員工建言行為是員工對於與工作相關的問題提出具有挑戰性及建設性的意見或建議。學者認為建言行為有益於企業創新與發展。數十年來，多數的研究把建言行為視為自發性的組織公民行為，並聚焦在員工建言行為的前因以及對企業創新與經營績效的影響。較少從員工視角，探討員工建言與後果變數的關聯研究。即便有少數對建言行為與後果變數(例如工作績效) 的關係研究則出現不一致的矛盾結果，有待釐清——特別是建言被分為促進和抑制建言。
由於是否提出建言的決定在員工本人，本研究以資源保存理論為基礎，主張建言行為有極大可能是員工為了獲取有價值的資源、達成個人職涯目標的策略手段。建言行為所耗損個人資源可以視為一項投資，為的是預期可以得到更多的資源回報。本研究認為：建言行為未必會造成情緒耗竭，建言行為會提升個人職涯滿意度，主管支持會給員工帶來資源足以調節情緒耗竭與職涯滿意度的關係。
藉由台灣企業員工90份有效線上樣本和162份紙質問卷有效樣本。 經t檢定顯示二種來源數據無顯著差異，故合併252個有效樣本進行分析。採用SPSS進行數據描述性統計、相關分析、回歸分析、中介效應驗證。Hayer 的 PROCESS 模型 14 用於驗證調節中介效應。結果顯示：不論是促進或抑制建言都不會加重情緒耗竭。不同形式的建言行為對職涯滿意度的影響也都得到顯著正向的結果。情緒耗竭在建言與職涯滿意度之間關係具中介作用，但知覺主管支持對情緒耗竭和職涯滿意之間關係的調節式中介效果不顯著。
本研究藉由資源保存理論基礎解答了建言行為與部分後果變數間關係的矛盾現象，以及員工為何甘願承受破壞團結的批評和績效考核不佳風險提出建言的疑惑。

Voice behavior refer to the challenging and constructive opinions or suggestions on work-related issues offered by employees. Scholars agree that voice behavior is beneficial to corporate innovation and development. For decades, most of the studies regard voice behavior as a spontaneous organizational citizenship behavior, and focus on the antecedents of voice behavior and its impact on business innovation and performance. Few studies discussed the relationship between employee voice and outcome variables from a personal perspective. Even a small number of research results on the relationship between voice behavior and outcome variables (such as job performance) are shown inconsistent and contradictory results which need to be clarified—in particular, the voice be divided into promotive and prohibitive.
Since the decision of whether or not to express voice lies with the employee him/herself, this study, based on conservation of resource theory, argues that voice behavior is likely to be a strategic means for employees to obtain valuable resources and achieve personal career goals. The consumption of personal resources by voice behavior, therefore, can be regarded as an investment that is expected to get more resources in return. This study suppose that voice behavior may not cause emotional exhaustion, voice behavior will increase personal career satisfaction, supervisor support will bring resources that mediate the relationship between emotional exhaustion and career satisfaction of voicer.
Based on 90 valid samples of online and 162 valid samples of paper questionnaires from employees of enterprises in Taiwan. The two sources of data were not significantly different by t test, so total 252 valid samples were combined for analysis. SPSS was used to conduct data descriptive statistics, correlation analysis, regression analysis, and mediation effect verification. Hayer's PROCESS model 14 was used to verify the moderated mediation effect. The results showed that neither promotive nor prohibitive voice would increase emotional exhaustion. The impact of the each form of voice behavior on career satisfaction also has significant positive results. Emotional exhaustion has a mediating effect on the relationship between voice and career satisfaction, but the mediating effect of perceived supervisor support on the relationship between emotional exhaustion and career satisfaction is not significant.
This study answers the paradoxical phenomenon of the relationship between voice behavior and some outcome variables, as well as the doubts about why employees are willing to bear the criticism of undermining unity and poor performance evaluation to express voice.

論文審定書 ............. ....... ....... ................................ i
中文摘要 .................... .................... .................... ii Abstract ........ .......... .............. .......................... iii
目 次 ....................... ...................... ................... v
圖 次 ............. ..................... .............................. vii
表 次 .......... ........................................ .............. viii
第一章 緒論 .......... .......................... ...................... 1
第一節 研究背景...... ............................... ................ 1
第二節 研究動機 ........................ ............................. 2
第三節 研究目的 ......................... .............................4
第二章 文獻探討與研究假設 ......... ................. .... ............ 5
第一節 建言行為 .......... ...................... ..................... 7
第二節 建言行為與情緒耗竭............................................ 13
第三節 建言行為與職涯滿意............................................ 17
第四節 情緒耗竭在建言行為和職涯滿意間關係的中介效果.................... 21
第五節 知覺主管支持的調節作用........................................ 22
第三章 研究方法 ...... ........ ........... ............... ........... 24
第一節 研究架構 ........... .................. ...................... 24
第二節 研究對象 ............. ..... ....... .......... ..... ....... 25
第三節 測量工具與驗證性因素分析 .......... .......... ................28
一、建言行為....................................................... 28
二、情緒耗竭.........................................................29
三、職涯滿意度..................................................... 30
四、知覺主管支持...................................................30
七、控制變數........................................................31
第四節 共同方法變異預防與檢測設計 ....................... ........... 32
第五節 資料分析方法 .............. ........ ............. ............32
第四章 資料分析與研究結果 ............. ........... .....................33
第一節 共同方法變異檢測 .......... ........... ..................... 33
第二節 研究變數相關分析.............................................. 34
第三節 研究假設驗證................................................... 36
一、 建言行為對情緒耗竭之影響........................................36
二、 建言行為對職涯滿意度之影響以及情緒耗竭的中介效果................37
三、 知覺主管支持與情緒耗竭在建言行為和職涯滿意度間調節式中介效果……39
第五節 研究結論 ................................... ............... 41
第五章 討論與建議 ...... .................................. ..............42
第一節 討論 .................. ....................... ............... 42
第二節 研究貢獻........................................................44
一、理論貢獻....................................................... 44
二、管理意涵....................................................... 45
第三節 研究限制與後續研究建議 ....... ............................... 46
一、 研究限制 ................................... ................. 46
二、 後續研究建議 ......... ...................... ................. 46
參考文獻 ................................................................ 47
中文部分 ................. ............. ............... ........... 47
英文部分........... ........................ ........................ 47

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