隨著員工意識的崛起，員工對於工作職場環境的關注度越來越高，這也成為企業重要的努力方向之一，企業要如何提高自己的競爭力來因應環境的變遷，已是現今重要的議題，賦予員工適度的自主權和授權也逐漸受到重視。本研究旨在探討賦權領導對於員工建言行為的影響，並藉此探討當責感和關係能量在其中的中介作用。本研究以臺灣地區各產業的員工作為研究對象，總計回收217份有效問卷。研究結果顯示，賦權領導對建言行為具有正向影響，且當責感在賦權領導和建言行為之間具有中介效果，同時，賦權領導對關係能量也有正向影響。然而，關係能量與建言行為之間的關係未達到顯著，且關係能量未能中介賦權領導與建言行為之間的關係。本研究結果支持了賦權領導和當責感對於建言行為的積極影響，並提供了有助於理解組織中建言行為的相關因素的洞察，並對未來研究方向提出建議。

With the rise of employee awareness, employees now pay more attention to workplace environment. Companies are also driven by these changes to increase their competitiveness to adapt, topic such as empowering leadership and authorization within the employee society is well discussed nowadays. This research focuses on exploring the impact of empowering leadership on employee voice, and further discusses the roles of employee accountability and relationship energy in between. 218 valid surveys are collected from a variety of industries in Taiwan, and the results indicate that empowering leadership has a positive correlation with employee voice, and employee accountability is a mediator variable between empowering leadership and employee voice. Empowering leadership also has a positive correlation with relationship energy; however, relationship energy is not correlated to employee voice, and relationship energy is no a mediator variable between empowering leadership and employee voice. Study results support the theory of empowering leadership and accountability having direct and strong impact on employee voice, and provide insights about factors associated with employee voice within the organization for future studies.

論文定審書 i
摘 要 ii
Abstract iii
目 錄 iv
圖 次 vi
表 次 vii
第壹章 緒論 1
第貳章 文獻探討 4
第一節、 賦權領導 4
第二節、 建言行為 5
第三節、 當責感 6
第四節、 關係能量 7
第五節、 社會訊息處理理論 8
第六節、 資源保存理論 8
第七節、 各變項間的關係探討 9
第參章 研究方法 16
第一節、 研究架構與假設 16
第二節、 研究對象與資料收集方式 16
第三節、 研究量表 18
第四節、 資料分析方法 19
第肆章 研究結果 21
第一節、 驗證性因素分析 21
第二節、 相關分析 23
第三節、 假設檢定 24
第伍章 結論與建議 28
第一節、 理論意涵 28
第二節、 管理實務意涵 29
第三節、 研究限制與未來研究建議 31
參考文獻 33

中文文獻
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林守紀, 周麗芳, 任金剛 & 曾春榮（2017）。員工建言行為: 回顧與未來。人力資源管理學報，17(1)，1-33。 https://doi.org/10.6147/JHRM.2017.1701.01
王毓芳（2008）。主管授權賦能領導行為對部屬工作績效的影響〔未出版之碩士論文〕。國立中山大學人力資源管理研究所碩士班。
吳麗惠（2012）。主管魅力領導與賦權、員工當責與組織績效之互動關係探討〔未出版之碩士論文〕。國立臺中教育大學事業經營碩士學位學程。
朱鈴瓏（2022）。授權型領導與建言行為之關聯：心理資本與組織公民行為的中介作用〔未出版之碩士論文〕。國立臺北大學企業管理學系碩士班。
范秀芳（2022）。銀行分支機構導入賦權領導對員工忠誠度及組織效能影響之研究 -以 C銀行為例〔未出版之碩士論文〕。國立嘉義大學管理學院碩士在職專班。

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