本研究旨在探討現場勞工的安全矛盾態度、行為意圖及安全行為之關係，並暸解主管領導風格對現場勞工的安全矛盾態度與行為意圖的影響。研究對象為我國製造業現場作業人員，就北、中、南3區以分層隨機方式抽取64家公司，共發放1,920份問卷，回收1,466份（回收率76.4%），有效問卷1,236份。資料以階層迴歸進行統計，顯示勞工安全矛盾態度（情感矛盾）係透過行為意圖的中介因子影響勞工作業安全行為的表現，而主管領導風格（真誠、威權、自我）可以調節勞工安全矛盾態度對行為意圖之影響。研究發現真正誘發勞工落實安全行為之關鍵，在於他們對此項安全行為規範存有的喜惡程度，故建議針對勞工作業安全行為之情感因素介入輔導改善。另外，因勞工極重視心理層面之情緒感受，若主管能採取真誠、自我領導風格，讓勞工由衷認同公司之安全行為規範，從心產生正面的行為意圖，促使勞工落實作業規範，定能營造安全永續之勞動環境。

This study is to evaluate the relations among the attitudinal ambivalence, behavioral intention and safety behaviors of workers, and the effects of leaderships on attitudinal ambivalence and behavioral intention. We collected 1,236 valid questionnaires from the 1,466 responses received（response rate 76.4%） by stratified sampling 64 companies. We have found that the attitudinal ambivalence does affect the safety behaviors through behavioral intention as a mediator and leader characters as a moderator. We conclude that the level of fondness a worker for a safety operation procedure is the essential factor to practice a safety act. Consequently, we suggest managers should conduct authenticleadership or self-leadership to trigger workers to behave safety acts.