在組織趨於複雜化及道德觀日漸低落之際，發軔於西元2000的真誠領導被認為可以強化員工積極的態度與行為。這20年間的研究不少，但學者強調，應該要有更多的社會心理變項當作中介變項來解釋真誠領導與員工行為的關係。本研究以較少被探討的非定期契約之員工為對象，探究知覺主管支持在真誠領導與工作績效間的中介效果。

本研究採網路問卷方式進行資料蒐集，有效問卷共有251份，並以結構方程模式分析真誠領導、知覺主管支持與工作績效的關係，經過修正模型分析的結果是：1、真誠領導的四個構面中，有三個構面對知覺主管支持有顯著的正向影響2、知覺主管支持對工作績效有顯著的正向影響。接著，以拔靴法進行中介效果分析，結果是知覺主管支持在真誠領導與工作績效間，沒有中介的效果。最後，根據研究結果，提出理論與實務意涵，以及對後續研究之建議。

Nowadays organizations are becoming more complex and morals are declining, authentic leadership that began since AD 2000 is believed to reinforce the positive attitudes and behaviors of employees. There has been a lot of research in the past 20 years, but scholars emphasized that more socio-psychological variables should be used as intermediary variables to explain the relationship between authentic leadership and employee behavior. This research takes the less-explored fixed term contract employee as the participants, and explores the mediating effect of perceived supervisor support between authentic leadership and job performance.

This research uses online questionnaires to collect data. There are a total of 251 valid questionnaires. The relationship between authentic leadership, perceived supervisor support and job performance is analyzed by Structural Equation Modelling(SEM). The results of the revised model analysis are： 1. There are four aspects of authentic leadership, and three of them have a significant positive impact on perceived supervisor support. 2. Perceived supervisor support has a significant positive effect on job performance. In addition, according to bootstrap method, perceived supervisor support does not play mediating role between the relationship of authentic leadership and job performance. Finally, based on the research results, theoretical and practicalimplications, and suggestions for future studies are also provided.

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