為了應對快速創新、競爭和長期永續性的環境，日益全球化的工作環境使組織不斷地適應、學習和創新以實現長期生存和更好的組織績效。建立永續型的領導力對於任何追求持續改進運營績效的組織來說至關重要，且組織的永續性需要整個組織內高度敬業的員工通過參與組織改進相關的建言行為來實現（Berg et al., 2017；Iqbal & Ahmad, 2021；Tan et al., 2019 ；Ulus & Hatipoglu, 2016）。當員工具心理賦權的感受時，他們會對工作有高度的自主權和控制力，與其他人相比員工更會通過提供建議、表達建言來改善他們的工作（Frazier & Fainshmidt, 2012；Raub & Robert, 2013）。然而，高科技產業公司的發展要求員工擁有更多的技術知識，因此員工會因為工作中越來越不穩定而感到焦慮、對自己的職業前景感到恐懼並且有強烈的工作不安全感，使員工感知風險並降低需求的滿足，從而減少員工的發言權（Breevaart et al., 2020；Wang et al., 2020）。根據過往相關研究，學者們顯少探討本研究變數之間的關係，因此本研究探討永續型領導、員工的心理賦權、建言行為以及工作不安全感之間的關係。
本研究以高科技產業之從業人員為研究對象，透過網路問卷調查進行研究。共收集有效問卷354份。透過結構方程模式來驗證各變數間之關係。結果發現(一)永續型領導對心理賦權具有正向影響關係。(二)永續型領導對建言行為具有正向影響關係。(三) 心理賦權對建言行為具有正向影響關係。(四) 心理賦權在永續型領導與建言行為間具有中介效果。(五) 工作不安全感在心理賦權與建言行為間具有調節效果。本研究根據此結果提出學術與實務意涵，期望為後續研究提供未來的建議與方向。

In order to roponse to the environment of rapid innovation, competition and long-term sustainability, the increasingly globalized work environment makes organizations to continuously adapt, learn and innovate to achieve long-term survival and better organizational performance. Establishing sustainable leadership is essential and crucial for organizations that pursue continuous improvement in operational performance, and organizational sustainability requires highly engaged employees through participating in organizational improvement-related voice behaviors (Berg et al., 2017; Iqbal & Ahmad, 2021; Tan et al., 2019; Ulus & Hatipoglu, 2016). When employees feel psychologically empowered, they have a high degree of autonomy and control over their work. Compared with others, employees improve their work by providing suggestions and expressing recommendations (Frazier & Fainshmidt, 2012; Raub & Robert, 2013). However, the growth of high-tech organizations requires employees to have more technical knowledge. Therefore, employees feel anxious and fearful of their career development and have a strong sense of job insecurity due to the increasing uncertainty in their jobs, causing employees to perceive risks and reduce the satisfaction of their needs, thus reducing their voice behavior (Breevaart et al., 2020; Wang et al., 2020). According to previous related studies, scholars rarely discuss the relationship between these variables. Therefore, this study explores the relationships among sustainable leadership, employees' psychological empowerment, voice behavior and job insecurity in this research framework.
This study collected data from employees of high-tech organizations through the online questionnaires. A total of 354 valid questionnaires were collected. The relationship among variables is examined by structural equation modeling (SEM). The results show that (1) Sustainable leadership has a positive effect on psychological empowerment. (2) Sustainable leadership has a positive effect on voice behavior. (3) Psychological empowerment has a positive effect on voice behavior. (4) Psychological empowerment mediates the relationship between sustainable leadership and voice behavior. (5) Job insecurity moderates the relationship between psychological empowerment and voice behavior. Based on the results, this study discusses academic and practical implications, and provides suggestions and directions for future studies.

第一章 緒論................. 1
第一節 研究背景與動機................. 1
第二節 研究目的................. 5
第三節 研究流程................. 6
第二章 文獻探討................. 8
第一節 永續型領導................. 8
第二節 心理賦權................. 16
第三節 建言行為................. 24
第四節 工作不安全感................. 32
第五節 領導者-成員交換理論................. 40
第六節 心理契約理論................. 43
第七節 研究假說發展................. 46
第三章 研究方法................. 53
第一節 研究架構................. 53
第二節 研究對象與樣本蒐集................. 54
第三節 研究變項的操作型定義及測量工具................. 55
第四節 資料分析方法................. 61
第五節 探索性因素分析................. 64
第六節 衡量模式分析結果................. 69
第七節 信度分析................. 77
第八節 共同方法變異................. 79
第四章 研究結果................. 80
第一節 樣本敘述性統計分析................. 80
第二節 相關分析................. 83
第三節 結構方程分析................. 85
第五章 結論與建議................. 92
第一節 假設驗證歸納................. 92
第二節 研究結果與討論................. 94
第三節 研究貢獻................. 98
第四節 研究限制與未來建議................. 102
參考文獻................. 104
附錄 研究問卷................. 126

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