在信息化和全球化快速发展的时代，企业的发展速度如同飞车的列车，面临的竞争压力同样与日俱增。传统依赖高管团队至上而下的决策模式难以跟上这飞速的时代步伐，更难助企业在激烈的市场竞争中稳住地位。近年来，越来越多的管理者及学者关注到对员工进行建言采纳的重要性，建言采纳作为一项关键的组织行为，能够有效促进员工与管理者之间的沟通与协作，进而提升员工的参与感和工作满意度，从而增加工作绩效。目前，针对员工建言行为的研究普遍表明，员工建言行为对组织的持续改进和创新具有至关重要的作用，而关于建言采纳的研究大多数集中在其影响因素上，此项研究的目标是深入了解建议采纳后的影响，详细探讨其对员工情感和行为的作用、影响机制以及可能的调节作用。建言采纳是指当员工表达他们的观点、意见或建议时，管理层对其的接受和回应。本研究以建言采纳为出发点，首先运用访谈法深入探讨了员工在建言被采纳后的情绪变化、行为表现及其产生的结果。通过这一研究，建立了建言采纳与工作投入之间的紧密联系。接着，引入了工作繁荣作为中介变量，深入剖析了建言采纳对工作投入的内在影响机制。考虑到员工个人特质的差异，特别选取了主动性人格作为调节变量，以探究不同水平的主动性人格在其中的调节作用。本项研究采用了探索性时序设计作为研究手段，旨在深入探索建言采纳的影响机制及其作用路径。预研究阶段采用访谈法，邀请了来自不同岗位和行业的12名员工进行深入交流。通过Nvivo12软件对访谈内容进行编码分析，初步构建了建言采纳能够通过影响员工情绪进而提升工作投入的假设，并揭示了其中的边界条件。在后续研究中，细化了研究模型并提出一个有调节的中介模型，即建言采纳通过影响员工的工作繁荣从而提升工作投入，主动性人格作为调节变量，并采用问卷法进行了实证验证。共收集到237份有效员工数据，利用SPSS26、Amos24软件对数据进行统计分析。本篇文章的主要研究发现为：（1）建言采纳对于工作的投入产生了明显的积极效果。（2）在探讨建言采纳与工作投入之间的联系时，工作繁荣起着部分中介作用，也就是说，建言采纳能够通过提升员工的工作繁荣进而促进工作投入的增加。（3）主动性人格对工作繁荣在建言采纳与工作投入之间的中介作用具有负向调节作用。尤其是对于主动性人格低的员工，建言采纳通过工作繁荣的中介作用对工作投入的影响更显著。以上结论为组织管理者提供了启示，深入挖掘了激发员工工作繁荣和工作投入的关键要素，为推动组织的持续发展注入了新的动力。同时，本研究扩展了建言采纳后效的研究框架与视角，为组织管理者重视并有效运用建言采纳提供了坚实的理论支撑。助力企业管理者在实践中更好地运用这一策略，进一步优化组织内部的沟通机制，促进员工与管理者的紧密合作，共同助力组织的繁荣与长远发展。

In an era of rapid development in information technology and globalization, the pace of enterprise growth is like a speeding train, facing ever-increasing competitive pressure. Traditional decision-making models struggle to keep up with the fast pace of this era and find it even harder to help companies maintain their position in the fierce market competition. Therefore, companies must make decision-making more diverse and flexible to adapt to the rapidly changing market environment. The Toyota Production System (TPS) applied by Toyota is widely acclaimed for its advanced and efficient management approach, with its most important feature being a continuous culture of 'improvement'. Toyota places great emphasis on the idea of 'improvement', believing that there is always room for improvement in any work area, and requires employees to have a strong sense of problem awareness, quickly identify issues, and vigorously encourage employees to provide solutions in their actual work. In recent years, more and more managers and scholars have recognized the importance of soliciting and adopting employee feedback. As a key organizational behavior, adopting employee feedback can effectively promote communication and collaboration between employees and managers, thereby enhancing employee engagement and job satisfaction, ultimately increasing work performance. Currently, research on employee voice behavior generally indicates that employee voice behavior plays a crucial role in the continuous improvement and innovation of organizations. Most studies on the adoption of suggestions focus on its influencing factors. The goal of this study is to gain a deeper understanding of the impact after voice endorsement, carefully exploring their effects on employee emotions and behaviors, the influencing mechanisms, and possible moderating effects.Voice endorsement refers to the acceptance and response by management when employees express their views, opinions, or suggestions. This study takes voice endorsement as a starting point, first using interviews to delve into employees' emotional changes, behavioral expressions, and outcomes after their voices are acknowledged. Through this research, a close link between voice endorsement and work engagement is established. Subsequently, thriving at work is introduced as a mediating variable to thoroughly analyze the intrinsic impact mechanism of voice endorsement on thriving at work. Considering individual differences in employee traits, proactive personality is specifically selected as a moderating variable to explore its moderating effect at different levels of proactive personality.The research employs an investigative time-series design approach to thoroughly investigate the factors and routes influencing voice endorsement. In the preliminary research stage, interviews were conducted with 12 employees from different positions and industries. The interview content was coded and analyzed using Nvivo12 software, initially constructing hypotheses on how voice endorsement can influence employee emotions to enhance work engagement, while also revealing the boundary conditions. Subsequent research refined the research model and proposed a moderated mediation model, with voice endorsement influencing work engagement through the enhancement of thriving at work, with proactive personality as a moderating variable, empirically validated through questionnaires. A total of 237 valid employee data were collected and statistically analyzed using SPSS26 software. The main research findings of this article are: (1) Voice endorsement has a significantly positive effect on work engagement. (2) In the context of exploring how voice endorsement correlates with work engagement, work flourishing plays a partial mediating role, indicating that voice endorsement can increase work engagement by enhancing thriving at work. (3) The proactive personality has a negative moderating effect on the mediating role between work prosperity and the adoption of suggestions and work engagement.The above conclusions provide insights for organizational managers, deepening the exploration of key elements that inspire employee prosperity and work engagement, injecting new energy into driving the continuous development of the organization. At the same time, this study extends the research framework and perspective of advice acceptance effects, providing solid theoretical support for organizational managers to value and effectively utilize advice acceptance. This helps enterprise managers better apply this strategy in practice, further optimizing internal communication mechanisms within the organization, promoting close cooperation between employees and managers, and jointly supporting the prosperity and long-term development of the organization.