研究證實管理者可透過領導來影響員工的工作行為或態度，進而使組織效能提升。資訊科技的發展使得工作模式已逐漸轉為知識導向，組織內的知識交流順暢與否與整體績效息息相關。因此，本研究探討真誠領導對員工的心理資本素質和組織信任的影響，以及與員工知識分享行為之關係，希冀本研究的結果能提供組織管理上的參考，以增進組織的管理效能。
本研究以各行業的員工為研究對象，以問卷發放的方式進行資料蒐集，測量其對直屬主管的領導風格知覺、心理資本、對組織的信任程度以及進行知識分享的意願。研究結果顯示真誠領導與員工的心理資本、組織信任和知識分享意願有正向關係。員工的組織信任程度與其知識分享意願有正向關係。此外，本研究亦證實員工的心理資本和組織信任程度兩者對於真誠領導和知識分享行為間之關係具有部分中介的影響。本研究依據研究結果進行管理意涵的討論，並提出未來研究之相關建議。

This study investigates the effect of authentic leadership on employees’ psychological capital, organizational trust, and willingness of knowledge sharing. It is found that authentic leadership is positively related to employees’ psychological capital, trust level on their colleagues, supervisor, and organization. Authentic leadership is also positively related to employees’ willingness to share knowledge in organizations. In addition, the degree of organizational trust on the part of employees is positively related to their willingness to share knowledge. Moreover, both psychological capital and organizational trust are found to have a partial mediation on the relationship between authentic leadership and employees’ willingness of knowledge sharing. Managerial implication and suggestions for future research are thus discussed.

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