中國大陸基層勞工建言與陳述對組織治理之影響

The Discussion on the Factors of the Grassroots Working Population Statement and Governance Mechanism

在當代的企業管理中，員工們被寄予發揮創新潛能，並貢獻於組織發展的期望，因此，研究從中國員工角度出發，基於過去學者對員工建言行為的研究，以員工建言對員工後續影響為切入點，通過問卷調查與訪談調查，探尋員工建言行為的不同結果對員工的影響及其產生的相對剝奪感程度，從而促進企業員工建言，完善企業建言機制，更好地推動企業發展。研究發現：在工作環境中，員工願意提出建言且對建言的結果較為重視，員工建言對個人人際關係影響最大，其次分別為工作態度、工作效率、個人形象、工作薪酬以及時間規劃的影響，員工心理資本在建言結果與剝奪感知間有顯著調節作用。本文從員工視角出發，探討對不同建言結果影響的剝奪感知，對工作環境改善-員工建言體系具有現實意義。

In the contemporary enterprise management, employees are expected to exert their innovation potential and contribute to the development of the organization. Therefore, from the perspective of Chinese employees, based on the past research of scholars on employee's voice behavior, the research starts from the following impact of employee's voice on employees, and explores the impact of different results of employee's voice behavior on employees through questionnaire survey and interview survey The degree of relative deprivation can promote the employees to make suggestions, improve the mechanism of making suggestions, and promote the development of enterprises. The results show that: in the working environment, employees are willing to make suggestions and pay more attention to the results of suggestions. Employees' suggestions have the greatest impact on personal interpersonal relationships, followed by work attitude, work efficiency, personal image, work pay and time planning. Employees' psychological capital has a significant regulatory effect on the results of suggestions and deprivation perception. From the perspective of employees, this paper discusses the perception of deprivation of different results of suggestions, which is of practical significance to the improvement of working environment employee suggestion system.