自2019年的中美貿易戰展開以來，與中美貿易往來關係密切的我們，無論是外銷與內需產業也同樣面臨著險峻挑戰。對外：為全球性產業板塊快速移動趨勢與創新轉型壓力。對內：為環保議題及缺水、缺電、缺工、缺地、缺人才等五缺問題。台灣企業在此內、外部多變的局勢夾層中，組織更需仰賴組織內部員工，對於各種內、外部問題，以靈活、快速、正向且多樣的觀點建言獻策，提供並幫助組織發現問題，因應變革、創新及未來導向的決策判斷才能促使組織不斷地進步，來達到企業持續獲利與永續經營的目的，由各項研究或實務的觀點觀察，員工建言是組織創新與進步的關鍵因素。
本研究回顧有關於建言行為以往的研究資料、文獻、期刊等實證相關研究，整理歸納出建言行為對於工作、組織、領導、信任面、自我效能與心理面等項目，透過統合分析研究法來探討建言行為於上述六個變項間的關係。首先以建言行為關鍵詞在國內指標期刊檢索2011年至2021年實證研究298篇期刊論文，符合統合分析篩選條件之研究樣本為256篇，將研究樣本製作資料譯碼、表格，進行研究架構建立、平均效果量分析。研究結果，異質性檢定呈現顯著條件下，以建言行為與工作面相關投入61筆研究樣本，效果值為0.392。與組織面相關投入69篇研究樣本，效果值為0.143。與領導面相關投入17筆研究樣本，效果值為0.151。與信任面相關投入16筆研究樣本，效果值為0.512。與自我效能相關投入10筆研究樣本，效果值為0.292。與心理面相關投入83篇研究樣本，效果值0.279。根據以上六項統合分析結果顯示，建言行為與工作、組織、領導、信任面、自我效能與心理面等均具有正向相關。
企業組織、主管與員工有良好互動以及信任關係才能發揮最大的工作效能，而員工的正向心態對組織具有承諾、創造與自發性。 員工的能力、價值觀和工作績效也會對企業組織產生正向影響，有助於整合組織力量。形塑一個有效、安全、體貼員工心理感受的建言環境，將有助於員工在工作態度與工作績效上的提昇。據此對台灣企業在建言行為的實務運用及研究發現與限制進行討論，並提出未來研究方向。

The Sino-US trade war started in 2019 , we, who are closely related to Sino-US trade, have also faced daunting challenges in both export and domestic demand industries . External: pressure for the rapid movement of global industrial sectors and innovation and transformation. Internally: for environmental protection issues and five shortages of water , electricity, labor, land , and talent. In the interlayer of the changing internal and external situation, Taiwanese enterprises need to rely more on their internal employees to provide flexible, fast, positive and diverse opinions and suggestions for various internal and external problems, and provide and help the organization to find problems. In response to change, innovation and future-oriented decision-making and judgment, the organization can make continuous progress to achieve the purpose of sustainable profit and sustainable operation of the enterprise . From various research or practical perspectives, employee opinions are the key factor for organizational innovation and progress. .
This study reviewed previous research materials, literature, journals and other empirical studies on voice behavior, and summarized the effects of voice behavior on work, organization, leadership, trust, self-efficacy, and psychological aspects. The relationship between speech behavior and the above- mentioned six variables . Firstly , 298 journal papers of empirical research from 2011 to 2021 were searched in domestic index journals using the keywords of speech and behavior. There were 256 research samples that met the screening conditions of integrated analysis . Conduct research structure establishment and mean effect size analysis . The results of the study showed that under the condition that the heterogeneity test was significant, 61 research samples were invested in the relationship between voice behavior and work face, and the effect value was 0.392. There are 69 research samples related to the organizational aspect, and the effect value is 0.143. There are 17 research samples related to the input of leadership, and the effect value is 0.151. There are 16 research samples related to trust surface investment, and the effect value is 0.512. Investing in 10 research samples related to self-efficacy has an effect value of 0.292. 83 research samples related to psychological aspects were invested, and the effect value was 0.279 . According to the above six comprehensive analysis results, voice behavior is positively correlated with work, organization, leadership, trust, self-efficacy and psychological aspects.
Only with good interaction and trust between corporate organizations, supervisors and employees can they maximize their work efficiency, and the positive attitude of employees has commitment, creativity and spontaneity to the organization. The capabilities, values and job performance of employees also have a positive impact on the organization, helping to integrate organizational strength. To create an effective, safe, and considerate voice environment for employees' psychological feelings will help employees improve their work attitude and work performance. Based on this, the practical application and research findings and limitations of voice behavior in Taiwan enterprises are discussed, and future research directions are proposed.

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