本研究以能力-動機-機會理論(ability-motivation-opportunity theory, AMO theory)為理論基礎，探討心理資本對促進性建言行為與抑制性建言行為的影響，及人力資本與社會資本在心理資本與前述兩項建言行為之間的調節效果。本研究採取問卷調查法，經由便利抽樣以台灣服務業與製造業工作超過六個月的正職員工為對象，進行兩階段問卷調查，發放600份問卷，有效取得問卷356份，有效回收率59.33%。
研究結果顯示：一、心理資本正向影響員工促進性建言行為；二、心理資本正向影響員工抑制性建言行為；三、當人力資本越高時，心理資本對員工促進性建言行為的正向影響程度會越強；四、當人力資本越高時，心理資本對員工抑制性建言行為的正向影響會越強；五、當社會資本越高時，心理資本對員工抑制性建言行為的正向影響會越強；六、社會資本在心理資本與促進性建言行為間的調節效果則未獲支持。最後，本研究根據研究結果進行討論，並提出相關研究貢獻與實務意涵，及未來研究方向。

Based on the ability-motivation-opportunity (AMO) theory, this study explored the impact of psychological capital on promotive voice behavior and the impact of psychological capital on prohibitive voice behavior. Focusing on the moderating roles of human capital and social capital. A two-wave survey was conducted via convenience sampling and temporal separation with 600 questionnaires were distributed, and 356 questionnaires were effectively obtained, with an effective recovery rate of 59.33%.The final qualified 356 participants who had been working for more than 6 months in service and manufacturing industries in Taiwan.
The findings of this study were as follows: (a) psychological capital was positively associated with employees' promotive voice behavior, (b) psychological capital was positively associated with employees' prohibitive voice behavior, (c) when human capital was high, the effect of psychological capital on promotive voice behavior was stronger, (d) when human capital was high, the effect of psychological capital on prohibitive voice behavior was stronger, (e) when social capital was high, the effect of psychological capital on prohibitive voice behavior was stronger, and (f) the moderating effect of social capital between psychological capital and promotive voice behavior was not supported. The research results have theoretical and practical significance and implications are discussed together with study limitations and future research directions.

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