中文摘要：

员工建言在提高组织运行中扮演重要的角色,由于员工常常担心建言会威胁到组织的现状并使领导感到难堪而不愿发表自己的意见,如何促进员工建言是学者们普遍关注的主题。文章采用12家企业的145名员工和37名直接主管的配对问卷数据,运用多元线性回归方法检验了组织认同对基于组织的自尊的影响,基于组织的自尊在组织认同与建言之间的中介作用,以及工作价值观对基于组织的自尊与建言的调节作用。研究显示：组织认同显著正向影响基于组织的自尊;基于组织的自尊部分中介组织认同对建言的作用;工作价值观各维度中只有内在偏好工作价值观在基于组织的自尊与建言的关系中起正向调节作用。文章对充实组织认同和建言文献有重要的意义,可以为企业激励员工建言提供理论指导。

英文摘要：

Employee voice plays a key role in enhancing organizational functioning,however,employees often feel unsafe to express their opinions being afraid that voicing comments and recommendations for change are risky behavior that may challenge the status quo and embarrass their leader,thus an increasing number of researchers have increasing attention on how to facilitate employee voice behavior. The matching questionnaire data from 145 employees and 37 managers of 12 enterprises are adopted in this paper to test the effect of organizational identification on organization-based self-esteem（ OBSE）,the mediating effect of organizationbased self-esteem on the relationship between organizational identification and voice and the mediating effect of work value on organization-based self-esteem and voice based on Multiple Linear Regression method. The results reveal that organizational identification has positive effect on organization-based self-esteem; for organization-based self-esteem,part of the organizations agree with the effect of organizational identification on voice; among all dimensions of work value,only the intrinsic preference work value has positive mediating effect on the relationship between organization-based self-esteem and voice. The findings of this paper is rather significant in enriching the literature of organizational identification and voice and provides theoretical guidance for enterprises to encourage the employees.