在台灣的跨國公司隨著台灣國際化的腳步加快，台灣籍的員工將與一般我們所謂的外派員工互動增加，進而產生許多管理上值得我們去探討的面向。本研究針對我國三十一家知名外商公司發放問卷，並回收有效問卷一百八十五份，探討台灣員工在面對外派至台灣的外籍同事或上司，在組織正義裡的三個面向，如分配正義、程序正義、互動正義上，所產生的結果，對於員工的工作態度，如工作滿足、工作投入及組織承諾上，是否會造成影響，並以目標轉移、有效解釋與互動頻率來作為兩個變數之間可能的干擾變數。

本研究並透過SPSS統計套裝軟體，以敘述性統計、信度分析、Pearson積差相關分析、獨立樣本t檢定、單因子變異數分析以及迴歸分析等分析方式，發現如下：
1.面對外派員工時，本地員工在分配正義上，沒有其他兩項正義感受來的公平，得知台灣員工期望在分配上能與外籍員工一致。
2.在工作態度上，台灣員工的態度皆為正面的中上程度，說明外商公司的環境，使員工在工作滿足、工作投入與組織承諾皆感到滿足。
3.透過干擾變數的測試，發現雖然許多員工跟外派員工互動不高，但還是會以外派員工當作比較標的，雖說瞭解外派員工的貢獻，但還是會比較。
4.透過相關係數分析，組織正義與工作態度各構面皆為高度正相關，代表組織需營造出一個正義的環境，方能使員工保持正向的工作態度。
5.組織正義對工作態度的解釋力，從工作滿足的25.6%到組織承諾的20.6%最後在到工作投入的6%，瞭解到其遞延效果，從認知到態度，最後到行為，是會有所減少的。
6.年資及年齡越高者對組織承諾與工作態度上，接比其他分群高，說明一方面是情感上，另外一方面是轉換工作所失去的固定成本，滿足情感與認知兩個構面。
7.干擾變數上，僅有有效解釋會造成兩變數之間的干擾效果，其他兩項可能解釋為組織正義的控制變項。

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目錄
第一章 緒論…………………………………………………………………… 1
第一節 研究背景與動機…………………………………………………… 1
第二節 研究目的…………………………………………………………… 3
第三節 研究流程…………………………………………………………… 5

第二章 文獻探討……………………………………………………………… 7
第一節 組織正義…………………………………………………………… 7
第二節 組織正義的後果變項:工作態度………………………………… 25
第三節 干擾變項…………………………………………………………… 41

第三章 研究設計……………………………………………………………… 45
第一節 研究架構與研究假設……………………………………………… 45
第二節 研究變項定與問卷設計…………………………………………… 47
第三節 研究範圍及對象…………………………………………………… 50
第四節 抽樣對象與樣本分析……………………………………………… 52
第五節 研究分析方法……………………………………………………… 55
第六節 研究限制…………………………………………………………… 60

第四章 分析結果與討論……………………………………………………… 61
第一節 各研究變項之描述性統計………………………………………… 61
第二節 研究變項之相關性分析…………………………………………… 63
第三節 個人背景變項與各變項之關係…………………………………… 64
第四節 組織正義與干擾變數對工作態度之層及回歸分析……………… 74
　
第五章 結論與建議…………………………………………………………… 78
第一節 研究結果與討論…………………………………………………… 78
第二節 研究建議…………………………………………………………… 80

參考文獻……………………………………………………………………… 82
附錄一 研究量表對照 ……………………………………………………… 94
附錄二 問卷………………………………………………………………… 99



表目錄

表格代號 表格內容 表格頁數
表2-1-1 組織正義的定義……………………………………… 9
表2-1-2 組織正義構面………………………………………… 9
表2-1-3 社會比較……………………………………………… 12
表2-1-4 組織正義雙構面模式………………………………… 16
表2-1-5 分配正義與程序正義所影響的結果………………… 19
表2-1-6 組織正義的結果……………………………………… 24
表2-2-1 工作滿足的定義……………………………………… 28
表2-2-2 工作投入的定義……………………………………… 34
表2-2-3 組織承諾的定義……………………………………… 37
表3-3-1 選擇考對象因素……………………………………… 51
表3-4-1 受測公司整理………………………………………… 53
表3-4-2 個人變項之敘述性統計……………………………… 54
表3-4-3 組織正義之信度分析………………………………… 55
表3-4-4 工作態度之信度分析………………………………… 56
表3-4-5 干擾變項之信度分析………………………………… 57
表4-1-1 各研究變項統計分析表……………………………… 61
表4-2-1 組織正義、工作態度與干擾變數知相關分析表…… 63
表4-3-1 性別不同對各變項之差異性分析…………………… 64
表4-3-2 婚姻不同對各變項之差異性分析…………………… 65
表4-3-3 年齡不同對各變項之差異性分析…………………… 66
表4-3-4 教育程度的不同對各變項之差異性分析…………… 67
表4-3-5 服務年資的不同對各變項之差異性分析…………… 68
表4-3-6 職務功能的不同對各變項之差異性分析…………… 70
表4-3-7 職位的不同對各變項之差異性分析………………… 71
表4-4-1 組織正義與有效解釋的交互作用對工作態度之層級迴歸分析……………………………………………… 75
表4-4-2 組織正義與目標轉移的交互作用對工作態度之層級迴歸分析……………………………………………… 76
表4-4-3 組織正義與互動頻率的交互作用對工作態度之層級迴歸分析……………………………………………… 77




圖目錄

圖代號 圖格內容 圖頁數
圖1-1-1 人力資源管理模式…………………………………… 1
圖1-3-1 研究發展過程………………………………………… 5
圖1-3-2 研究流程圖…………………………………………… 6
圖2-1-1 正義環境與個人公平知覺……………………………
7
圖2-1-2 正義提高工作績效…………………………………… 8
圖2-1-3 正義發展圖…………………………………………… 8
圖2-1-4 公平理論發展過程…………………………………… 11
圖2-1-5 公平理論……………………………………………… 12
圖2-1-6 分配正義的後果變項………………………………… 15
圖2-1-7 組織正義對工作滿足度之影響……………………… 19
圖2-1-8 程序正義的後果變項………………………………… 20
圖2-1-9 獎賞分配過程………………………………………… 21
圖2-1-10 組織正義發展過程…………………………………… 22
圖2-1-11 互動正義的後果變項………………………………… 23
圖2-1-12 組織正義的後果變項………………………………… 25
圖2-1-13 組織正義影響作態度………………………………… 25
圖2-2-1 態度理論……………………………………………… 27
圖2-2-2 期望差距與工作滿足………………………………… 29
圖2-2-3 需求滿足理論模式…………………………………… 30
圖2-2-4 員工在工作不滿足時的反應………………………… 31
圖2-2-5 工作滿足前因與後果架構圖………………………… 32
圖2-2-6 工作投入與職業投入………………………………… 34
圖2-2-7 工作投入的內生激勵概念…………………………… 35
圖2-2-8 工作投入綜合理論模式……………………………… 36
圖2-2-9 組織承諾的前因與後果變項模式一………………… 39
圖2-2-10 組織承諾的前因與後果變項模式二………………… 40
圖2-3-1 員工公平比較流程圖………………………………… 42
圖3-1-1 本研究架構圖………………………………………… 45
圖4-4-1 程序正義與有效解釋的交互作用對工作投入的影響 74
圖4-4-2 程序正義與有效解釋的交互作用對工作投入的影響 74

一、中文部分

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黃淑芬，2006。立法院約聘人員與正式職員組織公民行為之研究-組織公正之干擾效果，國立中山大學人力資源管理研究所碩士論文。
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鄭坤裕，2000。工作異動之組織正義知覺對異動後工作態度之影響，國立交通大學經營管理研究所碩士論文。
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