員工建言行為的前因、後果與潛在中介與干擾變數：統合分析法之探討

Antecedents, consequences, and potential mediation, and moderators of employees' voice behavior: A meta-analytic investigation

博松雲 ； 李相宜 ； 黃良志 ； 黃英忠 ； 許建彬

《勞資關係論叢》 23卷1期 (2021/06) Pp. 34-59

摘要

研究問題與目的：建言是組織或企業中最有價值的行為，而針對建言行為的影響變數來說，除了前因、後果，還包括潛在變數。單一研究可能因為誤差造成結果不顯著，統合分析則可避免。研究方法：本研究透過統合分析，整理員工建言行為的前因、後果和潛在變數。共收集臺灣與大陸245篇研究，刪除無數據，僅獲得142篇。研究發現：影響員工建言行為可以區分為組織和個人層次。而影響建言行為的中介效果的變數計有：組織信任、組織支援、心理安全、LMX、自我效能等因素；調節變數則包括，權力距離、心理安全、交易型領導、參與式領導及人格特質。因此，建議組織透過改善組織度制度面與管理面的作為，提供員工一個友善的環境，促進員工建言行為並提高工作績效，進而提升組織效能。

關鍵字

統合分析 ； 建言行為 ； 潛在變數

並列摘要

The employees' voice behavior is the most valuable behavior in an organization or enterprise. The influence of the employees' voice behavior is gradually taken seriously. In terms of the influence variables of the employees' voice behavior, except the influence model of the antecedents and consequences, it may also include the influence of the latent variables. The results of a single study may lead to mistaken conclusions due to factors that produce sampling error, measurement error, and other tools. Corrections using meta-analysis can avoid mistaking conclusions. Our study mainly uses the meta-analysis method to list systematically the causes, consequences and latent mediating and moderating variables of employees' voice behavior. We collected 245 studies in Taiwan and China. In deleted the non-data paper, we selected 141 papers to analyze. The results found that the impact of employee voice behavior can be divided into organizational level (to distinguish between system and the management) and individual level (to distinguish individual consciousness, personal identity and personal feelings, experiences). Therefore, the proposed organization by improving the system of the organization and management, as to provide employees a friendly environment, promote employee voice behavior and improve performance, thereby enhancing organizational effectiveness.

並列關鍵字

Meta-Analysis ； voice behavior ； latent variable