陳怡靜Chen, Yi-Ching周家禾Jhou, Jia-He2019-09-03不公開2019-09-032018http://etds.lib.ntnu.edu.tw/cgi-bin/gs32/gsweb.cgi?o=dstdcdr&s=id=%22G060571046H%22.&%22.id.&http://rportal.lib.ntnu.edu.tw:80/handle/20.500.12235/96447本研究的目的在探討雇主品牌對員工促進性建言及抑制性建言的影響，以及組織認同在其中的中介效果。本研究採用問卷調查法，以企業正職員工為研究對象，回收有效問卷257份。階層迴歸分析結果顯示： (1)雇主品牌對組織認同具有正向關聯；(2)組織認同對促進性建言具有正向關聯；(3)組織認同對抑制性建言之間具有正向關聯；(4)雇主品牌對促進性建言之間具有正向關聯；(5)組織認同在雇主品牌對促進性建言之間具有中介的效果。本研究透過分析結果，提出討論、管理意涵及建議提供未來研究者及相關研究作參考。The purpose of this study was to identify the effects of employer brand on employee promotive voice behavior and prohibitive voice behavior ,and used organizational identification as a mediator. In this study, used questionnaire survey and received 257 effective response. The analytical method uses hierarchical regression analysis to verify the hypothesis. The results show that :(1)employer brand has a positive association with organizational identification.(2)organizational identification has a positive association with promotive voice. (3)organizational identification has a positive association with prohibitive voice. (4) employer brand has a positive association with promotive voice. (5) organizational identification ismediating effect between employer brand and promotive voice.Based on the results of this study, analysis and discussion, hope that can put forward practical implications and suggestions.雇主品牌建言行為促進性建言抑制性建言組織認同Employer BrandVoice BehaviorPromotive VoiceProhibitive VoiceOrganizational Identification