本研究的主要目的是要探討主管道德領導、員工薪資安全感與員工道德
行為之關係，並探討原翁薪資安全感對主管道德領導與員工道德行為的干擾
效果。研究對象為國內第一線西藥醫藥業務代表，以問卷調查方式進行資料
蒐集，總計回有效樣本287份。
研究結果顯示，主管道德領導及員工薪資安全感皆與主管道德行為有正
向關係；在干擾效果方面則發現，員工薪資安全感對主管道德領導與員工道
德行為之關係並不具調節效果(moderating effect)。
本研究建議組織若期望提升員工道德認知，進而力行符合行銷規範之商
業行為，除必須有以身作則的主管塑造道德氣氛之外，配套薪資制度亦扮演
關鍵角色。當醫藥業務人員對薪資具有安全感，才能產生足夠道德勇氣徹底
遵守商業條文規範，並試圖婉拒不合乎商業規範之客戶要求，當每家公司均
切實遵守商業行銷規範的道德標準，客戶反而成為「被教育」的角色，無法
對醫藥業務代表提出不合理之互動要求，如此才能逐漸形塑醫藥市場的正向
交易，使醫藥業務代表與醫師之互動關係更趨於專業醫藥交流。

This study examined the relationship between ethical leadership and ethical
behavior in which compensation security as moderator. Respondents were
collected from those front line domestic medical sales representatives. 287 usable
data was obtained through questionnaire.
Results indicated that both ethical leadership and compensation security is
positively related to ethical behavior. In the moderating effect, we found that
the impact of ethical leadership on ethical behavior was not moderated by
compensation security.
This study suggests that if the organization expected to enhance employee
ethical cognition for meet the code of marketing practices. Except the leader
must lead by example to create the ethical climate, the pay systems are also play
an important role. When medical sales representatives have a sense of security
to salaries, they may have ethical courage to comply with the commercial
standard and try to exclude the requirements of customers that don＇t meet the
commercial standards. When organizations comply with commercial standards,
customers won＇t raise some unreasonable requirements, so that the trade in
medical market could become more moral and the communication between
medical sales representatives and doctors will become more professional.

長庚大學博（碩）士學位論文指導教授推薦書
長庚大學博（碩）士學位論文口試委員會審定書
長庚大學博碩士論文著作授權 .......................................................................... III
致謝.......................................................................................................................IV
摘要........................................................................................................................ V
ABSTRACT..........................................................................................................VI
目錄 .................................................................................................................VII
表次 ...................................................................................................................IX
圖次 .................................................................................................................... X
第一章緒論 ......................................................................................................... 1
第一節 研究背景與動機 ................................................................................ 1
第二節 研究目的與研究問題........................................................................ 3
第二章文獻探討 ................................................................................................. 5
第一節 道德領導 .......................................................................................... 5
第二節 薪資安全感 ...................................................................................... 9
第三節 道德行為 ........................................................................................ 11
第四節 研究假說與推論 ............................................................................ 15
第三章研究方法 ............................................................................................... 17
第一節 研究架構與研究假說 .................................................................... 17
第二節 研究對象與資料蒐集方法 ............................................................ 17
第三節 研究變數的操作性定義與衡量 .................................................... 18
第四節 資料分析方法 ................................................................................ 19
第四章資料統計與分析 ................................................................................... 22
第一節 樣本基本資料分析 ........................................................................ 22
第二節 量表之信效度分析 ........................................................................ 25
第三節 假說驗證 ........................................................................................ 29
第四節 人口統計變項在各研究變項上之差異分析 ................................ 31
第五節 補充分析 ........................................................................................ 33
第五章結論與建議 ........................................................................................... 39
第一節 研究結論與管理意涵 .................................................................... 39
第二節 限制與未來研究建議 .................................................................... 41
參考文獻 ............................................................................................................... 43
附錄一 ................................................................................................................... 49
附錄二 ................................................................................................................... 54
表次
表 4‐1 樣本特性分析 ........................................................................................ 23
續表4‐1 樣本特性分析 .................................................................................... 24
表4‐2 敘述性統計分析 .....................................................................................25
表4‐3 道德領導因素分析結果 (N= 287) .......................................................... 26
表4‐4 薪資安全感因素分析結果 (N= 287) ..................................................... 27
表4‐5 道德行為因素分析結果 (N= 287) ........................................................ 28
表4‐6 主要變數相關分析結果 ........................................................................ 29
表4‐7 道德領導與薪資安全感對道德行為迴歸分析表 ................................ 30
表4‐8 公司類別對道德領導之單因子變異數分析表 .................................... 31
表4‐9 教育背景及公司類別對薪資安全感之單因子變異數分析表 ............. 32
表4‐10 教育背景及公司類別對道德行為單因子變異數分析表................... 33
表4‐11 教育背景及公司類別對薪酬類薪資安全感之單因子變異數分析表 34
表4‐12 教育背景對餽贈類道德行為單因子變異數分析表 .......................... 35
表4‐13 教育程度對學術類道德行為單因子變異數分析表 .......................... 36
表4‐14 公司類別對補助類道德行為單因子變異數分析表 ........................... 37
表4‐15 公司類別對贊助類道德行為單因子變異數分析表 .......................... 38
圖次
圖 3-1 研究架構 .................................................................................................. 17

參考文獻
中文文獻
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。
羅淑慧、張雅雯(2008)。2008醫藥產業年鑑。台北：生物技術開發中心。
方妙玲(2007)。倫理領導、信任、個人需求實現對組織承諾的影響。企業管
理學報，74，1-40
盧瑞芬、謝啟瑞(2003)。臺灣醫院產業的市場結構與發展趨勢分析。經濟論
文叢刊，31(1)，107-153。
蕭武桐(2002)。公務倫理。台北市：智勝文化。
吳明隆(2006)。SPSS統計應用學習實務：問卷分析與應用統計。台北市：知
城。
英文文獻
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective,
continuance and normative commitment to the organization. Journal of
Occupational Psychology, 63(1), 1-18.
Andrews, I. R., & Henry, M. M. (1963). Management attitude towards pay.
Industrial Relations, 3(1), 29-39.
Andaleeb, S. S., & Tallman, R. F. (1995). Physician attitudes toward
pharmaceutical sales representatives. Health Care Management Review,
20, 68-76
Armenakis, A. A., & Bedeian, A. G. (1999). Organizational change: A review of
theory and research in the 1990s. Journal of Management, 25(1), 293-315.
Ashford, A. J., Lee, C., & Bobko, P. (1989). Content, causes, and consequences of
job insecurity: A theory-based measure and substantive test. Academy of
Management Journal, 32(4), 803-29.
Bass, B. M. & Steidlmeier, P. (1999). Ethics, character, and authentic
transformational leadership behavior. Leadership Quarterly, 10(2),
181-217.
Brown, M. E., & Treviño, L. K. (2006). Ethical leadership: A review and future
directions. The Leadership Quarterly, 17(6), 595-616.
Brown, M. E., Treviño, L. K., & Harrison, D. A. (2005). Ethical leadership: A
social learning perspective for construct development and testing.
Organizational Behavior and Human Decision Processes, 97(2), 117-134.
Bycio, P., Hackett, R. D., & Allen, J. S. (1995). Further assessments of Bass’s
(1985) conceptualization of transformational and transactional leadership.
Journal of Applied Psychology, 80,468-478.
Caldwell, C., & Dixon, R. D. (2010). Love forgiveness and trust: Critical values
of the modern leader. Journal of Business Ethics, 93(2), 91-101.
Campbell, E. G., Gruen, R. L, Mountford, J., Miller, L. G, Cleary, P. D., &
Blumenthal, D. (2007). A national survey of physician-industry
relationships, N Engl J Med, 356(17), 1742-1750
Cascio, W. F. (1995). Whither industrial and organizational psychology in a
changing world of work? American Psychologist, 50, 928-939.
Christopher, M., Payne, A. & Ballantyne, D. (1991). Relationship marketing.
London: Butterworth Heinemann.
Clark, A., Knabe, A., & Rätzel, S. (2010). Boon or bane? Others' unemployment,
well-being and job insecurity. Labour Economics, 17(1), 52-61.
Clark, M. A. & Leonard, S. L. (1998). Can corporate codes of ethics influence
behavior. Journal of Business Ethics, 17, 619-630.
Crosby, L. A., Evans, K. R. & Cowles, D. (1990). Relationship quality in services
selling: An interpersonal influence perspective. Joural of Marketing, 54,
68-81.
Cuieford, J. P. (1965). Fundamental Statistics in Psychology and Education (4th
ed.). NY: McGraw-Hill.
Davy, J. A., Kinicki, A. J., & Scheck, C. L. (1997). A test of job security’s direct
and mediated effects on withdrawal cognitions. Journal of Organizational
Behavior, 18, 323-349.
De Witte, H. (1999). Job insecurity and psychological well-being: Review of the
literature and exploration of some unresolved issues. European Journal of
Work and Organizational Psychology.Special Issue: Job Insecurity, 8(2),
155-177.
Ekvall, G. (1991). The organizational culture of idea-management: A creative
climate for the management of ideas. In J. Henry and D. Walker (Eds.),Managing innovation (pp. 73-79). London: SAGE Publications Ltd.
Engelbrecht, A. S., Van Aswegan, A. S., & Theron, C. C. (2005). The effect of
ethical values on transformational leadership and ethical climate in
organizations. South African Journal of Business Management, 36(2),
19-26.
Ford, R. C. & Richardson, W. D. (1994). Ethical decision marking: A review of
the empirical literature. Journal of Business Ethics, 13, 205-221.
Goodman, B. D. (2001). Drug company promotions influence physician behavior
Western Journal of Medicine, 274, 232-233.
Goodman, P. S. (1974). An examination of referents used in the evaluation of pay.
Organizational Bebavior and Human Performance, 12, 170-195.
Gönül, F. F., Carter, F.J., Petrova, E. & Srinivasan, K. (2001). Promotion of
prescription drugs and its impact on physicians’ choice behavior. Journal
of Marketing, 65, 79-90.
Herzberg, F. (1968). Work and the Nature of Man. London: Granada Publishing.
Hollander, S. C., & Rassuli, K. M. (1999). Shopping with other people`s money:
The marketing management implications of surrogate-medicated
consumer decision making. Journal of Marketing, 63, 102-118.
Jick, T. D. (1980). Human and organizational costs of budget cutbacks in state
hospitals. Paper presented at the annual meeting of the American
Psychological Association, Montreal, Canada.
Joseph, F. H., Rolph, E. A., & Ronald, L. T. (1987). Multivariate data and
analysis with reading. NY: MacMillan.
Kacmar, K. M., Bachrach, D. G., Harris, K. J., & Zivnuska, S. (2011). Fostering
good citizenship through ethical leadership: Exploring the moderating role
of gender and organizational politics. Journal of Applied Psychology,
96(3), 633-642.
Kuhnert, K. W., & Palmer, D. R. (1991). Job security, health, and the intrinsic and
extrinsic characteristics of work. Group Organization Management, 16(2),
178-192.
Kuhnert, K. W., Sims, R. R., & Lahey, M. A. (1989). The relationship between
job security and employee health. Group and Organizational Studies, 14,
399-410.
Latham, S. R. (2004). Ethics in the marketing of medical services. Mount Sinai
Journal of Medicine, 71(4), 243-250.
Lagace, R. R., Dahlstrom, R., & Gassenheimer, J. B. (1991). The relevance of
ethical salesperson behavior on relationship quality: The pharmaceutical
industry. Journal of Personal Selling and Sale Management, 11(4), 39-47.
Lauver, K. J., & Kristof-Brown, A. (2001). Distinguishing between employees’
perceptions of person-job and person-organizational fit. Journal of
Vocational Behavior, 59(3), 454-470.
London, M., Crandall, R., & Seals, G.W. (1977). The contribution of job and
leisure satisfaction to quality of life. Journal of Applied Psychology, 62,
328-334.
Mayer, D. M., Kuenzi, M., & Greenbaum, R. L. (2010). Examining the link
between ethical leadership and employee misconduct: The mediating role
of ethical climate. Journal of Business Ethics. 95, 7-16.
Mayer, D., Kuenzi, M., Greenbaum, R., Bardes, M., & Salvador, R. (2009). How
low does ethical leadership flow? Test of a trickle-down model.
Organizational Behavior and Human Decision Processes, 108(1), 1-13.
Meltz, N. M. (1989). Job security in Canada. Industrial Relations, 44, 149-160.
Mooney, M. (1984). Let’s use job security as a productivity builder. Personnel
Administrator, 29(1), 38-44.
Murphy, P. E., & Laczniak, G. R. (1981). Marketing ethics: A review with
implications for managers, educators and researchers, in B. M. Enis and K.
J. Roering (eds.). Review of Marketing (American Marketing Association,
Chicago, IL), 251-266.
McDonald, G. & Nijhof, A. (1999). Beyond codes of Ethics: An integrated
framework for stimulating morally responsible behavior in organizations,
Leadership & Organization Development Journal, 20(3), 133-146.
Neubert, M. J., Carlson, D. S., Kacmar, K. M., Roberts, J. A., & Chonko, L. B.
(2009). The virtuous in fluence of ethical leadership behavior: Evidence
from the field. Journal of Business Ethics, 90(2), 157-170.
Nunally, J. C.,(1978). Psychometric theory. N Y: McGraw-Hill.
Oldham, G. R., Kulik, C. T., Stepina, L. P., & Ambrose, M. L. (1986). Relations
between situational factors and the comparative referents used by
employees. Academy of Management Journal, 29(3), 599-608.
Oldham, G. R., Nottenburg, G., Kassner, M. K., Ferris, G., Fedor, D., & Masters,
M. (1982). The selection and consequences of job comparisons.
Organizational Behavior and Human Performance, 29, 84-111.
Peterson, D. (2004). Perceived leader integrity and ethical intentions of
subordinates. Leadership & Organization Development Journal, 25, 7-23.
Piccolo, R. F., Greenbaum, R., den Hartog, D. N., & Folger, R. (2010). The
relationship between ethical leadership and core job characteristics.
Journal of Organizational Behavior, 31(2-3), 259-278.
Pritchard, R. D., Dunnette, M. D., & Jorgenson, D. O. (1972). Effects of
perceptions of equity an inequity on worker performance and satisfaction.
Journal of Applied Psychology Monograph, 56(1), 75-94.
Probst, T. M. (2002). The impact of job insecurity on employee work attitudes,
job adaptation, and organizational withdrawal behaviors. In Brett J. M. &
Drasgow F. (eds.), The psychology of work: theoretically based empirical
research. Hillsdale, NJ: Lawrence Erlbaum Associates.
Rapp, A., Ahearne, M., Mathieu, J., & Schillewaert, N. (2006). The impact of
knowledge and empowerment on working smart and working hard: The
Moderating Role of Experience. International Journal of Research in
Marketing, 23(3), 279-293.
Rego, A., Ribeiro, N., & Cunha, M. P. (2010). Perceptions of organizational
virtuousness and happiness as predictor of organizational citizenship
behaviours. Journal of Business Ethics, 93(2), 215-235.
Riordan, C. M., & Griffeth, R. W. (1995). The opportunity for friendship in the
workplace: An underexplored construct. Journal of Business and
Psychology, 10, 141-154.
Roman, S., & Ruiz, S. (2005). Relationship outcomes of perceived ethical sales
behavior: The customer’s perspective. Journal of Business Research,
58(4), 439-445.
Ruiz-Palomino, P., Ruiz-Amaya, C., & Knörr, H. (2011). Employee
organizational citizenship behaviour: The direct and indirect impact of
ethical leadership. Canadian Journal of Administrative Sciences, 28(3),
244-258.
Schminke, M., Ambrose M. L., & Neubaum, D. O. (2005). The effects of leader
moral development on ethical climate and employee attitudes.
Organizational Behavior and Human Decision Processes, 97, 135-151.
Sverke, M., Hellgren, J., & Näswall, K. (2002). No security: A meta-analysis and
review of job insecurity and its consequences. Journal of Occupational
Health Psychology, 7(3), 242-264.
Singhapakdi, A., Salyachivin, S., Virakul, B., & Veerayangkur, V. (2000). Some important factors underlying ethical decision making of managers in
Thailand. Journal of Business Ethics, 27(3), 271-284.
Singhapakdi, A., Vitell, S. J., & Franke, G. R. (1999). Antecedents, consequences,
and mediating effects of perceived moral intensity and personal moral
philosophies. Journal of the Academy of Marketing Science, 27(1), 19-36.
Stouten, J., Baillien, E., Van den Broeck, A., Camps, J., De Witte, H., & Euwema,
M. (2010). Discouraging bullying: The role of ethical leadership and its
effects on the work environment. Journal of Business Ethics, 95(1), 17-27.
Starratt, R. J. (2004). Ethical leadership. San Francisco: Jossey-Bass.
Stayer, R. (1989). Letters to Fortune. Fortune, (July 31), 269.
Tenery, R. M. (2000). Interactions between physicians and the health care
technology industry. The Journal of the American Medical Association,
283(3), 391-93.
Trevino, L.K., Brown, M, & Hartman, L.P. (2003). A qualitative investigation of
perceived executive ethical leadership: perceptions from inside and
outside the executive suite. Human Relations, 56, 5-37.
Trevino, L. K. (1986). Ethical decision making in organizations: A
person-situation interactionist model. Academy of Management Review, 11,
601-617.
Yousef, D. A. (1998). Satisfaction with job security as a predictor of
organizational commitment and job performance in a multicultural
environment. International Journal of Manpower, 19(3), 184-194.
Yukl, G. (2002). Leadership in organizations. (5th ed.). Upper Saddle River:
Prentice Hall.
Wazana, A. (2000). Physicians and the Pharmaceutical Industry: Is a gift ever just
a gift. The Journal of the American Medical Association, 283(3), 373-380.
Windmeijer, F., de Laat, E., Douven, R., & Mot, E. (2006). Pharmaceutical
Promotion and GP Prescription Behaviour. Health Economics, 15(1), 5-18.
Weber (1993). Power, Domination, and Legitmacy. Power in Modern Societies.
Oxford: West-view press.