中文摘要：

以来自7家企业288份主管-下属有效配对数据为样本,运用多元回归的方法,从资源保存理论视角探讨了内部人身份感知对员工建言行为的影响机制,以及承诺型人力资源管理实践对工作嵌入与员工建言行为的调节作用.研究结果发现,内部人身份感知对员工建言行为有显著正向影响;工作嵌入在内部人身份感知与员工建言行为的关系中起部分中介作用;承诺型人力资源管理实践调节工作嵌入对员工建言行为的作用.研究结果丰富和拓展了内部人身份感知和工作嵌入理论,为管理者激励员工建言献策提供了有意义的指导与借鉴.

英文摘要：

From the perspective of conservation of resource theory, this study examines the rela tionship between perceived insider status and employee voice behavior as well as the mediating effect of job emheddedness and the moderating effect of commitment-based human resource management practices （CBHRMPs） with data from a sample of 288 subordinate-supervisor dyads collecting from 7 enterprises by multiple regression analysis. The results show that perceived insider status has a signif- icant positive effect on employee voice behavior, job embeddedness functions as a partial mediator be- tween perceived insider status and employee voice behavior, and CBHRMPs moderate the relationship between job embeddedness and employee voice behavior. The research enriches the theories of perceived insider status and job embeddedness and provides useful practical implications for enterprises to encourage employee voice behavior.