本研究主要目的為:在我國的組織實務中,驗證員工的薪酬公平(依參考標的分為外部公平、內部公平、個人公平三構面)、程序公正(依程序要項分為參與、溝通、互動、申訴四構面)對員工薪酬滿足、薪酬制度滿足、組織承諾(經因素分析得到認同承諾、努力承諾及留職承諾三構面)及組織公民行為(經因素分析得到認同組織、協助同事、不生事爭利、公私分明、敬業守法及自我充實六構面)之影響,以建立較完整之組織公正觀念架構。本研究針對電子資訊業八家大型企業進行研究,共調查227名員工及其直接主管,資料經由因素分析、相關分析及複迴歸分析,主要研究結果為:1.薪酬公平及程序公正均與薪酬滿足、薪酬制度滿足呈正相關,薪酬公平對薪酬滿足有較高的解釋力;程序公正對薪酬制度滿足有較高的解釋力。2.薪酬公平及程序公正均與組織承諾呈正相關,程序公正有較高的解釋力;薪酬公平與留職承諾關係較為明顯,以外部公平的解釋力最高;程序公正則與認同承諾關係較為明顯。3.薪酬公平及程序公正均與組織公民行為呈正相關;薪酬公平與協助同事、公私分明關係較為明顯;程序公正與認同組織、不生事爭利關係較為明顯。
This study examined the effects of distributive and procedual justice on satisfaction with pay and pay system, organizational commitment & organizational citizenship behavior. We suveyed 227 employees and their supervisors from 8 firms in the electrical industry in Republic of China. The data were analysed by factor analysis and hierarchical regression analysis. The major findings are: distributive justice accounted for more unique variance in satisfaction with pay than did procedual justice; but procedual justice accounted for more unique variance in satisfaction with pay system and organizational commitment. Both distributive and procedual justice were significantly related to organizational citizenship behavior.