近年來，不倫理領導行為在管理文獻中受到了廣泛的關注，過往研究證實不倫理領導行為會對組織及員工造成傷害，然而，卻少有研究探討部屬為何不去揭露主管的不倫理領導行為。本研究認為，部屬的犬儒主義是他們對主管不倫理領導行為做出沉默的重要原因。本研究採用經驗及便利抽樣法，針對133位國軍人員透過網路問卷方式，進行10個工作天的資料蒐集，探討主管的不倫理領導行為，對於部屬犬儒主義及默許型沉默所造成之影響，共收集980筆有效樣本資料，並透過多層次路徑分析與蒙地卡羅法進行研究假說之驗證。研究結果發現，主管不倫理領導行為會直接影響部屬的犬儒主義，並進而導致默許型沉默，當部屬具有高道德認定時，相較於低道德認定，會強化前述中介機制；而當部屬為低道德認定，相較於高道德認定時，此中介機制則不存在。最後，本研究討論研究貢獻與限制，並提供學術理論意涵與實務建議。

In recent years, unethical leader behaviors have received extensive attention in management literature. Previous studies have explored the harmful impact of unethical leader behavior on organizations and employees. However, few studies have explored the reasons why subordinates do not disclose supervisors’ unethical leader behaviors. This study proposes that the cynicism of subordinates are the important reasons for their Acquiescent silence in response to supervisors’ unethical leader behaviors.
To explore the influence of supervisors’ unethical leader behaviors on subordinates’ cynicism, moral decoupling and silence, with a sample of 133 military employees and 980 observations across 10 working days are collected by using time-lagged experience sampling methodology, and we use multilevel path analysis and Monte Carlo method to test hypotheses. Our results indicate that supervisors’ unethical leader behaviors directly affects subordinates’ cynicism, and lead to their acquiescent silence, the mediation is stronger when subordinates’ moral identity are high rather than low; otherwise, when subordinates’ moral identity are low rather than high, this mediation does not exist.. Finally, the contributions and limitations of this study are discussed and the recommendations for academic and practical applications are also provided.