本研究旨在發展多層次傳銷業的組織公平模式。研究首先探討組織公平、組織文化、領導成員交換關係與工作滿意的相關文獻。其次,檢驗組織公平、領導成員交換關係與外在工作滿意的關係,領導成員交換關係對組織公平與外在工作滿意關係的中介效果,以及支持型文化對組織公平與領導成員交換關係的調節效果。研究樣本為台灣多層次傳銷公司263位直銷商。問卷資料以相關分析、線性結構方程模式、階層迴歸等方法進行驗證。結果發現:一、組織公平與領導成員交換關係有顯著的正向關聯。二、領導成員交換關係與外在工作滿意有顯著的正向關聯。三、領導成員交換關係對組織公平與外在工作滿意的關聯具有顯著的中介效果。文末並對管理意涵及未來研究方向提出討論。
The purpose of the present study was to establish the organizational justice model in multilevel direct selling industry. In this study, organizational justice was adopted as independent variable, leader-member relationship as mediator, extrinsic job satisfaction as dependent variable, and supportive culture as moderator on the relationship between organizational justice and leader-member relationship. The sample was 263 direct sales of multilevel direct selling companies in Taiwan. Pearson correlation, structural equation modeling and hierarchical regression were employed to examine the proposed model. The results showed that: first, organizational justice is significantly positive related to leader-member relationship; second, leader-member relationship is significantly positive related to extrinsic job satisfaction; and third, leader-member relationship played the significantly mediating role on the relationship between organizational justice and extrinsic job satisfaction. Finally, managerial implications and suggestions for future research are provided.