仁慈領導是華人企業組織中獨特且有效的領導方式，然而，過去研究卻多視其為單一構面，未能對其內涵或效果有更細緻的描述與探討。有鑑於此，本研究試圖透過再次分析仁慈領導的文化意涵，並與西方相似理論進行異同比較（領導者與部屬交換論、僕人式領導），來釐清華人仁慈領導的特殊行為構面。本研究認為華人仁慈領導可以分為兩個清楚的行為構面：其一為對部屬生活層面的關懷照顧，其二則為對部屬工作層面的教導照顧。藉由兩個華人企業組織中主管與部屬的對偶樣本，本研究分別確認了仁慈領導的雙因素模式與區辨效度。結構方程模型分析結果顯示，主管的態度與知覺會影響展現仁慈領導的程度，亦即，主管自身的遵從權威取向對生活照顧具有正向效果，而知覺部屬忠誠度則對生活照顧、工作照顧皆有正向效果；其次，主管的生活照顧、工作照顧分別單獨對部屬的角色外行為、角色內績效有正向影響效果。最後，本研究針對結果與研究貢獻進行討論，並提出管理實務意涵、研究限制及未來研究方向。

Benevolent leadership (BL), the caring for subordinates, is traceable to the monarchy, fatherly obligations, and the Confucianist principles of reciprocity, which is proved to have a significant and unique effect on various subordinate responses. After critically reviewing the extant literature and theoretically comparing with similar Western theories, namely leader-member exchange and servant leadership, we identify two constituent behavioral dimensions of BL: life-oriented and work-oriented considerate behaviors. We further propose and test a preliminary model concerning the antecedents, namely supervisor's obedience-to-authority orientation and perception of subordinate's loyalty, and the consequences, namely subordinate's extra-role behavior and in-role performance, of dual dimensions of BL. Our two samples comprised leader-follower dyads organizations situated throughout Taiwan using survey research techniques. Results from structured equation modeling (SEM) techniques supported our hypothesized model. Overall, our study extends benevolent leadership theory by providing an integrative mechanism of benevolent leadership, and emphasized the important role of life-oriented benevolent leadership. The implications, limitations, and directions for future research are discussed at the end of the paper.