利個人與利組織建言：同事建言與團體績效的關係

Abstract

組織內的建言作為一個近年來被積極討論的議題，它對組織帶來的影響是顯而易見的。而相對於向主管的建言，團體之內同事之間的建言對績效表現的影響在過去研究中的結論更不一致，因此本研究以賦權的觀點，將建言內容區分為團體成員有權力處理的利個人建言與成員沒有權力處理的利組織建言，嘗試以兩者對團體成員帶來的不同心理自主感受作為影響團體績效的中介變項，並探討建言價值在上述間接關係的調節效果。本研究收集了台灣企業中的76個團體，經過團體層次的階層迴歸分析結果顯示：利組織建言程度越高的團體將擁有較高的心理自主性，且擁有越高的心理自主性之團體則越容易受團體建言價值的高低影響團體績效的表現。而團體利個人建言的程度則對整體效果影響不大。研究結果之意涵、理論貢獻、研究限制、及未來研究方向，將在最後提出討論。

As a topic that has been actively discussed in recent years, employee voice influence on the organization is obvious. From the perspective of empowerment theory, this study try to conceptualize employee voice as two different forms, individual-oriented voice and organization-oriented voice, which the members of the group have the right to deal with and the members have no power to deal with, and trying to propose that two voice impact group performance through the different psychological autonomy felt by the members of the group, and explore the effect of the voice value on the adjustment of the above relationship. This study obtained 76 groups in Taiwan enterprises. The results of hierarchical regression showed that voice value propensity strengthened the mediating effect of group psychological autonomy on the positive relationship between organization-oriented voice and group performance. Furthermore, individual-oriented voice has little effect on the overall effect. The implications of results, theoretical contributions, the implications for practitioners, limitations, and future research directions are discussed at the end.