尽管建言行为理论已经发展近50年，但大量研究主要探索了如何让员工“敢建言”、“多建言”，忽略了对建言本身质量的探讨。本研究将通过质性研究和实证研究探讨建言质量的内涵、测量与前因机制。质性研究，主要按照扎根理论的思想，界定员工建言质量的内涵，并严格遵循量表开发步骤，开发员工建言质量的测量工具。实证研究，主要基于数据驱动的内隐建言理论，从个体层面探讨员工批判性思维对员工建言质量的作用机制，即员工数据驱动的内隐建言信念的中介作用，以及员工建言效能感和员工工作绩效的调节作用；团队层面探讨领导批判性思维对员工建言质量的跨层影响机制，即团队数据驱动的建言氛围与员工数据驱动的内隐建言信念的中介作用，以及团队任务反思与团队建言奖励机制的调节作用。以期通过建言质量的量表开发以及前因机制的探讨，进一步丰富和拓展员工建言行为理论，并为管理实践提供理论指导。

Although employees’ voice behavior theory has been developing for nearly 50 years, a large number of studies mainly focus on how to enable employees “to dare to voice” and “to voice more”, ignoring the quality of the employees’ voice. This paper discusses the content, measurement and antecedent variables of employees’ voice quality through qualitative and empirical studies. In the qualitative study, we are based on the grounded theory to define the connotation of employees’ voice quality, and endeavor to develop a comprehensive measurement of employees’ voice quality in guidance of strict scale development procedures. The empirical research is guided by data-driven implicit voice theory. At individual level, we test the mediating role of employees’ data-driven implicit voice beliefs and the moderating role of employees’ voice efficacy and task performance in the relationship between employees’ critical thinking and employees’ voice quality. At team level, we test the mediating role of team data-driven voice climate and employees’ data-driven implicit voice beliefs, and the moderating role of team task reflexivity and voice reward system in the relationship between leaders’ critical thinking and employees’ voice quality. It is expected to enrich and develop the employees’ voice behavior theory through the scale development and the antecedent variables discussion on the quality of employees’ voice , thus providing theoretical guidance for management practice.