本研究主要目的為探討知覺組織圈內人角色與員工抑制型建言行為與促進型建言行為的關係，以及當責感在其中的中介效果，與員工對直屬主管及跨層主管信任在當責感與建言行為之間的調節效果。本研究以便利取樣方式，針對臺灣公、民營各產業中至少有兩階主管之員工，採用問卷調查方式蒐集資料，實際回收310份有效問卷。研究結果顯示：（1）知覺組織圈內人角色對促進型建言行為具有正向關係；（2）知覺組織圈內人角色對當責感具有正向關係；（3）當責感在知覺組織圈內人角色與抑制型建言及促進型建言行為間分別具有中介效果；（4）員工對直屬主管信任在當責感與促進型建言行為間具有負向調節效果，代表當員工對直屬主管信任程度高時，當責感與促進型建言行為之關係較弱，與研究預期相反。

This study aims to investigate the relationship between the perceived insider status and employee voice behavior, and the mediating effect of felt accountability and the moderating role of trust in leader in the relationship.The research was conducted by sending a structured questionnaire to full-time or part-time employees (in Taiwan), with both direct and skip-level managers, and collected 310 effective responses. The research results show that: (1) There is a positive relationship between perceived insider status and promotive voice behavior. (2) There is a positive relationship between perceived insider status and felt accountability. (3) Felt accountability mediates the relationship between perceived insider status and prohibitive or promotive voice behavior. (4) Trust in supervisor weakens the positive effect of felt accountability on promotive voice behavior, meaning the positive relationship is not as strong between felt accountability and promotive voice behavior for employees with higher trust in supervisor. This result is opposite of what is originally expected.

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