在瞬息萬變的企業，員工除了要求展現份內工作能力以外，更逐漸重視其份外的積極表現和參與。在團隊工作模式下，團隊成員的向上發聲行為除了是主管與成員間溝通的橋樑，更是促進團隊創新與績效的管道。本研究透過探討員工適應型、不適應型完美主義與工作投入，來對主動向上發聲行為造成的影響進行分析。
根據自我決定理論(SDT)，人類的內在動機將會影響外在的自我學習與積極行為的展現。藉由內在動機觀點，我們預期自身的工作投入將會帶來完美主義與向上發聲間的正向仲介效果。此外，更探討適應型與不適應型兩種型態的完美主義，驗證其帶來兩種截然相反的影響。
本研究採問卷研究，研究對象為3至15人的專案團隊，回收並整理樣本後，共獲得157份有效員工問卷。接著以MPlus 7.0統計分析軟體，針對有效樣本進行結構方程模型分析，並獲得顯著的研究結果。本研究探討實務的管理應用、研究限制、未來發展方向與管理階層建議，對完美主義應用於職場提供研究貢獻與組織行為相關的學術結果。期盼透過完美主義的區分與了解，以有效增加團隊成員積極投入與向上發聲的行為表現。

This study tested models of employee’s adaptive perfectionism and maladaptive perfectionism predicting work engagement and upward voice behavior. Based on Self-determination theory (SDT), we investigated work engagement as a mediating role between perfectionism trait to upward voice behavior from an intrinsic motivational perspective. Hypothesis were conducted with the structural equation model (SEM) using MPlus 7.0. Data were collected from Taiwanese 157 project team-based members, including diverse industry categories such as high-tech, semiconductor, finance, and chemical. From the results, adaptive perfectionism shows a significantly positive relationship with work engagement, in contrast with maladaptive perfectionism. Besides, work engagement was proved to have a positive influence on upward voice behavior as well as has a significant mediation effect. The theoretical and practical implications of this research were discussed.

ABSTRACT I
List of Figures V
List of Tables V
CHAPTER ONE: INTRODUCTION 1
1.1 Research Background 1
1.2 Research purposes 4
CHAPTER TWO: THEORY AND HYPOTHESIS 6
2.1 Perfectionism and work engagement 6
2.2 Self-determination theory (SDT) - work engagement and upward voice behavior 11
2.3 The mediating role of work engagement 15
CHAPTER THREE: METHOD 18
3.2 Sample and Procedures 18
3.3 Measures 20
3.3.1 Perfectionism 20
3.3.2. Upward voice behavior 21
3.3.3. Work engagement 21
3.3.4. Control variables 22
3.4 Analysis techniques 22
CHAPTER FOUR: RESULTS 23
4.1 Descriptive Statistics and Confirmatory Factor Analysis 23
4.2 Hypothesis testing 26
4.3 Mediation results 27
CHAPTER FIVE: DISCUSSION 28
5.1 Theoretical implications 28
5.2 Limitations and future research 31
5.3 Conclusion 32
REFERENCE 33
APPENDIX: MEASURES 39

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