員工建言是增進組織成功的重要來源，本研究以信號理論為基礎，探討員工體驗 (包含：物理環境、文化環境、和科技環境體驗)，分別對促進型建言和抑制型建言行為之影響，並探究個人組織適配對前述關係的調節效果。本研究透過線上問卷分兩個時間點，間隔兩週發放，自跨產業的臺灣在職工作者收集資料，共獲得241份有效配對問卷。研究結果顯示，在員工體驗的三個構面中，文化環境正向的影響促進型和抑制型建言行為，反之，科技環境則會負向影響抑制型建言行為。在調節效果上，當個人組織適配越低時，物理環境對抑制型建言的影響越強，且文化環境對促進型建言的影響也會越強。本研究亦針對其理論貢獻和管理意涵進行討論。

Employee voice behaviors are crucial for an organization's success. Based on signaling theory, this study examines the relationships between employee experience (formed by physical, cultural, and technical environment) and promotive and prohibitive voice behaviors and further investigates the moderating role of person-organization fit in the above relationship. A sample of 241 full-time employees across various industries in Taiwan has been collected via a two-wave online questionnaire, the interval being two weeks apart. The result indicated that among the three dimensions of employee experience, the cultural environment is positively related to both promotive and prohibitive voice behaviors, and the technical environment is negatively related to prohibitive voice behaviors. Additionally, person-organization fit lower the direct effect of the physical environment on prohibitive voice behavior and the cultural environment on promotive voice behavior. Theoretical and practical implications are discussed.

論文審定書 i
中文摘要 ii
英文摘要 iii
目錄 iv
圖目錄 vi
表目錄 vii
1 第一章 緒論 1
2 第二章 文獻回顧與研究假設 5
2.1 建言行為 5
2.2 員工體驗 6
2.3 個人組織適配 12
3 第三章 研究方法 15
3.1 研究對象與程序 15
3.2 研究工具 19
3.3 資料分析 25
4 第四章 研究結果 26
4.1 驗證性因素分析 26
4.2 皮爾森相關分析 26
4.3 假設檢定 29
4.4 補充分析 32

5 第五章 結論與建議 35
5.1 研究結果與討論 35
5.2 實務意涵 39
5.3 研究限制和未來研究建議 43
參考文獻 46
附錄 :研究問卷 54

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