根據過往學者的研究指出，當企業員工面對工作內容型高原時，對於所處工作內容或工作環境會產生負面的觀感，可能引發工作不滿意、職業倦怠，更甚者產生離職意圖或是績效下滑。然而在實務上，發生工作內容型高原時，是否仍有讓員工改變工作態度的可能性，為本文的研究重點。有別於以往的研究以負面觀點探討工作內容型高原，本研究投入員工內心深處的調節焦點為調節變項，探討處於工作內容型高原的員工是否會因為正向的心理素質，進而產生建言行為的正向行動，本研究以問卷發放方式進行調查，以台灣最大物流業公司員工為發送樣本，共回收211份。研究結果發現，工作內容型高原的產生，並不會使員工有建言行為的表現；須透過調節焦點之干擾作用之後，方能使員工提高建言行為的意願

According to the past research, job content plateau will lead to negative reactions on the job content or the job environment when employees face it. And there will be job dissatisfaction, job burnout, turnover intention, or descending in achievements. However, the key point in this research wants to know if employees would change their attitude when they are in job content plateau. Instead of using negative view, there is a positive varible moderator “regulatory focus” in this study to discuss if the psychological quality would have employees bring out voice behavior when they are in job content plateau. This study is expected to let employees help enterprises become more progressive, even if they are in job content plateau. This research is investigated by sending questionnaire to the biggest logistics company in Taiwan in a sample of 211 employees.

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