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.