本研究以在職員工為調查對象，透過網路問卷調查回收259份有效樣本，以探討付出—回報失衡、心理狀態對於員工沉默、工作滿意度、離職意圖之關係。研究結果顯示：(1)付出—回報失衡與員工採取保持順從型沉默具有正向關係；(2)心理狀態與員工採取保持順從型沉默具有負向關係；(3)心理狀態與員工採取保持防衛型沉默具有負向關係；(4)心理狀態與員工採取保持利社會型沉默具有正向關係；(5)員工採取保持順從型沉默與工作滿意度具有負向關係；(6)員工採取保持利社會型沉默與工作滿意度具有正向關係；(7)員工採取保持順從型沉默與離職意圖具有正向關係；(8)員工採取保持防衛型沉默與離職意圖具有正向關係；(9)員工採取保持利社會型沉默與離職意圖具有負向關係；(10)工作滿意度與離職意圖具有負向關係。本研究依據上述研究結果，以提出管理實務意涵與未來研究之建議。

This study aims to explore the relationships among effort-reward imbalance, psychological conditions, employee silence, job satisfaction, and turnover intention. Data are collected through the online survey and 259 copies of valid questionnaires are obtained and analyzed. It is found that effort-reward imbalance is positively related to employees’ acquiescent silence. Psychological conditions are negatively related to employees’ acquiescent silence and defensive silence while positively related to prosocial silence. Employees’ acquiescent silence is negatively related to job satisfaction while prosocial silence is positively related to job satisfaction. Acquiescent silence and defensive silence are positively related to employees’ turnover intention while prosocial silence is negatively related to turnover intention. Job satisfaction is negatively related to turnover intention. Drawn on the findings, managerial implications and suggestions for future research are thus discussed.

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