隨著全球化時代來臨，人才流動於世界各地之情形越趨常見，使得管理各國人才儼然成為管理者之議題。因此，若能讓第一線員工提出不同面向 (促進型、抑制型) 之建言，便能使組織中潛在之議題及早解決，形成向上管理 (Upward Management)。本研究欲探討不同文化價值觀對於建言行為的影響，並在文化向度上採用與主動工作行為有關聯之構念「權力距離」及「不確定性規避」。然而，過往研究較少將內隱建言信念以及組織自尊的心理歷程納入文化與促進、抑制型建言之間的關係。因而，本研究著重在 (1) 檢驗兩個文化向度對於五種內隱建言信念的互動關係 (2) 五種內隱建言信念 (假定目標之認同、面面俱到而後言、不踰矩上司、不在公共場合使上司難堪、致使職涯負面結果)對於組織自尊之影響 (3) 組織自尊對於促進型及抑制型建言的關係。本研究對臺灣及日本、南非、英國、荷蘭、奧地利、法國、義大利共八個國家不同產業之現職工作者進行問卷調查，最終收集有效問卷共255份。而根據路徑分析結果發現: (1) 權力距離對於五個內隱建言信念皆呈現顯著正向關係 (2) 五種內隱建言信念中，假定目標之認同及致使職涯負面結果對組織自尊有顯著之負向關聯性，而面面俱到而後言對組織自尊則有顯著正向關聯性，然而與「主管」有關之信念與組織自尊間無顯著關聯性 (3) 組織自尊對於促進型建言及內隱型建言皆呈現正向顯著之關係 (4) 內隱建言信念當中之「假定目標認同」與組織自尊中介權力距離、不確定性規避與促進型建言之間的負向關係。本研究結果將可以提供跨國管理者在面對不同文化背景之員工時，能夠理解進行建言行為前的心理歷程，進而避免因文化的不同而錯失獲得建言的良機。

With the advent of globalization, the mobility of talent worldwide has become increasingly common, making the management of international talent a significant issue for managers. Therefore, enabling employees to provide suggestions from different perspectives (promotive and prohibitive) can help address potential issues within the organization early, forming a concept known as Upward Management. This study aims to discuss the impact of different cultures on voice behavior, and this research employs the cultural dimensions of "power distance" and "uncertainty avoidance," which are associated with proactive work behavior (PWB). However, previous research has seldom included implicit voice theories (IVTs) and the psychological process of organizational-based self-esteem in the relationship between culture and promotive and prohibitive voice. Thus, this study focuses on (1) Examining the interactive relationship between two cultural dimensions and five cores in implicit voice theories; (2) the impact of five cores in implicit voice theories (presumed target identification, need solid data or solutions, don’t bypass your boss upward, don’t embarrass the boss in public, negative career consequences of voice) on organizational-based self-esteem; (3) the relationship between organizational-based self-esteem and promotive and prohibitive voice. This study surveyed currently employed workers across various industries in eight countries: Taiwan, Japan, South Africa, the United Kingdom, the Netherlands, Austria, France, and Italy, ultimately collecting 255 valid responses. According to the path analysis results, the findings reveal: (1) power distance has a significantly positive relationship with the five implicit voice theories; (2) among the five implicit voice theories, presumed target identification and negative career consequences of voice are significant negative to organizational-based self-esteem, while need solid data is significant positive; however, for two beliefs related to "supervisors," have no significant relationships with organizational-based self-esteem; (3) organizational-based self-esteem shows a significantly positive relationship with both promotive and prohibitive voice; (4) "presumed target identification" among the implicit voice theories mediates the negative relationship between power distance, uncertainty avoidance, and promotive voice. The results of this study can provide multinational managers with insights into the psychological processes employees undergo before engaging in voice behavior, thereby helping them to understand and avoid missing valuable suggestions due to cultural differences.

論文審定書i
摘要ii
Abstractiii
Table Of Contentsiv
List of Figuresvi
List of Tablesvii
1.Introduction1
2.Literature Review & Hypotheses Development5
2.1Voice Behavior5
2.2Cultural Dimensions6
2.3Implicit Voice Theories (IVTs)8
2.4Organizational-Based Self-Esteem12
3Research Methods17
3.1 Participants and procedures17
3.1.1Selection of participants17
3.1.2Rewards and Privacy Policy18
3.1.3CMV Issue and Data Collection Procedure19
3.1.4Description of Participants20
3.2 Measures24
3.2.1 Cultural Dimensions24
3.2.2 Implicit Voice Theory (IVTs)27
3.2.3Organizational-Based Self-Esteem (OBSE)34
3.2.4 Promotive and Prohibitive Voice Behavior35
3.2.5 Control Variables37
3.3Statistical Analysis38
4Results39
4.1Confirmatory Factor Analysis39
4.2Correlation Analysis42
4.3Tests of the Hypotheses45
5Discussion51
5.1Research Conclusion51
5.2Theoretical Implications53
5.3Practical Implications56
5.4Limitations & Future Directions58
5.4.1 Limitations58
5.4.2 Future Directions59
6References61
Appendix65

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