在人力資源管理的相關組織行為研究中，研究多將校長與學校教師間的關係視為主管-部屬交換關係(Leader-member exchange, LMX)，但卻較少探討組織中的建言行為。因此，本研究目的在探討學校組織的主管(校長)-部屬(教師)交換關係對於建言行為的影響，並加入權力距離及內外團體為調節變項，檢視調節變項是否會對主管-部屬交換關係與建言行為的效果有調節作用。研究設計採分層抽樣，以問卷調查的方式對高雄市34所市立國中教師進行資料搜集，調查其對於主管與部屬的交換關係、建言行為、權力距離的感受，回收之有效問卷為324份。研究發現為：(1) 校長與教師間，主管-部屬交換關係品質與教師建言行為正相關；(2) 教師處於內/外團體的區別對主管-部屬交換關係與建言行為產生調節效果，處於內團體會增強建言行為的發生，處於外團體會減低建言行為的發生；(3)權力距離對主管-部屬交換關係與建言行為的調節效果不顯著。研究者期望，所得之結論能對於學校組織革新與校長領導等課題有相當的助益。

In the field of Human Resources Management, studies which compare the relation between school teachers and their managers, e.g. principles, as the relation in Leader-member exchange (LMX) are not few; while they seldom focus on teachers’
voice behavior. Therefore, this research paper is an attempt to examine the impact of LMX to teachers’ voice behaviors, with the moderators—power distance and the distinction of in/out group. Using the questionnaire constructed by three dimensions, LMX quality, attitude to voice behavior, and recognition of power distance, the data are collected from the 324 in-service middle school teachers in Kaohsiung area, Taiwan. The results are as followings: (1) LMX are positively correlated with teachers’ voice behavior;
(2) In the relation of LMX and voice behavior, teachers’ position in in will encourage teachers’ voice behavior, but in the out-group will discourage teachers’ voice behavior; (3)
However power distance is not a significant moderator on this relation. Researcher believes that the result can be useful in the field of principle’s leading strategies, organization innovation in schools, and human resource management.

摘要 ................................................................. ii
Abstract .............................................................. iii
第一章 緒論 ..................................................... 1
第二章 文獻探討 ................................................. 5
第一節 主管-部屬交換關係理論 ................................................................................ 5
第二節 建言行為 ............................................................................................................... 7
第三節 領導者-部屬交換關係與建言行為 ............................................................. 9
第四節 權力距離的調節效果 .................................................................................... 10
第五節 內外團體的調節效果 .................................................................................... 12
第三章 研究設計與實施 .......................................... 15
第一節 研究架構 ............................................................................................................ 15
第二節 研究假設 ............................................................................................................ 16
第三節 研究對象 ............................................................................................................ 16
第四節 研究工具 ............................................................................................................ 19
第五節 資料分析 ............................................................................................................ 20
第六節 預試結果 ............................................................................................................ 21
第四章 研究結果 ................................................ 24
第一節 相關分析 ............................................................................................................ 24
第二節 階層迴歸 ............................................................................................................ 25
第五章 討論與建議 .............................................. 29
第一節 研究結果討論 .................................................................................................. 29
第二節 建議及研究限制 ............................................................................................. 32
第三節 結論 ..................................................................................................................... 33
參考文獻 ............................................................ 34
附錄一 受訪者同意書與問卷 ........................................... 40

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