近年來企業為了更好的應對變幻莫測的商業環境，對員工建言行為越來越重視，建言行為也成為了組織行為學界最為重視的新興課題之一。許多研究者的研究方向側重於建言行為所帶來的後果，或是以西方理論架構試圖解釋建言行為的動機。然而本研究認為，華人有其獨特的社會背景與心理歷程，應針對華人員工之建言特有現象，進行內發性本土化研究之概念發展。因此，本研究將透過同事的角度來評量員工在主管在場之會議場合的一般建言與諫言。並以主管忠誠為切入點：（1）探討義務取向之主位忠誠、與情感取向之客位忠誠，對員工一般建言與諫言行為的主要影響效果。；（2）探討情感面取向的主管忠誠與義務面取向的主管忠誠對一般建言與諫言行為影響的交互作用效果。
本研究以問卷收集的方式，以中國大陸8家中小型私營企業的196位員工作為研究對象，結果顯示：（1）情感面取向的主管忠誠對一般建言與諫言行為皆有顯著正向影響；（2）義務面取向（順從無違與業務輔佐）的主管忠誠對一般建言行為皆有顯著正向影響；（3）順從無違面主管忠誠對諫言行為有顯著負向影響；（4）交互作用顯示，當業務輔佐較高，情感面忠誠對一般建言行為的正向影響較強；反之亦然；（5）交互作用亦顯示，當業務輔佐面忠誠較高，情感面忠誠對諫言行為的正向影響較弱；反之亦然。最後，針對本研究之結果進行討論，並對本研究之貢獻與限制加以闡述，以提供未來學術及實務些許研究方向建議。

The objective of this research is to develop a greater understanding of loyalty to supervisors in different dimension. And then, this study examined the relationship between loyalty to supervisors and subordinate’s voice. This research applies questionnaire survey, we analyzed data from 196 employees of 8 small and medium-size private enterprises in mainland China. Results show that (1) supervisory loyalty with affection orientation has a significant positive impact on voice behavior and Jian-Yan; (2) supervisory loyalty with obligation orientation(compliance without violation and task assistance)also has a significant positive impact on voice behavior and Jian-Yan; (3) the supervisory loyalty of compliance without violation is negatively related to Jian-Yan; (4) the interaction results showed that, when supervisory loyalty of task assistance is higher, the affection loyalty has a stronger positive influence on voice behavior; and vice versa; (5) the interaction results also shows that when the supervisory loyalty of task assistance is higher, the positive influence of affection loyalty on Jian-Yan is weaker; And vice versa. In the end, the contributions and limitations of this study were discussed, and the suggestions for future academic and practical applications were also provided.

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