臺灣博碩士論文加值系統

當前的企業經營環境與商業競爭日趨激烈，為了因應變革快速的商業環境與企業發展所需，許多企業仰賴員工所提出之建議來改善組織現況，因此凸顯了員工聲音的重要性。目前學界對於員工建言行為的研究已有很多成果，但是大多數的研究著重在探討關於員工建言行為的結果與後續所需承擔的風險，卻鮮少有討論關於員工建言行為影響因子的研究。有鑑於此，本研究將探討挑戰型-阻礙型壓力源框架檢驗兩種不同類型的壓力源對於員工建言行為間的關聯性。本研究採用線上電子問卷方式施測，實施三階段問卷。調查對象為台灣地區的全職工作者，第一階段共計回收325份有效問卷，第二階段共計回收191份有效問卷，第三階段共計回收123份有效問卷（回收率為37.84%）。研究結果顯示，當員工面對較多的挑戰型壓力源時，所展現的建言行為也隨之增加，兩者呈現正向關係；挑戰型壓力源對於促進焦點具有正面的影響力；而促進焦點能中介挑戰型壓力源與員工建言行為間的關係。

At present, the business environment and commercial competition are becoming more competition. To face the rapidly changing business environment and reach the enterprise development needs, many organizations relied on the suggestions from employees to improve the weakness of their organization and develop new organizational strategies, as such organizations become valuing employee voice. Accumulated research investigate the employee voice behavior, however, most of the researches focus on the consequences of employee voice behavior and the subsequent risks, it is relatively rare to investigate the antecedent of employee voice behavior. In the light of this, this study examines the effects of challenge- hindrance stressors on employee voice behavior. The current study applied three- time points to collect data on full-time employees from various industries and occupations in Taiwan through online questionnaires. There are 325 valid questionnaires in Time 1, 191 valid questionnaires in Time 2, 123 valid responses in Time 3 （the return rate =37.84%）. The result showed that challenge stressors were positively related to the voice behavior and the regulatory of promotion focus, and promotion focus mediated the relation between challenge stressors and the employee voice behavior.

摘要.............................................i
誌謝...........................................iii
目錄............................................iv
圖目錄..........................................vi
第一章 緒論......................................1
第一節 研究背景與動機.............................1
第二章 文獻探討...................................4
第一節 建言行為（Voice Behavior）.................4
第二節 壓力源（Stressors）........................6
第三節 調節焦點的中介角色.........................11
第三章 研究方法..................................14
第一節 研究樣本與程序.............................14
第二節 測量工具...................................14
第四章 研究結果...................................17
第一節 各變數間敘述統計與相關係數...................17
第二節 驗證性因素分析..............................17
第五章 結論與建議..................................19
第一節 研究結論....................................19
第二節 管理意涵....................................20
第三節 研究限制與未來發展...........................20
參考文獻...........................................22
附錄一 敘述性統計及相關係數..........................28
附錄二 驗證性因素模型比較............................29
附錄三 階層迴歸分析..................................30
附錄四 問卷變項-Time 1...............................31
附錄五 問卷變項-Time 2...............................32
附錄六 問卷變項-Time 3...............................33
附錄七 第一階段職場工作者問卷..........................34
附錄八 第二階段職場工作者問卷..........................40
附錄九 第三階段職場工作者問卷..........................46

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