近年來，由於科技、經濟和商業環境變動快速，組織更常面對高不確定性的環境，這時除了依賴高階主管的決策之外，員工建言也是解決問題的重要方式之一；建言行為意指員工主動提出建議、意見、或想法，以試圖改善組織所面對的問題。根據研究指出，員工所提出的意見，不僅會影響公司的績效表現，有時更可能攸關公司生存；因此，研究建言的預測變數已經成為組織行為領域中熱門的議題。本研究以社會交換理論為立論，探討員工知覺的工作意義對促進性/預防性建言行為的關係。另外，再更進一步探討轉換型領導風格是否干擾工作意義與建言行為之間的關係。
本研究以問卷調查法蒐集來自40家公司，共174位員工的資料。分析結果發現：(1)員工知覺的工作意義與促進性建言行為呈正向關係；(2)員工知覺的工作意義與預防性建言行為呈正向關係；(3)員工知覺的工作意義較低時，高轉換型領導能提升員工的預防性建言行為。依據研究結果所提出的管理意涵為：組織應致力於提升員工對於工作的意義性，進而促進員工的建言行為。此外，主管應依照不同的情境，適時展現領導風格。

In these recent years, business environments have increasingly changed at a rapid rate over the world. When organizations face such a dynamic business environment, solving problems not only depends on top managers’ decisions, but also employees’ voices. A study indicates that sometimes employees’ suggestions, ideas and information about problem in organization may concern with organization’s performance or even its survival. Based on social exchange theory, this study explores how meaningful work exerts influence on promotive and prohibitive voice; moreover, it will test if transformational leadership moderates this relationship.
This study collected data from 40 companies and 174 employees. Results show that perception of meaningful work is positively related to promotive voice and prohibitive voice; as employee’s perception of meaningfulness for work is lower, high transformational leadership does facilitate prohibitive voice behaviors. Practical implications are as follows: organizations should be devoted to enhancing employees’ psychological states of meaningfulness of work. In addition, supervisors should perform specific leadership style under different conditions.

中文摘要 i
Abstract ii
Table of Contents iii
Figure iv
Table v
Introduction 1
Literature Review 3
Voice 3
Meaningful Work 9
Transformational Leadership 14
Relationship Between Meaningful Work and Voice 18
Transformational Leadership as a Moderator 20
Method 22
Result and Discussion 27
Conclusion 34
References 38
Appendix: Supervisor questionnaire 44
Appendix: Employee questionnaire 48

Chinese reference
王誼臻 (2012) 。轉換型領導與部屬工作績效：探討部屬多元適應性特質的干擾效果及部屬多元適配知覺的中介效果 。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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