当今社会是一个瞬息万变的社会，市场环境变得愈加复杂，企业间的竞争也在不 断加剧，严峻的外部环境给我们的企业决策者们带来了挑战。而在另一方面，随着知 识经济时代的发展，知识资本越来越成为企业发展的关键性资源，员工作为“知识” 的载体，其建言行为对于企业的意义更是比以往任何时候都显得重要。如果企业能够 激发员工的建言行为，从中获取更多外界信息和创造性的想法，对于企业增强自己的 竞争力、巩固自己的市场地位是大有脾益的。 鉴于其对于企业发展的重要意义，建言行为多年来一直是企业管理者与学者关注 的重点，本文首先对组织气氛、心理安全感及员工建言行为的相关理论和文献进行了 综述，深入探讨了组织气氛与员工建言行为间的作用机理，分析心理安全感在组织气 氛与员工建言行为关系中起到的中介作用，并提出研究假设。之后，在参考和借鉴相 关的成熟量表的基础上，设计了本文的调查问卷，通过实习期间在企业内部发放问卷 和网上发放等方式，对数据进行收集整理。基于有效数据，通过相应的实证分析，验 证之前的假设并得出了以下几个结论：（1）组织气氛对员工建言行为产生正向影响； （2）高水平心理安全感正向促使员工建言行为；（3）低水平心理安全感对员工建言 有明显抑制作用；（4）组织气氛对心理安全感产生正向影响；（5）心理安全感在组织 气氛对员工建言行为关系中起到了中介作用。 最后，结合研究结论，本文从营造良好组织气氛来提高员工心理安全感水平等角 度为管理者提出相关建议，并对本文的研究局限以及未来的研究展望做出总结。 关键词：组织气氛；心理安全感；员工建言行为II EMPIRICAL STUDY ON THE IMPACT OF ORGANIZATIONAL CLIMATE ON VOICE BEHAVIOR ——THE MEDIATING ROLE OF PSYCHOLOGICAL SAFETY ABSTRACT In such a rapidly changing world where the market environment is becoming more and more complicate and the competition between enterprises is continuously intensifying, the severe external environment has brought challenges to business decision makers. Moreover, as the knowledge-based economy develops, intellectual capital is becoming a key resource for the development of enterprises. As carriers of "knowledge", employees' voice is more important than ever. If an enterprise can inspire employees to make advice and suggestions, it will obtain more outside information and creative ideas, which is of great benefit to the enterprise to enhance its competitiveness and consolidate its market position. In view of its significance for enterprise development, employee voice has been the key concern of business managers and scholars for years. This paper firstly reviewed the relevant theories and literature on organizational climate, psychological safety, and employee voice behavior, discussed in depth the interaction mechanism between organizational climate and employee voice behavior, analyzed the mediating effect of the psychological safety over the relationship between organizational climate and employee voice behavior, and proposed research hypotheses. Then, with reference of relevant maturity scales, the questionnaire was designed and distributed within the enterprises and on the online platforms during my internship period, and then the data was collected and sorted out. On the basis of the valid data collected, through corresponding empirical analysis, the hypotheses was verified, and the following conclusions were drawn: (1) theIII organizational climate has a positive impact on employee voice behavior; (2) high-level psychological safety positively encourages employee voice behavior; (3) low-level psychological safety has a significantly inhibitory effect on employee voice behavior; (4) organizational climate has a positive impact on psychological safety; (5) psychological safety plays an mediating role in the influence of organizational climate on employee voice behavior. In the last part of this paper, combined with the study conclusion, relevant recommendations were made for managers from multiple perspectives, like improving employees' psychological safety by building good organizational climate, and summaries were made on the research limitations of this paper and research prospects in the future. Keywords: Organizational Climate; Psychological Safety; Employee Voice BehaviorIV 目 录 摘要............................................................................................................................I ABSTRACT ................................................................................................................. II 目 录.........................................................................................................................IV 一、绪论.......................................................................................................................1 （一）研究背景....................................................................................................1 （二）研究目的....................................................................................................2 （三）研究意义....................................................................................................3 1．理论意义 .................................................................................................... 3 2．实践意义 .................................................................................................... 3 （四）研究内容及方法........................................................................................3 1．研究的主要内容 ........................................................................................ 4 2．研究的主要方法 ........................................................................................ 4 （五）本文的创新点............................................................................................5 二、文献综述...............................................................................................................7 （一）组织气氛文献综述....................................................................................7 1．组织气氛的涵义 ........................................................................................ 7 2．组织气氛的维度 ........................................................................................ 8 3．组织气氛的影响研究 .............................................................................. 10 （二）心理安全感文献综述..............................................................................11 1．心理安全感的涵义 .................................................................................. 11 2．心理安全感的维度 .................................................................................. 12 3．心理安全感的影响研究 .......................................................................... 13 （三）员工建言行为文献综述..........................................................................14 1．员工建言行为的涵义 .............................................................................. 14 2．员工建言行为的维度 .............................................................................. 16 3．员工建言行为的影响研究 ...................................................................... 17 三、研究设计与数据收集.........................................................................................19 （一）研究模型的构建......................................................................................19 （二）研究假设的提出......................................................................................20 1．组织气氛与员工建言行为的关系 .......................................................... 20 2．心理安全感与员工建言行为的关系 ...................................................... 22V 3．组织气氛与心理安全感的关系 .............................................................. 23 4．心理安全感的中介作用分析 .................................................................. 24 （三）问卷设计与数据收集..............................................................................24 1．问卷设计 .................................................................................................. 24 2．数据收集 .................................................................................................. 26 四、数据分析.........................