在全球化的商業生態中，速度是競爭的關鍵，尤其在高科技產業更是如此，因科技日新月異，面對競爭激烈的挑戰，累積人力資本與智慧資本的重要性與日俱增。在此變動劇烈的環境中，領導者該如何進行公司治理及使用何種領導方式來促使員工願意分享自身的經驗、知識，並進一步打造高學習成效及高績效的團隊組織，是本研究探討的主要動機。

本研究採用迴歸分析，藉以瞭解真誠領導、組織公平、信任與知識分享等構面因素之間的影響程度。實證結果發現領導者以真誠領導方式帶領部屬，對員工的組織信任程度有正向顯著性的影響。建構並實行組織公平作為，提升員工對組織的公平知覺對信任有正向顯著性的影響。信任關係對知識分享有正向顯著性的影響，真誠領導及組織公平對知識分享有正向顯著性的影響。同時，信任關係能中介真誠領導與知識分享之間的關係以及組織公平與知識分享之間的關係。本研究依據研究結果，提出管理意涵與未來研究相關之建議。

This study explores the relationships among leadership, organizational justice, trust and employees’ knowledge sharing. Data were collected from employees in the high-tech industry in northern Taiwan. It is found that authentic leadership and organizational justice are positively related to trust perceived on the part of employees. It is also found that trust is positively related to employees’ knowledge sharing. In addition, trust mediates the relationship between authentic leadership and knowledge sharing as well as the relationship between organizational justice and knowledge sharing. Managerial implications and suggestions for future research are thus discussed.

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