随着人力资源成为组织核心竞争力越来越重要的组成部分，影响建言行为的因素成为企业调动员工积极主动性的重要因素。本文旨在研究组织伦理氛围对员工建言行为的影响，同时关注组织认同的中介作用以及中庸思维的调节效应。通过对企业员工进行问卷调查，得出相关数据，通过差异性分析、相关分析以及回归分析，得到如下研究结论： （1）建言行为、组织认同和中庸思维在不同年龄段存在显著性差异；建言行为在不同工作年限上也存在显著性差异； （2）除工具性伦理氛围，组织伦理氛围各维度对建言行为有正向影响； （3）组织认同在除工具性伦理氛围外的其他四个伦理氛围维度和建言行为的两个维度之间具有中介作用； （4）中庸思维在关怀性伦理氛围和建言行为之间具有调节作用，在组织伦理氛围其他四个维度不存在调节作用。

With the human resource becoming more and more important for the organizational core competitiveness, it is essential for the organizations to figure out the elements which affect the employee voice behavior. The study aims to discuss the impact of organizational ethical climate on the employee voice behavior, the mediation effect of organizational identification and the moderating effect of zhong-yong mode of thinking. The study get data from the questionnaire. With the method of difference analysis, correlation analysis and regression analysis, the conclusion of the study are as follows: (1)The employee voice behavior, organizational identification and zhong-yong mode of thinking exist significant differences in age groups; (2)The four dimensions of organizational ethical climate has positive effect on employee voice behavior, except instrumental ethical climate. (3)Organizational identification mediates the relationship between the four dimensions of organizational ethical climate, except instrumental ethical climate, and employee voice behavior. (4)Zhong-yong mode of thinking moderates the relationship between caring ethical climate and employee voice behavior, having no moderating effect between other ethical climate and employee voice behavior.