近年來多變性、複雜性、不確定性、模糊性(Volatility, Complexity, Uncertainty, Ambiguity; VUCA)已成為商業世界中的新常態。在此情況下，一個較為成熟的公司會面臨更多挑戰，遑論新創公司甚至難以存活。領導者需要更多來自多方的資訊與意見，以做出利於公司發展最佳的決策。本研究目的在找出新創公司中僕人式領導、心理安全與員工建言行為之關係，並探討部屬喜愛主管是否能增強其關係。
本研究以新創公司的員工為研究對象，主要依據具有信效度之量表，透過發放問卷蒐集資料，並以195份有效問卷進行統計分析。結果顯示當主管展現出更多僕人式領導時，部屬的員工建言行為隨之增加，僕人式領導會透過打造心理安全的環境，進而促使員工建言行為，部屬喜愛主管會增強僕人式領導透過形塑心理安全的環境促使員工建言行為的效果。再者，當僕人式領導、心理安全，與部屬喜愛主管一併被達成時，領導者可以收穫最多建言。
基於分析結果，本研究推薦一些管理工具與技巧給領導者，以便他們在實務上更有機會得到其部屬富建設性的建議。本研究亦建議未來研究可以試著找出僕人式領導可以透過何種助力因素進而促進員工建言行為。另外，本研究建議未來研究更專注於尋找可以使自身較有意願提供建言的部屬特質。

In recent years, VUCA (Volatility, Complexity, Uncertainty, and Ambiguity) has become the new normal in the business world. In this condition, a more established company confronts greater challenges, not to mention new ventures which even have a hard time surviving. Leaders need more information and suggestions from various aspects so as to make the most optimal decisions for the development of their companies. This study aims to find out the relationship among servant leadership, psychological safety, and voice behavior in new ventures, as well as investigate whether liking strengthens the relationship.
This study takes employees of new ventures as research subjects, and collects data by distributing questionnaires with good reliability and validity. Based upon the analysis of 195 valid responses, results showed that as leaders demonstrate more servant leadership, voice behavior increases accordingly; servant leadership would stimulate voice behavior by enabling an environment full of psychological safety, and liking would strengthen the effect of servant leadership on voice behavior through creating the psychologically safe environment. Moreover, if servant leadership, psychological safety, and liking are met simultaneously, leaders will be able to acquire the greatest number of voice.
According to the results, this study recommends managerial tools and techniques for leaders to be more likely to gain more suggestions from their followers in practice. This study also suggests that the future research should try to find out contributing factors through which servant leadership could enhance voice behavior, as opposed to hindering factors that reduce resistance. Besides, this study suggests that future research should pay more attention to looking for traits of followers which would enable themselves to be more willing to provide voice.

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