基于主动动机模型，引入领导成员交换、团队成员交换、公民压力和职业敏捷性4个调节变量，从原因动机、能力动机和能量动机3个方面构建了员工建言意愿引致行为的整合模型，并通过两阶段跟踪调查所收集的366份有效样本数据进行统计分析。研究结果表明：员工建言意愿与建言行为存在中等程度的正相关；领导成员交换和团队成员交换充当能力动机来源，能够强化建言意愿对建言行为的正向预测作用；公民压力和职业敏捷性充当能量动机来源，在员工建言意愿与建言行为关系中分别起着倒U形调节和正向调节作用。

Based on the proactive motivation model, this study incorporates four moderating variables: leader-member exchange, team member exchange, citizenship pressure, and career agility. An integrated framework is developed to explain the transformation from voice intention to voice behavior, drawing on three types of motivational forces: “reason to” “can do” and “energized to”. Using a two-wave survey design, a total of 366 valid responses were collected and analyzed. The results reveal a moderate positive correlation between voice intention and voice behavior. Leader-member exchange and team member exchange, as sources of “can do” motivation, enhance the positive influence of voice intention on voice behavior. Meanwhile, citizenship pressure and career agility, serving as sources of “energized to” motivation, exhibit distinct moderating effects. Specifically, citizenship pressure demonstrates an inverted U-shaped effect on the relationship between voice intention and voice behavior, whereas career agility shows a positive moderating effect on this relationship.