過去研究指出個人工作不滿意時，可能出現離開、建言、忠誠以及忽略四種反應，多數實證研究也指出建言行為對組織最具正面意義，建言不僅可以幫助員工脫離不滿意的情況，還可以幫助組織提升組織生產力與效能、適應動態的環境，更可激發員工提出創新的點子，讓組織得以活化並永續經營，故選用建言行為作為本研究的研究重點。

然而在過去工作不滿意與員工建言行為間的研究大多著重在“正面”變項的調節效果，且僅以工作不滿意本身並無法有效的預測員工在何種情境下會出現建言行為，故本研究投入較為“負面”的個人自利動機（職涯主義）以及情境知覺（組織政治知覺）來進行調節效果之探討，期盼經由量化實證研究，驗證職涯主義與組織政治知覺，對員工建言行為存在調節效果的具體科學證據。

本研究以問卷調查方式進行，研究對象為一般在職的工作者，共回收221份有效問卷，透過階層迴歸分析後，得到以下結論：

1.工作不滿意與員工建言行為有顯著正面關係。
2.職涯主義會調節工作不滿意與員工建言行為之間的關係。員工職涯主義越
高，工作不滿意程度與建言行為間的正向關係越強。
3.組織政治知覺會調節工作不滿意與員工建言行為之間的關係。員工組織政治
知覺越高，工作不滿意程度與建言行為間的正向關係越強。

According to the past research, job dissatisfaction may lead to four kinds of reaction, include, exit, voice, loyalty, and neglect. Most research indicated that voice behavior is the most helpful to organization; it can not only reduce the job dissatisfaction situation, but also increase the efficiency and effectiveness of organization, adapting the dynamic environment, and stimulate creativity; because of the importance of voice behavior, this study choose the voice behavior as the main variable.

However, the study of relationship between job dissatisfaction and voice behavior in past are focus on the “positive” variable; but only depend on job dissatisfaction and “positive” variable are hard to forecast what situation can bring out the voice behavior, so this investigation theorized that the “negative” variable as careerism and perceptions of organizational politics each would may interact with job dissatisfaction to result in voice behavior.

In a sample of 221 employees, as hypothesized, I found that:
(1)Job dissatisfaction will have positive relationship with voice behavior.
(2)Job dissatisfaction will have stronger, positive relationship with voice
behavior when careerism is high.
(3)Job dissatisfaction will have stronger, positive relationship with voice
behavior when perceptions of organizational politics are high.

中文部份
林琪盛(民97)，組織公民行為之潛在得失：職涯主義、社會讚許、組織公民行為、
角色負荷與工作壓力間關係之實證，國立東華大學企業管理學系碩士論
文。

林家蓁(民97)，員工工作不滿意與行為反應之關係：組織政治知覺、職涯主義　
　　　及自我效能之調節效果，國立東華大學企業管理學系碩士論文。

孫淑芬(民90)，工作動機對工作滿意、個人績效及組織公民行為的影響－探索
組織文化的干擾效果，國立中央大學人力資源管理研究所碩士論文。

蘇文郁(民94)，人格特質、印象管理與組織公民行為關係之探討，國立中山大
　　　學人力資源管理研究所碩士論文。

許士軍(民66)，工作滿意，個人特徵與組織氣候－文獻探討與實證研究，政治
大學學報，35期。

陳建安(民98)，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碩士論文。

梁祐甄(民97)，組織公民行為與主管－部屬交換關係—印象管理動機的調節角　
　　　色，清雲科技大學經營管理研究所碩士論文。

韓念嘉(民96)，信任、授權與員工工作滿意度之研究，國立中山大學企管管理
學系碩士在職專班碩士論文。

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