本研究基於相似性－吸引理論與程序公平理論，探討部屬與主管的深層相似性與員工建言之關係，以檢視心理安全感的中介效果，以及部屬與主管的教育程度相似性與主管決策之程序公平的調節效果。本研究採主管與部屬一對二的配對方式發放問卷，三人一組共有300份問卷，有效問卷中，主管88份，員工176份。研究結果顯示：一、程序公平知覺在心理安全感和員工建言間具有正向的調節效果。二、深層相似性有助於提升心理安全感。三、教育程度相似性在深層相似性和心理安全感間具有負向的調節效果；與研究預期相反，部屬與主管的教育程度相似性愈低，深層相似性將正向強化員工的心理安全感。四、心理安全感在深層相似性和員工建言間具有中介效果，代表部屬與主管深層相似性愈高，員工的心理安全感愈強，愈有助於建言行為之產生。

On the basis of similarity-attraction theory and procedural justice theory, this study aims to investigate the relationship between deep-level similarity and employee voice, and test the mediating effect of psychological safety and the moderating effects of subordinate-supervisor education similarity and employee perception of procedural justice in this relationship. We distributed matching questionnaires to 100 supervisors and 200 of their direct subordinates and finally obtained 176 valid supervisor-subordinate dyads, including 88 supervisors and 176 subordinates. The research results show that (1) procedural justice amplifies the positive effect of psychological safety on employee voice; (2) deep-level similarity enhances psychological safety; (3) education similarity weakens the positive effect of deep-level similarity on psychological safety; and (4) psychological safety mediates the relationship between deep-level similarity and employee voice.