過往學者認為職涯停滯可能會是讓員工重新思考職涯之機會，本研究採用社會交換理論的觀點，探討工作內容停滯和建言行為的關係，並檢視工作敬業之中介效果及主動性人格之調節效果。本研究蒐集三個時間點，共619份有效樣本，透過路徑分析檢驗中介效果與調節式中介效果並進行假設驗證。本次研究結果發現：(1) 工作內容停滯與工作敬業間具有顯著負相關。(2) 工作敬業與建言行為間具有顯著正相關。(3) 工作敬業會中介工作內容停滯與建言行為間的關係。(4) 主動性人格會調節工作敬業與建言行為間的關係，當主動性人格越高時會弱化前述之關係。(5) 最後，在主動性人格高時，工作內容停滯透過工作敬業對於建言行為間的負向間接影響會減弱，顯示具有調節式中介效果。本研究將根據上述分析結果進行討論並提出實務管理及未來研究之建議。

Previous scholars have suggested that career plateau may offer employees an opportunity to rethink their careers. This study adopts the perspective of social exchange theory to explore the relationship between job content plateau and voice behavior, and examines the mediating effect of work engagement and the moderating effect of proactive personality. The study collected a total of 619 valid samples across three time points. Path analysis was used to test the mediating effect and moderated mediation effect, and to verify the hypotheses. The results of this study found that: (1) There is a significant negative correlation between job content plateau and work engagement. (2) There is a significant positive correlation between work engagement and voice behavior. (3) Work engagement mediates the relationship between job content plateau and voice behavior. (4) Proactive personality moderates the relationship between work engagement and voice behavior, weakening the relationship when proactive personality is high. (5) Finally, when proactive personality is high, the negative indirect effect of job content plateau on voice behavior and through work engagement is weakened, indicating a moderated mediation effect. Based on the above analysis results, this study will discuss and propose practical management and future research recommendations.

論文審定書 i
摘要 ii
Abstract iii
目錄 iv
圖次 vi
表次 vii
第一章 緒論 1
第二章 文獻探討 5
第一節、工作內容停滯 5
第二節、工作內容停滯與工作敬業的關係 6
第三節、工作敬業與建言行為的關係 7
第四節、工作內容停滯與建言行為：工作敬業的中介效果 9
第五節、主動性人格的調節效果 10
第三章 研究方法 13
第一節、研究對象與資料收集方式 13
第二節、研究工具 17
1. 工作內容停滯 17
3. 工作敬業 19
4. 促進型建言 21
5. 抑制型建言 22
6. 主動性人格 23
7. 控制變數 24
第三節、資料分析方法 24
1. 敘述性統計分析 24
2. 信度分析 24
3. 驗證性因素分析 25
4. 相關分析 25
5. 路徑分析 25
第四章 研究結果 26
第一節、驗證性因素分析 26
第二節、相關分析 27
第三節、假設檢定 30
第五章 研究結論與建議 36
第一節、研究結論、發現與討論 36
第二節、實務管理意涵 39
第三節、研究限制與未來研究建議 40
參考文獻 42
附錄 52

中文文獻
余明珊 （2022）。工作輪調與員工留任意願之關係：一項調節式中介效果模式之檢測。國立中山大學人力資源管理研究所碩士論文，未出版，高雄。
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