本研究的目的在於應用問卷調查方法探討台灣運籌產業中組織公平、信任與工作績效之關係。由於運籌屬於資本密集的行業，也是知識密集的產業，從供應鏈管理到顧客關係管理，必需整合物流、商流、資訊流、金流與人流等系統，方能有效發揮資源的綜效。
本研究以組織公平（分配公平、程序公平、互動公平）為自變項，信任（同事信任、主管信任、組織信任）為中介變項，工作績效（任務績效、脈絡績效）為依變項，以台灣地區運籌產業之內部員工為研究對象，應用問卷調查法，總計發出600份問卷，回收有效問卷314份，研究結果顯示：
1、個人變項的不同在組織公平、信任與工作績效上並無顯著差異。
2、組織公平、信任與工作績效各構面間，均呈非常顯著相關。
3、組織公平對工作績效有顯著的正向影響。
4、主管信任與組織信任對工作績效有顯著影響，而同事信任對工作績效則無顯著影響。
5、主管信任與組織信任對組織公平與任務績效存在顯著的中介效果。
6、主管信任與組織信任對組織公平與脈絡績效存在顯著的中介效果。
本研究整合人力資源、行銷與運籌領域，不但有助於運籌產業發展，更能進一步發展組織公平、信任與工作績效的關係模式。

The objective of this study is to investigate the relationships among organizational justice, trust, and work performance in Taiwan logistics industry with the usage of structured questionnaire survey to obtain quantitative data for the further analysis. Due to it is the industry of capital intensive and knowledge intensive, logistics must integrate other elements such as information, finance, and human capital and so on to manifest its effectiveness of the connection from supply chain management to customer relationship management.
This study takes “organizational justice” (distributive justice, procedure justice and interactional justice) as self-variable item, “trust” (colleague trust, supervisor trust and organizational trust) as intermediary variable item, and “work performance” (task performance and contextual performance) as dependent variable item. The research targets are corporation employees within logistics industry in Taiwan area. The survey research method has been adopted six hundreds of questionnaires have been sent out and receive three hundreds and fourteen valid questionnaires back. The research result shows that:
1. The individual tendency variation does not have significant difference in organizational justice, trust and work performance
2. There is an obvious positive relationship among organizational justice, trust and work performance.
3. Organizational justice has a positive effect on work performance.
4. Supervisor trust and organizational trust have significant effect on work performance and colleague trust does not have significant effect on work performance.
5. Supervisor trust and organizational trust have significant intermediary effect on interactional justice and work performance.
6. Supervisor trust and organizational trust have significant intermediary effect on organizational justice and contextual performance.
There is not only a need for a generic theory development of logistics management, but further discussion of relationship among organizational justice, trust and work performance with the incorporation of human resource.

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究問題與目的 2
第三節 研究流程 4

第二章 文獻探討 5
第一節 行銷、運籌與人力資源 5
第二節 組織公平之理論與研究 7
第三節 信任之理論與研究 14
第四節 工作績效之理論與研究 21
第五節 組織公平、信任與工作績效之關係 26

第三章 研究方法 29
第一節 研究架構 29
第二節 研究變項之操作性定義 30
第三節 研究假設 31
第四節 研究工具及測量方法 32
第五節 資料蒐集 37
第六節 資料分析方法 39
第七節 研究限制 40

第四章 資料分析結果 41
第一節 各研究變項之特性分析 41
第二節 組織公平與工作績效之影響 50
第三節 信任對組織公平與工作績效之中介模式分析 53
第四節 考慮信任之情境效應 60

第五章 結論與建議 64
第一節 結論 64
第二節 建議 66

參考文獻 68
附錄 一、研究問卷 73
二、結構方程模式分析資料 77
表目錄
表2-1-1 組織公平兩構面分類架構 8
表2-2-1 信任的重要性 14
表2-2-2 信任的定義 15
表2-2-3 信任之特性 17
表2-3-1 Borman & Motowidlo 之脈絡績效分類 23
表3-4-1 量表來源與信度 32
表3-4-2 工作績效量表構面 33
表3-4-3 組織公平量表構面 34
表3-4-4 信任量表構面 35
表3-4-5 研究變項內部一致性信度值彙總表 35
表3-5-1 問卷之發放與回收情形 37
表3-5-2 樣本描述 38
表4-1-1 各研究變項之描述性統計表 41
表4-1-2 性別與各變項間之t檢定 42
表4-1-3 公司職位與各變項間之t檢定 43
表4-1-4 婚姻狀況與各變項間之t檢定 44
表 4-1-5 年齡與各變項間之ANOVA 檢定表 45
表4-1-6 教育程度與各變項間之ANOVA檢定表 46
表4-1-7 公司類別與各變項間之ANOVA檢定表 47
表4-1-8 工作年資與各變項間之ANOVA檢定表 48
表4-1-9 研究變項相關分析摘要表 49
表4-2-1 組織公平對工作績效之複迴歸分析 50
表4-2-2 組織公平對信任之複迴歸分析表 51
表4-2-3 信任對工作績效之複迴歸分析表 52
表4-3-1 信任對分配公平與任務績效的層級迴歸分析表 53
表4-3-2 信任對程序公平與任務績效的層級迴歸分析表 54
表4-3-3 信任對互動公平與任務績效的層級迴歸分析表 54
表4-3-4 信任對分配公平與脈絡績效的層級迴歸分析表 55
表4-3-5 信任對程序公平與脈絡績效的層級迴歸分析表 55
表4-3-6 信任對互動公平與脈絡績效的層級迴歸分析表 56
表4-4-1 同事信任對組織公平與工作績效關係之情境效應 61
表4-4-2 主管信任對組織公平與工作績效關係之情境效應 62
表4-4-2 組織信任對組織公平與工作績效關係之情境效應 63
表5-1-1 假設驗證結果彙總表 65

圖目錄
圖1-1 本研究流程 4
圖2-1 兩條互補的績效途徑 26
圖3-1 研究架構圖 29
圖4-1信任對組織公平與脈絡績效之中介模式 56
圖4-2信任之中介模式應用結構方程模式(AMOS)分析 59

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