顯其重要價值。本研究目的在探討真誠領導與工作社會特性對於工作結果(工作滿意度、工作績效、組織公民行為)的影響，以及真誠領導為調節變數，是否改變社會特性對工作結果的正向效果。本研究利用網路與紙本問卷，蒐集了737份不同行業與職務類別的正職工作者，男性341人(46.6%)，女性393人(53.5%)，平均年齡為37.7歲。各量表測量均有良好的信度，經驗證性因素分析結果也確立具因素效度，並利用SPSS進行研究變項相關與階層迴歸分析。
結果顯示在控制性別、年齡與主管別的影響後，真誠領導與工作社會特性分別對工作滿意度、工作績效和組織公民行為有顯著正向影響，顯示真誠領導與工作社會特性對工作結果有良好的預測關係。此外，高度真誠領導會強化工作社會支持與他人回饋對工作績效和組織公民行為的正向影響。反之，低度真誠領導則會弱化工作社會支持與他人回饋對工作績效與組織公民行為的正向影響。表示社會特性提升工作結果的程度取決於真誠領導的高低。由本研究結果瞭解到真誠領導對於員工態度與工作產出的重要性，企業必須重視領導者所扮演的角色，提升真誠領導的程度，對員工的情緒與行動產生正面的助益，給予成員甚至社會一個良好的典範。同時工作社會特性也對工作結果有極大影響，尤其社會支持更是工作滿意度、工作績效和組織公民行為的重要指標，組織在工作設計與組織氣氛的塑造中必須提升正向社會特性，讓員工多與其他成員互動，感受到實質的建議與幫助，利於提升其工作結果。此外本研究對於真誠領導和工作社會特性的運用提出實際作法與建言，期能對實務界的施行有實質貢獻。最後，對未來研究建議與限制在文末有詳細討論。

Owing to the threat of the lately event like SARS, the Financial Storm and Foxconn which weaken the confidence of people in leaders, the leadership which contains hope, optimistic, confidence and resilience is needed by society, and authentic leadership has developed in the conditions. The main purpose of the study is to explore the relationship between authentic leadership, social characeteristics and work outcomes (job satisfaction, job performance and organizational citizenship behavior), and regarding authentic leadership as a moderator to influence the relationship between social characeteristics and work outcomes. The participants of the study were 737 employees from various jobs which simultaneously collected by paper and internet questionnaire. After reliability estimation and confirmatory factor analysis, the results revealed that the measurement had satisfactory reliability and validity respectively, so the next step were variable correlation and hierarchical regression analysis.
Results of the hierarchical regression analysis indicated that after controlling the effect of gender, age and the difference between manager and employee, job satisfaction, job performance and organizational citizenship behavior were positively influenced by authentic leadership and social characeteristics respectively, and authentic leadership moderate the positive effect from social support and feedback from others to job performance and organizational citizenship behavior. The results suggested that authentic leadership played an important role in corporation which could not be neglected, and the leader should gain their authenticity as a model of the employees. Finally, the implication of this work for authentic leadership and the pratical methods of developing authentic leaders were discussed.

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