中文摘要：

探索企业知识员工可雇佣型建言的维度结构，对拓展相关理论和指导管理实践都十分有益。文章采用质性研究方法，通过内容分析和聚类分析的途径，对知识员工可雇佣型建言的维度结构进行了探索性研究，认为其包括基于职业发展的建言、基于知识与技能增长的建言、基于物质获利的建言、基于亲和与支持的建言四个构面，归纳出知识员工可雇佣型建言是知识员工为提升其可雇佣性而主动表达与工作相关的建设性言语行为，并基于由可雇佣型建言动机之程度“强-弱”、个人可雇佣性提升之“充分-必要条件”搭建的二维坐标系，探析了知识员工可雇佣型建言分类模型。最后，提出了干预和管理此建言行为的管理启示及未来的研究方向。

英文摘要：

To explore the construct of enterprise＇s knowledge worker employability voice is good for extending relevant theory and guiding managerial practices. Adopting the qualitative research method, this study explored the construct of knowledge worker employability voice by way of the content analysis and the cluster analysis. The results revealed that ： knowledge worker employabili- ty voice involves the voice based on career development, the voice based on growth in knowledge and skill, the voice based on mate- rial profit, the voice based on affinity and support; and knowledge worker employability voice is an constructive speech behavior re- lated to the work initiatively expressed by knowledge workers in order to improve their employability. Further, based on the two-di- mensional coordinate system constructed by the extent of ＂strong-weak＂ for employability voice＇s motivation and the condition of ＂sufficient-necessary＂ for enhancing individual employability, this study explored the classification model of knowledge worker em- ployability voice. Finally, this study put forward managerial suggestions to intervene and manage this kind of voice behavior, and gave future research direction.