本研究從正向社會交換的觀點出發，探討西方新興的正向領導概念「真誠領導」，以及華人特有的正向領導型態「仁慈領導」，對部屬的主管忠誠與組織公民行為產生的差異影響。透過兩階段的問卷調查程序，共蒐集了378 份有效的部屬問卷。運用線性結構模式的分析結果指出，真誠領導與仁慈領導，是兩個不同的領導構念；此外，真誠領導與對主管忠誠、仁慈領導與對主管的忠誠之間，皆有顯著的正相關，但仁慈領導與對主管忠誠的相關強度遠高於真誠領導；而真誠領導與部屬組織公民行為之間，有顯著的正相關，仁慈領導與組織公民行為之間，則無顯著關係。此結果亦隱含著，領導概念對於與其影響機制契合的結果變數之間，明顯有較佳的解釋力。

This study explored the differential effects of two leadershipconstructs grounded in the positive social exchange perspective onloyalty to supervisor and on organizational citizenship behavior. Thetwo leadership constructs examined were (1) a new western positiveleadership construct, authentic leadership, and (2) a type ofChinese-specific positive leadership, benevolent leadership. Using atwo-stage data collection procedure, an empirical study was conductedwith a valid sample of 378 subordinates in Taiwan. Structural equationmodeling results suggested authentic leadership and benevolentleadership are empirically two different constructs. We found a strongsignificant relationship between benevolent leadership and loyalty tosupervisor, as well as between authentic leadership and loyalty tosupervisor, but the former was stronger. There was a significant relationship between authentic leadership and organizational citizenshipbehavior, but not between benevolent leadership and organizationalcitizenship. These findings suggest the better the fit between leadershipand the context specific mechanism, the better influences they wouldhave.