建言除了代表員工希望改善現況的想法以外，同時也隱含建言者對於組織的期許，當員工願意發聲時，可以使組織透過多方管道的建議不斷優化進而提升整體競爭力。但是，在實務情境中，即便員工持有改善建議或想法，卻可能因為各種因素導致員工未能展現建言行為，而是將建言想法委由他人代為陳述。除實務現象以外，在過往建言的學術研究中，亦較少聚焦於同事間彼此認定影響力之於建言者後續行為展現的關係，更無探討他人觀點對於建言者的評價是否引發建言者知覺他人（同事）建言期待的差異。因此，本研究以綜合他人（同事）與自我認定觀點的方式，探討他人（同事）評估建言者之建言影響力對於建言者自我知覺同事建言期待程度，會如何影響建言者後續行為模式之歷程，除此之外，亦加入團隊認同與建言者自我評估之建言影響力作為調節要素，並以角色認定理論的觀點探討建言者之整體行為變化歷程。本研究採用滾雪球抽樣法收集170組之有效對偶問卷，並以迴歸分析進行假設驗證。研究結果發現，他人（同事）知覺建言影響力與建言者之建言及沉默的關係會受到建言者自我知覺同事建言期待的中介，此外，在較高團隊認同的情境下，更會加強建言者知覺同事建言期待與建言之間的正向關係。最後，本研究亦依據此次研究結果提出相關管理意涵與未來研究建議，以供未來研究者參考。

Voice represents employees' ideas to improve the current situation and implies voicer's expectations for the organization. Organizations can be optimized through the advice of multiple channels to enhance competitiveness continuously when employees are willing to speak up. However, in practical situations, even employees have advice or ideas, they may not deliver their opinions due to various reasons therefore switching the ideas to otheres to speak up. Previous voice research less focused on the relationship between coworkers' mutual recognition of influence and the subsequent behavior of voicer, nor has it explored whether the opinions of others will affect voicer's perceived coworker's voice expectation. Therefore, this study integrated the perspective of coworker's and voicer's to explore how coworker's perceived voicer's voice influence affects voicer's perceived coworker's voice expectation and the voicer's follow-up behavior pattern. In addition, group identification and voicer's self-perceived voice influence is added as moderating variables by using Role Identity Theory. We use Snowball sampling to collect 170 pairs of effective respond and test the hypothesis by regression analysis. The results showed that the relationship between coworker's perceived voice influence and voicer's voice and silence behavior would be mediated by voicer's perception of coworker's voice expectation. Besides, in the situation of high group identification, the positive relationship between voicer's perception of coworker's voice expectation and voice behavior will be strengthened. Finally, this research also proposes management implications and future research advice based on future researchers' reference results.

論文審定書 i
中文摘要 ii
Abstract iii
目錄 iv
圖次 vi
表次 vi
第一章 緒論 1
第二章 文獻探討 4
第一節 建言與沉默之定義回顧 4
第二節 他人知覺建言影響力與自我知覺同事建言期待 6
第三節 自我知覺同事建言期待的中介歷程 9
第四節 員工建言與沉默的調節效果 11
第三章 研究方法 14
第一節 研究對象與施測時程 14
第二節 研究工具 17
第三節 資料分析方法 23
第四章 研究結果 24
第一節 測量模型分析 24
第二節 敘述性統計資料與相關係數 25
第三節 假設檢定 27
第五章 研究結論與建議 30
第一節 研究結果討論 30
第二節 管理意涵 32
第三節 研究限制與未來建議 34
參考文獻 37
附錄 41
附件一、第一次問卷調查 41
附件二、第二次問卷調查 44

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