Workplace deviance is a pervasive and expansive problem for organization. For expanding the epistemic sphere on workplace deviance behavior, the research use organization justice as an independent variable to explore the relationships in both employee organization justice and workplace deviance behavior. The research group is for Taipei information technology industry employees and their superiors. The results came to 386 transversely effective samples and support most of out hypotheses by the examination of CFA and LISREL analysis. First, the distributive justice was the most common cause to reduce workplace deviance behavior (includes interpersonal deviance behavior and organizational deviance behavior). Second, besides distributive justice, procedural justice is another way to reduce employees' interpersonal deviance behavior. Finally, interactional justice also can reduce organizational deviance behavior. We discuss the implications of these results for future on organization justice and workplace deviance behavior.