| Summary: | 碩士 === 國立臺灣科技大學 === 企業管理系 === 98 === In the past research, the study related to job dissatisfaction, the EVLN model is the most famous theoretical framework. The EVLN model may lead to four kinds of reaction to job dissatisfaction: exit, voice, loyalty, and neglect(Farrell, 1983). Among these reactions, voice is the most important behavior. It can promote organization performance, and can be seen as a communication bridge between the managers and employees. So this study choose the voice behavior as the main variable
However, in the real business case, when employees feel job dissatisfaction, not all of the employees will show the voice behavior, someone is still preferred to remain silent, or had nothing to do with apathy. Therefore, this study choose two variables: self-efficacy and cynicism. To figure out that two variables whether will interact with job dissatisfaction to result in voice behavior.
In a sample of 225 employees, as hypothesized, this study found that:
1. Job dissatisfaction will have positive relationship with voice behavior.
2. Job dissatisfaction will have stronger, positive relationship with voice behavior when self-efficacy is high.
3. Job dissatisfaction will have weaker, positive relationship with voice behavior when cynicism is high.
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