本研究以在臺灣企業任職的員工為主要研究對象，共回收了425份問卷。經資料清理後，共刪除37題重複填答、填答不全及無效數據（非在職員工等），共計388份有效問卷，問卷有效率約為91%。研究結果顯示，組織創新氣候對員工的促進性建言和抑制性建言都有正面影響。此外，組織信任對組織創新氣候在促進性建言方面並無顯著調節效果，而在抑制性建言則產生了正向調節效果。 ;In an era characterized by rapid environmental changes and constant technological advancements, numerous innovative technologies and emerging markets have emerged. In such a highly competitive landscape, businesses must maintain a culture of innovation, strive for progress, and avoid being phased out by the market.
The driving force behind innovation often stems from internal employees. Employee voice behavior, referring to proactive actions taken by employees to suggest improvements concerning the organization′s current state, is considered a form of organizational citizenship behavior. This behavior effectively stimulates innovation within the organization because it comes from employees who best understand the practical operations of the business. These valuable feedback and opinions enable the organization to promptly make corrections and adjustments.
The objective of this research is to examine the effects of organizational innovation climate on two distinct forms of employee voice behavior: promotive and prohibitive. Additionally, it evaluates the moderating influence of organizational trust. The study targets in-service employees of Taiwanese enterprises, with a total of 425 questionnaires collected and 388 valid responses. The response rate was approximately 91%.
The research results indicate that organizational innovation climate has a positive impact on both promotive and prohibitive voice behaviors among employees. Additionally, organizational trust does not have a significant moderating effect on the relationship between organizational innovation climate and promotive voice behavior, but it does have a positive moderating effect on prohibitive voice behavior.
