過去研究指出建言行為對組織有所助益，建言早被確認為高品質決策關鍵驅動力和組織效率，而員工建言會影響決策質量、團隊的績效和組織績效。然而，當員工提出工作上建言時，是否會造成主管或同事的負面評價，過去研究中也較少探討。本研究依據Morrison(2011)、Burris(2012)架構，探討不同類型的員工建言行為會不會影響主管績效評價及同事關係；進一步以個人與主管適配、自我監控探討為干擾變數，探討在什麼狀況下，建言行為更會、或更不會影響主管績效評價或同事關係。
本研究以兩個時間點的方式蒐集資料，廣泛地收集各產業、職業的員工做為研究對象，共獲得242份有效的主管部屬配對問卷，並以階層迴歸分析進行假設檢定。研究結果顯示：1.支持型建言對同事關係呈正向關係，而支持型建言對主管評價呈正向關係及挑戰型對主管績效評價、同事關係呈負向關係皆不如預期；2.當主管適配高時，會強化支持型建言行為對主管績效評價的正向關係、且會使挑戰性建言行為與主管績效評價的關係轉為負向；3當自我監控高時，會強化支持型建言行為對同事關係的正向關係、且會使挑戰性建言行為與同事關係轉為負向。依據研究結果，提出管理意涵：1.營造企業整體對建言接納的共識，建立建言制度、方法、管道；2.員工績效評估建立多元收集管道：3.提升個人與主管適配及自我監控之能力，讓建言更有效果。

Previous studies have shown that employee voice behaviors benefit organizational functions. Research on voice has shown positive effects of employee voice on decision quality, team performance and organizational performance. However, it is unclear whether employee voice leads to detrimental effects on interpersonal relationships. Based on Morrison’s (2011) voice model and Burris’ (2012) conceptualization of supportive/challenging voice, the present study explores the effects of supportive/challenging voice on supervisor performance appraisals and coworker relationships. In addition, we also explored whether employee person-supervisor fit (P-S fit) and self-monitoring moderate the interpersonal effects of voice.
To test our hypotheses, data was collected from 242 supervisor-employee pairs at different time periods. The results of hierarchical regression analyses showed that: (1) supportive voice is positively related to co-workers relationships; (2) when employee P-S fit is high, the relationship between supportive voice and supervisor performance appraisal becomes positive, whereas the relationship between challenging voice and supervisor performance appraisal becomes negative; (3) when employee self-monitoring is high, the relationship between supportive voice and coworker relationship becomes positive, whereas the relationship between challenging voice and coworker relationship becomes negative. Theoretical and practical implications are further discussed.

國立中山大學研究生論文審定書 i
誌謝 ii
中文摘要 iii
Abstract iv
目 錄 v
第一章 緒論 1
第二章 文獻探討 5
第一節 不同類型建言行為對人際評價的影響 5
第二節 支持型建言行為對主管績效評價及同事關係影響 7
第三節 挑戰型建言行為對主管績效評價及同事關係影響 9
第四節 個人主管適配對支持型、挑戰型建言與主管評價干擾效果 11
第五節 自我監控對支持型、挑戰型建言與同事關係干擾效果 13
第三章 研究方法 15
第一節 研究架構與假設 15
第二節 研究樣本 16
第三節 施測程序 17
第四節 研究工具 18
第五節 資料分析方法 20
第四章 研究結果 21
第五章 討論與建議 27
第一節 研究主要發現與討論 27
第二節 管理實務意涵 30
第三節 研究限制與未來研究建議 32
參考文獻 33
附錄一：員工問卷 41
附錄二：主管問卷 46

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