時下企業使用團隊以促進創新的方式非常普遍，藉由成員背景的多元性發展出更多可行的新創方案，然而在團隊的專業分工模式下，團隊成員如何快速地瞭解其他成員的專長，並相互配合、協調，高效率地完成任務要求，成為重要的探討議題。團隊成員熟悉團隊內各種技能與知識的分布，並且信任其他成員的專業，彼此溝通協調，此現象稱為交融記憶系統，本研究以真實企業中的團隊為研究對象，且以從事研發或行銷等創意發想工作的團隊為主，探討交融記憶系統與團隊創新之間的關聯。另外，團隊成員對於任務資訊的交流與整合稱為資訊精緻化，本研究也探討資訊精緻化行為是否在兩變項之間擔任中介效果的角色。在交融記憶系統、資訊精緻化與團隊創新的主效果之外，本研究也好奇任務衝突、賦權領導及正、負向情感氛圍是否於其間具有調節效果。 　　本研究共蒐集到70組研發團隊共334位團隊成員作為研究樣本，經過信、效度分析、配適度檢定、趨同性分析、相關分析及層級迴歸分析之後，得出之研究結果顯示交融記憶系統與資訊精緻化之間存在顯著正向關係。任務衝突、賦權領導與正向情感氛圍各自與資訊精緻化之間具有顯著正向關係，而賦權領導對於交融記憶系統與資訊精緻化之間之正向關係具有顯著正向調節效果。另外，任務衝突對於交融記憶系統與資訊精緻化之間之正向關係具有顯著負向調節效果，而賦權領導對於交融記憶系統與團隊創新之間之正向關係具有顯著負向調節效果，此兩者與原假設之調節方向相反。

知識經濟時代與全球化潮流下，創新是廠商提升自我競爭力的重要途徑。創新乃原始概念到將知識商業化的一連串過程，而過去探討廠商創新的研究取向多元，研究觀點則以經濟地理學、企業管理學為主，綜合相關研究，大致可將影響廠商創新的因素歸類為三大面向：廠商內部屬性、對外網絡連結關係、廠商所處地區的環境條件。其中，創新氛圍乃是特定地區的行動者透過偕同作用及集體學習過程所產生的社會關係，提升了地區的創新能力，同時提供有利於廠商創新的環境條件，是近來區域發展的重要議題。本研究即綜合上述三大面向因素來探討廠商創新活動(研發投入與研發合作)與創新成效之影響因素。 創新氛圍理論從早期”某種東西之地方化”的探討，演變到後期關注於地方生產系統的運作是受到地區創新氛圍的影響所致；其中，創新氛圍量化指標的缺乏、探討領域的侷限，乃是本研究所要突破之處。本研究以工業區分佈情形、自然與人文界線、通勤圈範圍等原則，先將台灣地區分為46個地區分析單元，再參酌地方生產系統概念，以兩個指標：LQ大於1與製造業就業員工數大於50000人，篩選出26個地區作為研究範圍，最後以科技與傳統產業LQ大於1指標，區別出9個科技產業群聚地區、17個傳統產業群聚地區，藉以比較不同產業領域、地區發展程度不同之創新氛圍。準此，本研究以8個創新氛圍的相關指標，經過因素分析後萃取出2個創新氛圍因素：「創新綜效」、「創新成效」；藉此將台灣46個地區劃分為4種創新氛圍類型：創新氛圍、有創新無氛圍、有氛圍與創新、無創新無氛圍。 於廠商創新活動與成效實證分析方面，本研究採取兩個階段進行，分別皆以三個面向因素(廠商內部屬性、研發合作、地區創新氛圍)的影響因素來探討廠商創新活動與成效之差異。針對創新氛圍方面，於第一階段以不同產業群聚地區的虛擬變數作為隱含地區創新氛圍的概念，測試其對廠商創新活動與成效的影響，第二階段則以地區創新氛圍因素(創新綜效、創新成效)進行科技與傳統產業群聚地區的廠商創新成效之測試。整體研究結果顯示，科技產業群聚地區的廠商傾向自身的研發投入，而傳統產業群聚地區的廠商則多以研發合作居多，但科技產業群聚地區的廠商創新成效較佳；地區創新氛圍確實對於廠商的創新活動與成效有顯著的影響，尤其對於科技產業群聚地區的廠商創新成效更有顯著的貢獻；而研發合作對於廠商創新成效的影響則不如預期。因此，從基礎產業發展環境、知識設施的聚集、地區網絡的建構等方面，來促使各地區創新氛圍之形塑，將有利於地區廠商的創新，特別應加強傳統產業群聚地區的創新氛圍；此外，提倡廠商強化內部基本體質亦是促進廠商創新效率之關鍵所在。 / Under the wind of the knowledge-based economics and globalization, innovation is an important way for firms to increase their own competitiveness. Innovation is the process from original concept to business. The past researches on firm innovation branch widely, most focus on economic geography and corporation management. From those related researches, we can simplify the elements which can influence the innovation of the firm into three: firms’ inner attributes, relation of the connection to outside network, and the environment of the area which firms located. Innovation milieu is the social relationship which actors in the area could make it happen through interactions and group learning, which can advance the area’s innovation ability, and give the good environment condition for firms to innovate. Innovative milieu is the important issue in the present regional development researches, this research will integrate the three elements to discuss the influence on firms innovation activities and innovation success. The theory of the innovative milieu have transformed from discussion of “the localization of something” to focus on the relation of the work of the regional production system and the local innovative milieu. But, the lack of the quantification indicator, and the territory of the research field still need to break through, and is the focus of this research. This research divide Taiwan into 46 analysis area unit, then bring into the concept of the local production system, use two indicators to choose 26 elements as the scope of the research, and farther define 26 analysis area unit into 9 technology industry cluster area, and 17 traditional industry cluster area, to compare the differences of the industry field and the level of the development of the innovation milieu. This research take 8 innovative milieu related indexes, and compress into 2 indexes: “innovation synergy” and “innovation success” through the content analysis; this research use these two indexes to divide 46 areas of Taiwan into 4 types of innovation milieu: innovative milieu, no innovative milieu, innovation but without milieu, and milieu but without innovation. On the analysis of the firms’ innovation activities and the success, this research take two steps to discuss. At the first step, this research use the dummy variables of the different industry cluster area as the concept of the regional innovative milieu, to check the influence it could make on the firms innovation activities and the success; At the second step, this research use regional innovative milieu indexes to check the firms’ innovation success of the traditional and technology industry cluster area. The whole research shows that the firms of technology industry aggregation area are tend to invest on their own R&D, which the firms of traditional industry aggregation area often do their R&D by cooperating with others, and the innovation outcome of firms of the technology industry aggregation area is better. The regional innovative milieu has the conspicuous influence on the firms innovation activities and the success, especially to the technology industry cluster area, but the influence which the R&D cooperation could make on the innovation outcome is not good as expect. Thus, the making of the basic environment of the industry development, the aggregation of the knowledge facilities, and the build of the local network is the good impact for local firms to innovate, especially for the traditional industry aggregation area ones. At the same time, to reinforce the firms’ inner constitution is also the key to promote the firms innovation.

過去研究雖然發現團隊情感氛圍 (group affective tone)能有效預測團隊成員的助人行為、團隊創造力、團隊缺席率與離職等重要變數，但在概念上或是理論上仍有許多未釐清之處。因此，本研究擬針對下列的文獻缺口加以探討：(1) 探討影響正/負向團隊情感氛圍形成的前因變數，釐清有哪些變數會影響團隊情感氛圍的形成；(2) 探討不同時間點正/負向團隊情感氛圍的動態改變及情感事件的干擾效果；(3) 探討正/負向團隊情感氛圍與團隊績效的因果關係；由於單一研究不易同時兼顧上述三個研究目的，因此本研究將以三個研究分別針對上述目的加以探討。 在研究一，本研究以101個學生團隊做為樣本 (523位成員)，路徑分析的結果發現，團隊成員的年齡、教育背景多元化，會透過負向影響群體認同、進而強化負向團隊情感氛圍。此外，知覺團隊間競爭、成員的迎合、自我表現印象管理策略，則會透過正向影響群體認同、進而強化正向團隊情感氛圍。在研究二，本研究則以44個大學部、碩士班學生組成的團隊做為樣本 (和研究一的樣本獨立，成員為215人)，階層線性模式分析的結果指出，正、負向團隊情感氛圍在跨時間點確實會產生動態改變，且前期的正/負向團隊情感氛圍均能顯著影響後期的正/負向團隊情感氛圍。且前後期間發生的負向情感事件，亦會減弱前、後期正向團隊情感氛圍之間的正向關係。最後，在研究三，本研究以81個高科技產業研發團隊做為樣本 (包括259位團隊成員及81位主管)，交叉延遲貫時性分析 (cross-lagged panel analysis, CLPA)的結果指出，前期的正向團隊情感氛圍對後期團隊績效有顯著正向影響，而前期團隊績效對於後期正向團隊情感氛圍，也有顯著的正向影響。整體而言，本研究之假設大多符合理論預期，而研究結果對團隊情感氛圍、團隊多元化、以及印象管理研究的理論意涵與實務貢獻，亦在文中一併加以討論。 / Extending previous research on group affective tone (GAT), three studies were conducted to examine the antecedents, dynamics, and consequences of GAT. In study 1, 101 student teams (523 members) were chosen as the sample. The results of path-analysis showed that team age and educational background diversity decrease group identification, which in turn increases negative group affective tone (NGAT). In addition, perceived intergroup competition, members’ self-promotion and ingratiation impression management tactics increase group identification, which in turn increases positive group affective tone (PGAT). In study 2, 44 student teams (215 members) were selected as the sample, and the experience-sampling method was used to capture the dynamics of GAT (i.e., 6-time repeated measure). The results of hierarchical linear modeling analysis revealed that the T-1 PGAT positively predict T0 PGAT over time; while T-1 NGAT positively predict T0 NGAT over time. Moreover, the negative affective event occurred during T-1 and T0 attenuates the positive relationship between T-1 PGAT and T0 PGAT. In study 3, 81 research and develop teams (259 members and 81 supervisors) were chosen as the sample, and the cross-lagged panel analysis (CLPA) was used to examine the causal association between GAT and team performance. The results of CLPA showed that T1 PGAT has a positive effect on T2 team performance. Additionally, T1 team performance has a positive effect on T2 PGAT. These result suggest that the presence of a reciprocal relationship between PGAT and team performance. All three studies support the proposed theoretical framework.

現今變化快速的環境下，科技團隊面對研發過程中日益增高的失敗率，失敗帶來打擊但也可能是創新的來源。然而，團隊創新的研究卻少有團隊失敗、錯誤與創新關係的研究。有鑑於此，本研究以國內485位研發工程師（某法人單位35個團隊共323位成員、科技產業38個團隊共162位成員）共計73個團隊為研究對象。本研究檢視錯誤管理實務（團隊偵錯能力與團隊錯誤溝通能力）與團隊創新績效之間的關係、錯誤管理實務與錯誤管理氛圍（錯誤學習信念與情緒）的關係、錯誤管理氛圍與前導因子（鼓勵實驗、教導型領導、目標清晰度、衝突處理方式）的關係。結果發現：(1）團隊偵錯能力越高時，團隊創新績效越高；(2）群體從錯誤中學習信念越高時，團隊偵錯能力越高；(3）團隊鼓勵小型實驗與主管進行教導型領導時，群體錯誤學習信念越高。顯示錯誤管理是團隊創新中不可忽視的一環。 　　另本研究發現教導型領導、鼓勵實驗對團隊形成錯誤學習信念有正向影響，與社會認知理論呼應。本研究也發現，團隊之年資多樣性與錯誤處理情緒與錯誤溝通能力皆呈負向影響。 / Extending previous research on team error management, this thesis is conducted to examine the antecedents, error management climate, error management practice and consequences of team innovation. Data is collected from 35 R&D teams (an anonymous government research institutions in Taiwan) and 38 R&D teams (Top 1000 Technology enterprises in Taiwan). We give the following three hypotheses. First, we hypothesize that detecting capability and misunderstanding communication skills influence team innovation performance. Second, we hypothesize that error management climate (shared belief and emotion) influence detecting capability and misunderstanding communication skills. Third, we hypothesize that effective coaching, clear direction, conflict management and encouragement of experiment influence error management culture (belief and emotion). The results of structural equation model analysis revealed that detecting capability positively predicts team innovation performance. Shared belief positively predicts team detecting capability. The results also show effective coaching and encouragement of experiment positively predict shared belief which is extended from social cognitive theory. Results of the analysis also indicate that tenure diversity negatively predicts error management emotion and misunderstanding communication skills.

本研究旨在發展一套互動感知的機制，目的為期望能透過此互動方式，針對長期潛藏著危害健康甚深的「久坐族」，提供一個溫和柔性的「提醒」功能，符合不受「空間的限制」、「設定的限制」、「使用族群的限制」等，亦即凡是因為某些因素導致忽略或是忘記時間而「坐太久」的情形，此類的人便是被提醒的對象。 透過受測者的使用與建議進行分析評估，此互動機制透過分析與歸納，試圖找出區別於坊間常見的提醒模式，如一般人常用的鬧鐘、計時器等硬體，或專為電腦久坐族而設計的電腦健康動畫定時播放軟體等。這類相關的產品不外乎必須受制於人本身要去「記憶」且「手動」去調整、設定、下載、安裝等繁複的過程；另外是提醒的方法和內容瑣碎、不便或是不足，最大的共通限制為「使用時機與空間限制」。因此，本研究中的互動機制預期能提供「久坐族」另一種新鮮的選擇，一種力求「溫馨提醒」、「不受限時空」的互動模式。 為傳達前述的「健康信念」，本研究繼續探討如何將此「互動機制」實際應用於與人類生活當中，透過設計將此互動機制實際應用，結合現代科技與藝術使其更具吸引力與美感。現今已進入以價值為主的高感性經濟時代，體驗經濟能感動人心的關鍵在於將產品與服務提升至碰觸精神心靈的層次。因此運用體驗設計的概念，並嘗試融合與感官直接相關的燈光元素等為創作媒材與靈感來源，進行造型、視覺設計與氛圍的營造，作為接觸人們內心深處的橋樑。 綜合所述，本研究與作品針對「久坐族」預期將達成的五大目標： 1.「健康照護的提醒功能」：設計出感性的互動機制作為基本法則。 2.「獨特的使用者體驗」：將此互動機制結合情感設計增加吸引力。 3.「互動裝置應用（一）」：以結合情境光營造為例。 4.「互動裝置應用（二）」：以結合智慧型手機應用程式為例。 5.「推廣觀念」：藉由以上，推廣久坐族的健康信念。 / This study aimed to develop an interactive sensory mechanism, to hope that through this interaction, for long-term health hazards lurking deep in “sedentary tribe” to provide a soft reminder, without space constraints, setting limits, use of limit etc. All because some of the factors that led to ignore or forget the time “to sit for too long” case, such people is to be reminded. Through the subject's use and recommendations for analysis and evaluation, this interactive mechanism analysis and induction, trying to find a mode which is different from common reminders such as alarm clock, timer or the animation timer player software designed for computer sedentary tribe , and so on. Such related products must be controlled by ourself to remember and set by hands in this complicated process. The method of reminding is trivial、inconvenient, and its greatest limited is "use time and space constraints." Therefore, the interactive mechanism in this study is expected to provide sedentary tribe another new choice, seeking to be the soft and unlimited use of reminder. To convey the aforementioned “health beliefs”, the research continues to explore how this “interaction mechanism” actually applied to human life. The practical application of design, combined with modern technology and art to make it more attractive. Today has entered a value-based、high-touch economic times. Experience economy is the key to raise products and services to touch the spirit of the soul level. Therefore, this study use the concept of experience design, and tries to integrate with the sensory elements as the inspiration for the creative media source for modeling、visual design and creating an atmosphere access to people’s hearts. Above all, the research and work for the “sedentary tribe” is expected to achieve five major objectives：1) “Reminder for health care”：designing sensibility as the basic rules of interaction mechanisms; 2) “Unique user experience”：an interactive mechanism with this design to increase the emotional appeal; 3) “Interactive device applications 1”：an installation with light to create a situation; 4) “Interactive device applications 2”：an combination of smart mobile device applications; 5) ”Promoting the health concept”：by above, promoting the health beliefs.

台北市近年萌發了許多從巷弄中由下而上發展的「創意街區」，因為其蓬勃發展而逐漸受到政府重視。本研究以其中發展最為成熟的中山雙連創意街區為研究標的，探討其成功原因，並和國外兩個個案作比較，統整出讓此種創意產業群聚成功的共同要素，進而探討創意街區引導都市區域再生的方法和如何維持永續發展。 　　研究發現，中山雙連街區內的創意群聚因為其在空間中的密集性和頻繁接觸，加上其他空間環境的幫助，使其產生了創意氛圍。此外，街區的創新特色、歷史文化和街區成員共同推廣的共識，塑造了中山雙連街區的地方品牌。創意氛圍是以培養源源不絕的創意對都市區域文化上的提昇；地方品牌是藉由形成對拜訪者和旅客的拉力形成都市區域經濟上的提昇。因此，文化和經濟的重新活絡，便是都市再生的核心，而創意群聚也已經成功地帶動了中山雙連街區的重新發展。 　　最後，以「都市與產業共生模型」理出創意產業群聚和街區成員及整個都市空間互動的脈絡；再從街區成員所表達出的深層情感面而衍生出的「永續發展策略三角」。兩個模型，一個是以具體觀察得到的元素，另一個是以情感層面的要素，共同對街區再生機制的永續發展做出驗證和評估。 / There are so many creative clusters that are cultivated within streets blocks blossoming these years and catching the public’s eyes. In this research, one most maturely developed cluster is taken as an example, that is, ZhongShan – Shuanglian street district. The cluster is compared with two other foreign cases and some factors that enable their success would be derived. In the end, how creative clusters result in urban regeneration and keep it sustainable development is the final issue of this thesis. It is found that the cluster in ZhongShan – Shuanglian street district produce its creative milieu due to spacial concentration, frequent contact among the members and any other positive assistance from the environment. Also, as a result of its historical culture, consensus of members, and characteristics, the place branding, however, forms. Speaking to creative milieu and place branding, the former promotes regional culture and the latter boosts regional economy, both of which bring about urban regeneration. Anyway, the cluster surely improves the regional redevelopment successfully. What is the last but not the least part of this thesis is this research applies “Industry and City Symbiosis Model” and conducts “Strategy Triangle” to the cluster, in order to figure out some theoretical methods which provide verifications or suggestions for sustainable development of the clusters in street district.

本研究旨在探討國小班級關係氛圍的類型以及班級人際網絡結構的現況。 研究中抽樣調查了全國54個四到六年級的班級，依據問卷所得資料進行集群分析法(clustering method)，依同儕關係、師生關係兩向度將班級自然分類成三個集群。 研究進行了不同關係氛圍班級之差異分析，研究二檢驗不同類型班級在師生關係變項上的差別；研究三採用社會網絡分析法(social network analysis)描繪班級人際網絡結構的差別。研究四班級內部的結構，進行核心邊陲分析與班級塊模型分析，研究五進行人際互動課程的實驗研究。研究後建構出診斷班級小社會的訊息，未來可提供給實務現場教師採用。 本研究所得之研究結論如下： 一、國小班級內部關係品質，包含了學生之間的同儕關係、學生與教師的師生關係兩向度，共同建構班級關係氛圍，各班級區分類為低、中、高三種關係品質的班級。。 二、相較於低關係班級，高關係氛圍班級在班內師生關係的標準差較小、班級內師生關係的性別差異亦小。此外，高關係班級的學童的社交計量數與自身師生關係呈現顯著相關。 三、高關係與低關係班級，在人際網絡結構上並沒有顯著的差別，包含了網絡密度、EI指數、二方關係、派系數、成分數、孤離者數和比率。顯示無論班級關係品質為何，都會自然形塑而成班級小社會。 四、低關係班級有幾個值得關係的議題，包含核心學生之間的互惠關係、高密度的子群之間的關係，以及核心學生與高密度學生們對於自身班級的同儕關係與師生關係，都是教師在班級經營中須特別關注的。 五、進行班級氛圍的改變效果，短期課程對氛圍與人際網絡結構的改變效果並不明顯，推論需仰賴教師平時之互動與班務上的經營。 / The study was to investigated the primary school’s classes. The purpose is to understand the class climate and social network of the class. The forty-four classes were in the study by random sampling from Taiwan area.Teacher-student relationship and peer relationship are treated the classification variables. The classes were divided into three categories by clustering method. 18 classes were High-quality relationship; 11 calasses were Low-quality relationship. The results are the comparison of two types of class. High-quality relationship classes have some features: Standard deviation is smaller in teacher-student relationship, the same result of differences between boys and girls. The better the relationship between popular students and teacher. Second, the two-type classes were no differences in social network model. High-quality and Low-quality classes both forming a small community in nature. From the analysis of the class entrials, Mutually beneficial relationship and the relationship between small groups were the important issues. A six-week course experimented in a class. Only small impacts on the class climate and social network.

對服務業而言，服務人員的情感傳遞 (employee affective delivery, EAD)影響顧客觀感甚鉅，因此，如何提升員工情感傳遞，為學術界與企業界皆關切的議題。然而，過去研究雖認為知覺展示規則應能提昇員工情感傳遞，但其結果並不一致；此外，如何降低來自顧客的負面事件對員工情感傳遞的影響，在過去研究亦未深入探討。再者，過去探討員工情感傳遞的研究大多著重在個人層次，但服務人員實務上常以團隊的方式進行運作 (如：分店)，因此，本研究試圖以多層次研究的角度加以切入，探討團隊情感氛圍 (group affective tone)在其中扮演的角色。最後，本研究亦探究，團隊情感氛圍是否會干擾知覺展示規則與顧客負面事件與員工情感傳遞的關係、以及此干擾效果是否透過情緒勞動 (emotional labor)的中介而產生。 本研究樣本收集自美髮業58個設計師團隊，共計254個團隊成員 (含58位店長)。本研究以階層線性模式(hierarchical linear modeling)進行統計分析，結果發現，正、負向情感氛圍皆會干擾知覺展示規則與顧客負面事件對員工情感傳遞的關係，且上述干擾效果皆會透過深層演出的策略進而影響員工情感傳遞。另外，正向團隊情感氛圍亦能提升員工情感傳遞。 / Employee affective delivery (EAD) plays a vital role in enhancing customer satisfaction and retention. Although “how to increase EAD” has been a critical issue for both academic and practical fields, several research gaps remained in the EAD and emotional labor literature: (1) Although researchers have suggested that perceived display rules could enhance EAD, past empirical findings did not emerge a consistent pattern on this relationship; (2) Furthermore, past studies have rarely examined how to reduce the negative impacts of customer negative events on EAD; (3) Past studies in the EAD and emotional labor fields have mainly conducted at the individual level; whether the team context influences service workers’ EAD has been neglected. In order to fill these research gaps, this study intended to examine the role of group affective tone (GAT) on EAD using a multilevel perspective. In addition, this study also explored whether GAT moderated the relationships between perceived display rules/negative events and EAD, and whether these moderating effects were mediated by emotional labor. The sample is composed of 58 hair stylist teams and 254 team members (including 58 store managers). The hierarchical linear modeling analyses were conducted to test the hypotheses. The results showed that both positive group affective tone (PGAT) and negative group affective tone (NGAT) moderated the relationships between perceived display rules/negative events and EAD. Moreover, the above moderating effects were mediated by service employees’ deep acting. Finally, PGAT was positively related to EAD.

在全球化的背景下，企業間的競爭變得愈加劇烈，需要員工提供寶貴的意見想法，方能幫助組織成長與發展，因此瞭解員工說與不說的背後原因，便顯得更加重要。本研究以社會情緒選擇理論（socioemotional selectivity theory, SST）理論為基礎，並以兩種未來時間觀：開放式未來時間觀（open-ended future time perspective）與限制式未來時間觀（limited future time perspective）分類方式進行探討，期望進一步瞭解其對兩種員工意見表達行為：建言行為（voice behavior）與沉默行為（silence behavior）的影響效果，以及兩種調節焦點：促進性焦點（promotion focus）、預防性焦點（prevention focus）在其中所扮演的中介角色。同時，本研究探討知覺心理安全氛圍（perceived psychological safety climate）對未來時間觀與意見表達行為間關係的調節效果。本研究採問卷調查法施測，共蒐集249對員工-同事對偶樣本。研究結果顯示：（一）開放式未來時間觀與促進性建言呈顯著正相關；開放式未來時間觀與抑制性建言未具有顯著相關；限制式未來時間觀與沉默行為呈顯著正相關；（二）調節焦點並未中介未來時間觀與意見表達行為間之關係；（三）知覺心理安全氛圍並未調節未來時間觀與意見表達行為間關係。最後，針對研究結果，進一步討論理論與實務意涵、研究限制與未來研究方向。 / This study is based on the socioemotional selectivity theory (SST), and has three objectives: First, to assess the effect of future time perspective (open-ended / limited) on opinion expression behavior (voice / silence). Second, to test the mediating role of regulatory focus (promotion / prevention) in the relationship between the future time perspective and the opinion expression behavior. Third, to examine the moderating role of perceived psychological safety climate on the relationship of future time perspective and opinion expression behavior. The results collected of 249 valid dyad (employee-colleague) pair showed that (1) open-ended future time perspective was positively related to promotive voice behavior, but not to prohibitive voice behavior; limited future time perspective was positively related to silence behavior. (2) regulatory focus did not mediate the relationship between future time perspective and opinion expression behavior. (3) no support was found for the expected moderating role of perceived psychological safety climate in the future time perspective—opinion expression behavior relationship. Finally, the study’s implications for theory and practice are discussed, its limitations are identified, and directions for future research are suggested.