近年來，由於全球化，企業面臨劇烈地環境變動，越來越多組織開始要求員工增加主動行為，並自發性的提出創新意見與想法。若企業能即時掌握人力資源，可以提高用人的準確度，不僅能為企業帶來智慧資本，還能夠為組織績效帶來正向的影響。相關的研究也明確指出，人力資源管理實務對於員工行為相關表現有著重要的影響性。另一方面，高投入人力資源管理實務可能會透過工作鑲嵌之心理狀態的中介效果來影響員工的行為表現，而工作鑲嵌係指個人與組織網絡中人、事、物的連結之程度。因此，本研究欲探討高投入人力資源管理實務、建言行為之關聯性，並探討工作鑲嵌是否對高投入人力資源管理實務與員工建言行為具有中介效果。
本研究共回收了354份有效問卷，各變項經階層迴歸分析之後，結果發現：（1）高投入人力資源管理實務愈明確時，愈有助於員工建言行為的展現。（2）員工的工作鑲嵌程度愈高時，愈有助於員工建言行為的展現。（3）高投入人力資源管理實務愈明確時，員工的工作鑲嵌程度越高。（4）高投入人力資源管理實務會透過工作鑲嵌之中介效果，正向影響員工建言行為。

In recent year, the companies are in rapidly changing environment because of the globalization. More and more organizations ask their employees to enhance active behavior and make constructive suggestions proactively. It brings intelligent capital and positive performance to companies when they take over the human resources and improve the talent use. Recent studies revealed that the human resource management practices can influence employees’ behavior. This study focused on the relationship among the high involvement human resource practices, job embeddedness and voice behaviors. High Involvement Human Resource Practices may influence employee’s behaviors and performances through mediating effects of Psychological states of job embeddedness. Job embeddedness refers to the extent to which individual have links to people and things within the organizational network. Therefore, we discuss if job embeddedness has a mediating effects between the high involvement human resource practices and voice behaviors.
After conducting a survey of 354 valid employee samples, the reasearch results are as following（1）high involvement human resource practices have a positive effect on employee voice behaviors ;（2）high involvement human resource practices have a positive effect on job embeddedness ;（3）job embeddedness have a positive effect on employee voice behaviors;（4）job embeddedness have a mediating variable to the high involvement human resource practices and voice behaviors.

摘要 i
ABSTRACT ii
目錄 iii
圖目錄 iv
表目錄 v
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究流程 5
第二章 文獻探討 6
第一節 高投入人力資源管理實務 6
第二節 工作鑲嵌 13
第三節 建言行為 21
第四節 各變項間關係之推導 31
第三章 研究方法 38
第一節 研究架構與假設 38
第二節 研究變項之定義與衡量構面 40
第三節 資料蒐集與樣本分析 47
第四節 資料分析方法 51
第四章 研究結果 52
第一節 研究變項之相關分析 52
第二節 各研究變項間之迴歸分析 55
第三節 中介效果之檢驗 62
第五章 討論與建議 66
第一節 結果與討論 66
第二節 學術與管理實務意涵 70
第三節 研究限制與後續建議 73
參考文獻 74
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二、 英文資料來源 75

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