2019-08-012024-05-18https://scholars.lib.ntu.edu.tw/handle/123456789/705103摘要：過去建言研究常把焦點放在尋找影響員工建言的前因，但較少留意主管對員工建言的反應。此外，過去建言研究通常僅衡量建言行為的表現程度或行為頻率，但極少衡量建言的品質。因此，瞭解主管對員工建言之回應策略與建立衡量建言品質的量表，應是現階段建言研究領域中的兩項重要課題。依據資源保存理論的觀點，本研究認為，高品質的員工建言可幫主管保存資源或帶來資源，但品質不佳的員工建言卻會消耗主管的個人資源。此外，依據工作要求—資源模型的觀點，本研究認為處理員工建言對主管而言是一種工作要求。高品質的員工建言可成為主管的挑戰型工作要求，但品質不佳的建言卻會成為主管的阻礙型工作要求。本研究基於資源保存理論與工作要求—資源模型的觀點建立理論架構，以解釋員工建言品質、主管調節焦點、主管知覺組織特性對主管回應策略的影響。此外，本研究也探討主管在團隊層次與個人層次之回應策略對員工後續建言行為的影響。本計畫以三年來達成多項研究目的。第一年本研究將以質性研究法，找出主管回應策略的類型以及員工建言品質的內涵。第二年與第三年將以量化研究方法，發展主管回應策略量表與員工建言品質量表，並蒐集多階段資料對所提之理論架構進行實證。<br> Abstract: Previous voice research often focused on identifying the antecedents of employee voice, but seldom paid attention to managerial responses to employee voice. Furthermore, previous voice research usually measured employees` voice performance level or behavioral frequency, but seldom measured employees` voice quality. Therefore, understanding managerial responses to employee voice and developing a measure to assess employee voice quality should be two important tasks in the current voice research area. On the basis of conservation of resources (COR) theory, this study proposes that high-quality employee voice can help managers conserve resources or bring resources, but low-quality employee voice would consume managers` personal resources. On the basis of job demands-resources (JD-R) model, this study proposes that addressing employees` voice is a kind of job demand for managers. High-quality employee voice would become managers` challenging job demand, but low-quality employee voice would become managers` hindrance job demand. Drawing on the perspectives of COR theory and JD-R model, this study develops a theoretical model to explain the influences of employee voice quality, managers` regulatory foci, and managers` perceived organizational characteristics on managerial responses to employee voice. This study also investigates the influences of group-level and individual-level managerial responses to employee voice on employees` subsequent voice behaviors. The whole research project aims at achieving several objectives within 3 years. In the first year, this study will adopt a qualitative method to find out the managerial response strategies to employee voice. In the second and third years, this study will use quantitative methods to develop measures for managerial response strategies and employee voice quality, and collect multi-stage data to examine the proposed theoretical model.主管回應建言行為資源保存理論工作要求—資源模型managerial responsevoice behaviorconservation of resources theoryjob demands-resources model