中文摘要：

企业的自主创新离不开员工的自发性和创造性,员工建言行为研究因此愈加受到重视。本研究拟探索中国背景下企业员工建言行为的结构（研究一）,并检验中国人的典型思维特征-中庸思维与中国背景建言行为的关系（研究二）。研究一通过对长三角地区30名企业员工的访谈提取建言行为关键事件,编制初始问卷,再通过对159名被试的探索性因素分析,抽取出顾全大局式和自我冒进式两个建言行为维度;另一批159名被试的验证性因素分析结果进一步证实了该结构。研究二以278份配对员工为样本,层次回归分析结果表明,中庸思维与顾全大局式建言存在正相关,与自我冒进式建言存在负相关,且授权对中庸思维与两类建言行为之间关系存在着调节作用。

英文摘要：

The firm＇s innovation depends on employees’ initiative and creativity. As so, the study of employee voice behavior becomes increasingly important recently. Employee voice behavior is a kind of constructive, change-oriented communicating behavior which intends to improve the workground. Compared with the prevalence, the Chinese indigenous study of voice behavior is much scarcer. The fill in this gap, this research tries to explore the indigenous contruct of Chinese employee voice behavior. In addition, the relationship of the thinking style of Chinese people, i.e., Zhongyong and employee voice behavior is attempted to test to prove the discriminate validity of the contruct of Chinese employee voice behavior. The research was consisted of two sub-studies which sampled from private firms employees and joint ventures employees in Yangtze Delta Area. Study 1 was conducted to explore the Chinese indigenous construct of voice behavior. Firstly, 30 random samples of employees were interviewed to collect critical incidents of voice behaviors. And then the questionnaire items were made up of based on the incidents. Secondly, exploratory factor analysis （EFA） was conducted with 159 samples. And two factors were extracted which the authors named it overall-oriented voice and self-centered voice respectively. The results of confirmatory factor analysis （CFA） with another 159 samples further supported the two-factor construct. The relationship of Zhongyong thinking style and employee voice behavior, and the moderating effect of empowerment between this relation, were tested in study 2 which was based on 278 employee-colleague matched samples. Hierachical regression analysis showed that, Zhongyong was unrelated to holistic voice behavior, but it was positively related to overall-oriented voice, and negatively related to self-centered voice. These results offered a good discriminate validity of the two-dimension contruct of Chinese employee voice behavior. Moreover, employees＇ perception of empowerment moderated th