企業直接與客戶接觸的服務業第一線員工通常是最能夠立即發現企業營運問題的人，如果員工能主動建言反應發現的問題，管理者便能快速即時解決問題。愈來愈多的企業組織意識到員工主動提出建設性意見的重要性，員工建言行為表現，已成為企業提升競爭力的重要來源之一。過去研究證實員工的責任感確實會誘導員工產生建言行為，但員工不會無故地產生責任感，必需藉由外在因素影響。倫理領導行為研究指出主管的道德理念會影響員工心理層面，進而改變員工的工作態度與行為。
本文嘗試以責任感為中介變項，探討主管倫理領導與員工建言行為間的心理歷程，透過問卷調查蒐集資料，以台灣中油公司台北市及新北市加油站的正職員工為研究對象，總計發出300份問卷，回收269份，有效問卷256份，有效回收率為95%。所得資料以敍述性統計、效度分析、信度分析、驗證性因素分析(CFA)、相關分析及迴歸等統計方法進行分析，探討各個變數之間的關係。實證分析結果，驗證主管倫理領導確實會透過責任感之中介機制，預測員工建言行為。最後本研究根據研究結果，進一步說明未來研究方向及建議。
The frontline employees of the service industry where companies directly contact customers are usually the ones who can immediately discover the operational problems of the enterprise. If employees can voice the problem automatically, managers will be able to quickly solve the problem immediately. More and more organizations realize the importance of employees take the initiative to offer constructive ideas. Employee voice behavior has become an important source of the enterprises to enhance competitiveness. The past research has been confirmed the employees 'sense of responsibility and trust, does induce employees to generate voice behavior, but employees will not produce the psychological perception of the sense of accountability and trust accountability, both the them are belongs to their attitude of the employees' intrinsic level required by the external factors. Ethical leadership behavior research is pointed out that the manager’s moral believe will affect the employee psychological level, thereby changing the attitude and behavior of staff. Follow the clues, put felt accountability and trust in leader be an intermediate variable, to explore the psychological process of the manager of ethical leadership and employee voice behavior.
Further, we use the principle of reciprocity of social exchange theory and role theory to construct academic basic of the researcher framework. In this study, the data were collected by questionnaires, the subject were full-time employee in Taiwan enterprises, with their immediate supervisor one-on-one complete matching questionnaire. We totally issuesd 300 paired surveys, 269 were returned and finally received 256 effective paired samples with an effective recovery rate of 95%. We use hierarchical regression analysis to investigate the relationship between variousvariable. The results of the empirical study verify the ethical leadership could predict employee voice behavior by felt accountability and trust in leader. Finally, based on the research results, this study further explains the future research directions and recommendation.
