在全球競爭激烈、技術日新月異的進步與商業經濟變遷快速的環境之下，企業必須保持靈活性與適應能力，才能在這快速變化且複雜的經營環境中，維持競爭優勢，並且持續創新。因此，企業裡最了解市場變化與顧客需求的員工，其意見與想法就顯得相當重要，越來越多的企業開始重視員工自發性提出建設性的意見以期望能幫助企業及時糾正問題，進而提升組織績效，讓組織得以活化並永續經營。然而，在現實的組織環境中，有些員工為達到個人自身利益的增強或滿足，常以略施小惠的行為來增進人際關係，逢迎、認同意見來討好主管，其建言行為的表現是挑選對自己有利（報喜）的話來說，避免提出對自己不利（不報憂）的發言，因此，在積極坦然誠實說出建設性言論或永遠保持沉默的建言類型中，尚存在著員工為確保自身利益、增加良好人際關係與討好主管的『報喜不報憂的建言行為』，這是過去文獻中較少探討過的。

透過本研究整理的文獻發現，職涯主義與薪資制度，皆是引發報喜不報憂建言行為發生的關鍵因素，但過去探討建言行為的相關研究，並未發現學者曾探討以職涯主義為自變項並且以薪資制度為調節變項之研究；故本研究以報喜不報憂建言行為為核心變項，基於印象管理理論與激勵理論構建了本研究框架。

本研究以問卷調查方式進行，研究對象為在職的工作者，共回收153份有效問卷，透過階層迴歸分析後，得到以下結論：
1.職涯主義與報喜不報憂建言行為有顯著正面關係。
2.薪資制度不會調節職涯主義與報喜不報憂建言行為之間的關係

Under the fierce global competition, rapid technical progress and the fast commercial economic changes, in order to maintain a competitive edge in this rapidly changing and complex business environment, companies must maintain flexibility and adaptability. Therefore, more and more enterprises begin to pay attention to employee spontaneous constructive suggestions to look forward to help correct the problem in a timely manner, thereby enhancing organizational performance, allowing organizations to activate and sustainable management. However, in the real environment, in order to improve their interpersonal relations and enhance their own personal interests, some employees will be an ingratiator. The performance of its voice behavior is selected good news, then refrain bad news. Therefore , in the type of frankly honest and say constructive remarks or forever remain silent suggestions. There are staff to ensure their own interests, staff will perform“ voice behavior about nothing but good news “, which is less explored in the past literature.

From the literature of the present study, we found that the careerism and the salary system of the employees are the key factors that lead to the occurrence of voice behavior about nothing but good news. In the past, there is no scholar has explored the careerism as the independent variable and salary system as moderator variable on the study. Therefore, the core variable of this study is voice behavior about nothing but good news, and based on role theory, extra-role theory has built the framework.

In a sample of 153 employees, as hypothesized, I found that:
(1)careerism will have positive relationship with voice behavior about nothing but good news.
(2)salary system does not have stronger, positive relationship with voice behavior about nothing but good news

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