企業形成競爭優勢的過程中，人力資源是不可忽略的關鍵因素，因此組織透過人資制度的實施，培養與激勵員工，成為組織制度設計中最重要的課題，對組織而言，員工是主要接觸顧客且最了解市場需求的人，因此員工除了透過工作上的努力，對於組織績效改善的建議亦是重要的工作表現。然而，在員工提出建言時，會考慮是否實質的損失或形象的破壞，所以，員工的心理安全感是展現員工建言行為的關鍵因素
。但是回顧過去研究發現，鮮少由人力資源的制度面探討員工的建言行為，故本研究探討人力資源管理(包含薪資、與教育訓練與生涯發展)滿意度、心理安全感以及員工建言的關係。本研究以運輸物流業作為研究對象，共回收644份問卷，透過結構方程模式的統計分析後，得到以下結論：
1.當員工對於薪資與生涯發展滿意度越高，則員工的建言行為也越高。
2.當員工教育訓練與生涯發展滿意度越高，則員工的心理安全感越高。
3.心理安全感與員工建言之間有正向關係。
4.當員工教育訓練滿意度越高，則會透過心理安全感中介效果，增加員工主動提供建言的行為。
5.當員工生涯管理滿意度越高，則會透過心理安全感的提升，促進員工主動提供建言的行為。

Human resources are one of the major factors during organizational competitive advantage process. Through the motivation of human resource policies, employees not only required to contribute fully towards their work, they are also required to contribute to the re-structure process as part of their performance. Therefore, employees will consider the level of damage that will effect their reputation prior to the voicing. Thus, employee psychological safety is the major factor on employee voice. However, on the other hand, past empirical research showed little on the analysis of employee voice based on human resources policy. This research shows the analysis on human resources management (including salary pay, educational training, and career development) and the relationship between satisfaction level, psychological safety, and employee voice.
The empirical research focused on the employees of logistics industry, 644 questionnaires were collected. After Lisrel analysis, the results are as follows:

1.The relationship among pay satisfaction, career development satisfaction is positive to employee voice.
2.The relationship among training satisfaction, career development is positive to psychological safety.
3.The relationship between psychological safety and voice is positive.
4.Psychological safety fully mediates training satisfaction’s influence on voice.
5.Psychological safety partially mediates career satisfaction’s influence on voice.

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