由於現今企業內部經營發展皆以人為本，許多企業紛以開放式溝通環境與管理模式，讓公司的方向與員工的意見得以充分交流。因此，我們可以瞭解，企業非常重視員工建言行為的表現。
　
對於企業來說，組織要能有效運作，除了要求員工能將契約內的工作完成外，員工是否能自動自發地去執行一些非正式且未包含於正式工作中的任務，亦是影響組織績效的另一項因素。然而，員工建言行為屬於非工作契約上的角色外行為之一。

因此，本研究提出團隊成員交換關係、角色定義與員工建言行為等變數，進行深入的探討。並以角色定義作為中介變項，探討團隊成員交換關係是否會透過角色定義引發員工建言行為。

本研究透過紙本及電子問卷的方式，收集351份樣本來進行分析，結果發現團隊成員交換關係與員工建言行為均呈現顯著的正向關係，且角色定義確實在團隊成員交換關係與員工建言行為間扮演著部份中介的角色。最後，本研究利用分析結果，提出管理上的建議，供各界做為參考。

Because of enterprises development within the business nowadays focus on People-oriented, most of them use the ”open” way to manage people and pay attention for employee’s voice, Therefore, we can figure out that voice behavior is great importance.

In order to make the organization well-functioned, the employers should not only request their employees to do the required jobs, but also see whether they do works which are in excess of the formal requirements voluntarily. However, employee voice behavior is one of the extra-role behavior which not indicate in work contract.

Therefore, this research uses “team-member exchange”, “role definition”, and “employee voice” as variables and role definition as mediates to discuss whether team-member exchange will lead to employee voice through role definition.

The present study analyzes 351 samples recruited form paper and Electronic questionnaire. The results show that the team-member exchange and employee voice have significant and positive influences. Moreover, role definition plays a role as mediation between team-member exchange and employee voice. Based on research finding, this investigation provides some managerial suggestions and hopes these suggestions will be useful for the enterprises.

Key words: Team-member exchange, role definition, and employee voice.

一、中文文獻

1. 林佳怡（民93），新進人員與直屬主管及資深同事價值觀契合度對新進人員組織承諾之影響－並檢驗「與主管交換關係」及「與同事交換關係」之干擾效果，國立政治大學企業管理研究所。
2. 林佳潓（民94），知覺組織支持與組織公民行為：角色定義幅度之中介效果，私立中原大學心理學研究所。
3. 林宜蓁（民97），人力資源管理滿意度與員工建言之關聯性研究－心理安全感的中介效果，台灣科技大學企業管理系。
4. 林傳洋（民96），關係認定取向與主管領導行為對建言的影響，高雄醫學大學心理學研究所。　
5. 陳建安（民97），員工工作鑲嵌、組織承諾與失業憂慮對意見表達之影響，國立東華大學企業管理學系。
6. 黃麗穎（民94） ，團隊成員交換關係、信任與知識分享關係之研究，私立中國文化大學國際企業管理研究所。
7. 趙榮村（民95），團隊成員交換關係與社會賦閒之研究-以集體效能為干擾變項，私立中國文化大學國際企業管理研究所。
8. 鄭清揚（民93），組織公平、工作滿意與職場偏差行為關係之研究，中國文化大學國際企業管理研究所。
9. 劉鴻漢（民93），組織公平、團隊成員交換關係與社會賦閒之關聯性研究，私立中國文化大學國際企業管理研究所。
10. 蔡孟真（民92），角色定義幅度與組織公民行為：前置要素之探討，私立中原大學心理學研究所。
11. 盧婉君（民93），組織公民行為的角色定義對其與互動公正間關係之影響探討-以中華電信為例，國立交通大學管理學院碩士在職專班經營管理組。　
12. 藍庭國（民95），團隊多元性、成員交換關係及角色定義幅度對團隊品質之影響，私立靜宜大學管理碩士在職專班。　

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