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題名：員工建言行為：回顧與未來
書刊名：人力資源管理學報
作者：林守紀／周麗芳／任金剛 引用關係／曾春榮
作者(外文)：Lin, Shou-chi／Chou, Li-fang／Jen, Chin-kang／Tseng, Chun-jung
出版日期：2017
卷期：17:1
頁次：頁1-33
主題關鍵詞：員工建言行為；建言行為的中介與調節因素；多層次員工建言模式；本位取向；華人建言行為；Employee voice behavior；Mediating and moderating factors of voice behavior；Multiple level model of employee voice；Emic approach；Chinese voice behavior
原始連結：連回原系統網址new window
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  • 被引用次數被引用次數:期刊(4) 博士論文(0) 專書(0) 專書論文(0)
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工的建言行為不僅能幫助組織發現內部潛藏的問題，更提供了多樣化、具創意的觀點，有助於組織因應日愈複雜的競爭環境。相較於建言行為受到西方組織管理學者與實務者的重視，台灣有關員工建言行為研究相對還在起步階段，為數不多的建言行為研究亦多複製西方研究或追隨西方觀點。因此，本文針對西方與台灣建言行為研究進行文獻回顧與整理，首先，釐清建言行為的概念內涵、特性及測量；其次，從多層次的角度，整理西方研究中有關建言行為之前因與結果、中介與調節機制；第三，檢視台灣建言行為研究的現況。在前述的基礎上，進一步提出建言行為研究的未來方向、並提供本位取向之華人建言行為研究的切入點，期盼有助於台灣對建言行為研究的深化與理論建構
Employee voice behavior (EVB) can help organization detecting hidden problems and offer organization various and creative viewpoints to face the environment with growing competitions. Compared to being highly valued with fruitful research findings by Western organizational behavior researchers and practitioners, the studies on EVB are relatively scarce in Taiwan and most of them just replicated researches or followed perspectives from Western studies. Therefore, this article aims to conduct literature review of EVB studies for both in Western and Taiwan to, firstly, clarify the concept, characteristics, and measurement of EVB; secondly, analyze the EVB-related antecedent and consequent factors, mediation and moderation mechanisms, from Western studies; thirdly, examine current status of EVB studies in Taiwan. Then, based on the results stated above, the future research directions on EVB are further discussed with emic approach on Chinese voice behavior to facilitate deepening development of EVB studies and theory building in Taiwan
期刊論文
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108.Weiss, Howard M.、Cropanzano, Russell(1996)。Affective events theory: A theoretical discussion of the structure, causes, and consequences of affective experiences at work。Research in Organizational Behavior，18，1-74。  new window
109.林鉦棽、彭台光(20061200)。多層次管理研究：分析層次的概念、理論和方法。管理學報，23(6)，649-675。new window  延伸查詢new window
會議論文
1.Lebel, R. D.、Wheeler-Smith, S.、Morrison, E. W.(2011)。Employee voice behavior: Development and validation of a new multi-dimensional measure。The Annual Meeting of the Academy of Management。San Antonio。  new window
學位論文
1.林純瑜(2010)。工作不滿意度與員工建言行為之關連性研究--自我效能與犬儒主義的調節效果(碩士論文)。國立臺灣科技大學。  延伸查詢new window
2.吳蕙萍(2010)。員工沉默行為之信任前因探討：部屬與主管二元信任之中介效果(碩士論文)。東吳大學。  延伸查詢new window
3.田宜平(2015)。主管負向情緒表達與員工建言行為的關係：員工情緒智商的干擾效果(碩士論文)。國立中山大學。  延伸查詢new window
4.李佑強(2016)。領導型態、領導者與部屬交換關係對建言行為之研究--以部屬情緒智力為調節變項(碩士論文)。銘傳大學。  延伸查詢new window
5.李學佳(2016)。員工為何建言？探討員工利社會動機與印象管理動機對建言行為的影響：求成型焦點、情感性組織承諾與公民行為壓力的干擾效果(碩士論文)。國立中山大學。  延伸查詢new window
6.林傳洋(2008)。關係認定取向與主管領導行為對建言的影響(碩士論文)。高雄醫學大學。  延伸查詢new window
7.紀漢民(2009)。諫法研究--以《左傳》、《史記》為範疇(碩士論文)。國立屏東教育大學。  延伸查詢new window
8.林靜祥(2012)。內外控性格在辱罵管理與工作行為的調節分析(碩士論文)。國立屏東科技大學。  延伸查詢new window
9.許惠珊(2012)。倫理領導與員工建言行為之關連性研究--感受當責與信任主管之中介效果(碩士論文)。國立臺灣科技大學。  延伸查詢new window
10.莊佩茹(2009)。員工個人屬性與沉默行為之影響：威權領導的調節作用(碩士論文)。元智大學。  延伸查詢new window
11.梁欣光(2012)。誠正領導的前因、調節、過程及後果變數之跨層次研究(博士論文)。國立臺灣大學。new window  延伸查詢new window
12.胡儷偉(2011)。真誠領導對員工意見表達之影響--內在動機、個人正向心情與情感承諾之中介效果驗證(碩士論文)。國立東華大學。  延伸查詢new window
13.黃佩琪(2013)。在家族企業中仁慈領導與非家族員工發言行為之關係探討--一個中介調節模型(博士論文)。國立中山大學。new window  延伸查詢new window
14.陳思蕙(2011)。主管關係品質與員工建言行為關係之研究(碩士論文)。國立彰化師範大學。  延伸查詢new window
15.陳建安(2009)。員工工作鑲嵌、組織承諾與失業憂慮對意見表達之影響(碩士論文)。國立東華大學。  延伸查詢new window
16.楊琇惠(2012)。員工建言行為之前因及干擾變數之研究(碩士論文)。銘傳大學。  延伸查詢new window
17.廖子豪(2010)。工作不滿意與員工建言行為之關聯性研究--職涯主義與組織政治知覺的調節效果(碩士論文)。國立臺灣科技大學。  延伸查詢new window
18.蔡忠祥(2011)。社會認同、認知的公平性對建言行為的影響：權力距離的調節作用(碩士論文)。靜宜大學。  延伸查詢new window
19.謝欣螢(2005)。我國公務機關員工組織分裂認同之研究(碩士論文)。國立臺灣科技大學。  延伸查詢new window
20.Nguyen, T. T.(2012)。The role of procedural justice and psychological empowerment in mediating the effect of servant leadership on employee voice behavior(碩士論文)。Southern Taiwan University of Science and Technology，Tainan。  new window
圖書
1.Costa, Paul T. Jr.、McCrae, Robert R.(1985)。The NEO Personality Inventory: Manual Form S and Form R。Psychological Assessment Resources。  new window
2.Myers, I. B.、McCaulley, M. H.(1985)。Manual: a guide to the development and use of the Myers-Briggs Type Indicator。Palo Alto, CA：Consulting Psychologists Press。  new window
3.Greenberg, J.、Edwards, M. S.(2009)。Voice and silence in organizations。Bingley：Emerald Group Publishing。  new window
4.Millward, N.、Bryson, A.、Forth, J.(2000)。All change at work: British employment relations 1980-1998 as portrayed by the workplace industrial relations survey series。London：Routledge。  new window
5.Hirschman, Albert O.(1970)。Exit, Voice, and Loyalty: Responses to Decline in Firms, Organizations, and States。Harvard University Press。  new window
6.Triandis, H. C.(1995)。Individualism & collectivism。Boulder, Colorado：Westview Press。  new window
圖書論文
1.黃光國(2005)。華人社會中的臉面觀。華人本土心理學　。臺北：遠流。new window  延伸查詢new window
2.Ashford, S. J.、Sutcliffe, K. M.、Christianson, M. K.(2009)。Leadership, voice, and silence。Voice and silence in organizations。Bingley：Emerald Group。  new window
3.鄭伯壎、姜定宇(2005)。華人企業組織中的忠誠。華人本土心理學。台北：遠流。new window  延伸查詢new window
4.Brinsfield, Chad T.、Edwards, Marissa S.、Greenberg, Jerald(2009)。Voice and silence in organizations: Historical review and current conceptualizations。Voice and silence in organizations。Emerald Group Publishing Limited。  new window
5.Lun, V. M.-C.(2012)。Harmonizing conflicting views about harmony in Chinese culture。Handbook of Chinese organizational behavior: Integrating theory, research and practice。Northampton, MA：Edward Elgar。  new window
6.Petty, R. E.、Cacioppo, J. T.(1986)。The elaboration likelihood model of persuasion。Communication and persuasion。Springer。  new window
7.楊國樞(20050000)。華人社會取向的理論分析。華人本土心理學。臺北市：遠流。new window  延伸查詢new window
 
 
 
 
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