由於時間及資源上的限制，主管常需仰賴來自第一線員工的看法和建議，以作為制定正確決策之依據與參考，故員工建言行為在組織中扮演的角色已越來越受到關注。因此，本研究從團隊組成和團隊程序的觀點出發，試圖了解團隊成員同質性和團隊成員的交換關係，是否會藉由工作團隊認同、團隊凝聚力及團隊流程效能，進而影響建言行為。並以團隊成員認知到的心理安全程度作為調節變數，探討在心理安全的調節之下，團隊成員同質性與團隊成員交換對工作團隊認同、團隊凝聚力及團隊流程效能三者的影響。
本研究以台灣本土公司作為主要研究對象，研究問卷分為A、B兩式，總計發放136套問卷，回收有效樣本為71組，有效樣本回收率為52.2%。本研究主要使用層級迴歸分析來進行研究假說之驗證。經由實證分析，本研究分析結果如下：
（一）工作團隊認同在團隊成員交換與建言行為間，具有部分中介效果。
（二）團隊凝聚力在團隊成員交換與建言行為間，具有部分中介效果。
（三）團隊流程效能在團隊成員交換與建言行為間，具有部分中介效果。
（四）當團隊成員知覺到高程度的心理安全時，在團隊成員年資同質性與團
隊凝聚力之間產生正向調節效果。
本研究主要貢獻分述如下。首先，本研究以人口統計變項之「團隊」層次變數「團隊成員性別同質性」、「團隊成員年資同質性」作為研究變數；其次，本研究將「團隊成員交換關係品質」作為探討建言行為之研究變數；最後，本研究進行工作團隊認同、團隊凝聚力、團隊流程效能作為團隊成員同質性、團隊成員交換與建言行為中介關係之驗證，以作為後續研究之參考。

Due to time and resource limitation, supervisors often need to rely on employees’ views and recommendations from the first line to make the right decision. So, employees’ voice behavior has received more and more attention in organizations. From the perspective of team composition and team process, this study tries to exam if work-team identification, group cohesion, and team process efficacy mediate the relationship between team member homogeneity, TMX (Team-Member Exchange), and voice behavior. Moreover, we use psychological safety as a moderator to investigate the relationship between team member homogeneity, TMX, and the three mediators (work-team identification, group cohesion, and team process efficacy).
The research is performed through the questionnaires survey to companies in Taiwan with two versions of questionnaires: one for managers and another for team members. We sent 136 questionnaires and a total of 71 valid questionnaires are returned, and the final response rate is 52.2%. We use hierarchical regression analysis to verify all hypotheses.
Our findings can be summarized as following. First, work-team identification could partially mediate the effect of TMX on voice behavior. Second, group cohesion could partially mediate the effect of TMX on voice behavior. Third, team process efficacy could partially mediate the effect of TMX on voice behavior. Finally, higher degree of psychological safety has positive moderating effect between team members' tenure homogeneity and group cohesion.

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