本研究的目的為探討包容性領導與員工建言行為的關係，以及工作塑造在包容性領導與員工建言行為之間的中介效果。本研究採便利取樣法，針對臺灣地區不限行業別的全職工作者進行網路問卷調查。資料蒐集分為兩階段，最終獲得有效問卷338份。研究結果顯示：（1）包容性領導與提升結構工作資源具有正向關係；（2）包容性領導與提升社會工作資源具有正向關係；（3）包容性領導與提升挑戰工作需求的正向關係未獲支持；（4）提升結構工作資源與促進型建言、抑制型建言具有正向關係；（5）提升社會工作資源與促進型建言、抑制型建言的正向關係未獲支持；（6）提升挑戰工作需求與促進型建言、抑制型建言具有正向關係；（7）提升結構工作資源在包容性領導與促進型建言、抑制型建言間具有中介效果；（8）提升社會工作資源在包容性領導與促進型建言、抑制型建言間的中介效果未獲支持；（9）提升挑戰工作需求在包容性領導與促進型建言、抑制型建言間的中介效果未獲支持。

The purpose of this study is to investigate the impact of inclusive leadership on employee voice behavior, and the mediating effect of job crafting between inclusive leadership and employee voice behavior. This study adopted a convenience sampling method and two-wave survey design to collect data on full-time workers in Taiwan across all industries. Finally, we obtained a final sample of 338 participants. Results show that (1) inclusive leadership was positively related to increasing structural job resources; (2) inclusive leadership was positively related to increasing social job resources; (3) the positive relationship between inclusive leadership and increasing challenging job demands was not supported; (4) increasing structural job resources was positively related to promotive voice and prohibitive voice; (5) the positive relationship between increasing social job resources, promotive voice and prohibitive voice was not supported; (6) increasing challenging job demands was positively related to promotive voice and prohibitive voice; (7) increasing structural job resources significantly mediated the relationship between inclusive leadership, promotive voice and prohibitive voice; (8) the mediating effect of increasing social job resources between inclusive leadership, promotive voice and prohibitive voice was not supported; (9) the mediating effect of increasing challenging job demands between inclusive leadership, promotive voice and prohibitive voice was not supported.

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