薪酬不僅僅是工作上的回饋，也是代表個人能力的肯定與認可，薪酬的滿意程度，更是影響員工行為的重要誘因。本研究主要探討個人-組織適配、薪酬分配公平、組織公民行為及建言行為間之關係，並分析薪酬分配公平的中介效果及主動性人格特質的調節效果。
本研究為了避免共同方法變異，採兩階段問卷調查方式進行資料蒐集。第一階段樣本共發出281份，回收260份，回收率92.5%。第二階段問卷共發出260，回收243份，回收率93.46%，最終有效問卷為211份，有效回收率為81.15%。經統計分析之結果如下：
1. 個人-組織適配對薪酬分配公平具顯著正向影響。
2. 個人-組織適配對個人導向/組織導向組織公民行為具顯著正向影響。
3. 個人-組織適配對促進性/預防性建言行為具顯著正向影響。
4. 薪酬分配公平在個人-組織適配與個人導向/組織導向組織公民行為間具完全中介效果。
5. 薪酬分配公平在個人-組織適配與促進性/預防性建言行為具顯著的中介效果。
6. 主動性人格特質在薪酬分配公平與個人導向/組織導向組織公民行為間不具調節效果。
7. 主動性人格特質在薪酬分配公平與促進性/預防性建言行為具有顯著的調節效果。
最後，依據研究結果提出具體結論與建議供實務界與後續研究參考。

This study is to explore the influence of person-organization fit on organizational citizenship behavior and voice behavior, and the mediating effect of the distributive justice of compensation and the moderating effect of proactive personality.
This study is based on employees with direct supervisors and does not limit to specific industries. In order to reduce common method variance, the two-wave questionnaire survey was used to collect data in the study. There were 281 questionnaires distributed at the first phase and 260 valid questionnaires were returned. The valid response rate was 92.5%. Furthermore, 260 questionnaires were issued at the second phase and 243 valid questionnaires were returned. The valid response rate was 93.46% and 211 valid questionnaires ultimately. There is an 81.15% return rate. Based on the statistical analysis, results are as follows:
1. Person-organization fit is positively impact on distributive justice of compensation.
2. Person-organization fit is positively impact on organizational citizenship behavior -individuals /organizational citizenship behavior-organization, respectively.
3. Person-organization fit is positively impact on promotive/prohibitive voice behavior, respectively.
4. Distributive justice of compensation has a fully mediating effect between person-organization fit and organizational citizenship behavior-individuals/ organizational citizenship behavior-organization, respectively.
5. Distributive justice of compensation has no effect between person-organization fit and promotive/prohibitive voice behavior, respectively.
6. Proactive personality has no moderating effect between distributive justice of compensation and organizational citizenship behavior-individuals/organizational citizenship behavior-organization.
7. Proactive personality has no moderating effect between distributive justice of compensation and promotive/prohibitive voice behavior.
Based on the research results, the concrete conclusions and suggestions will provide for HRM practice and further study as the references.

審定書----------------------------------------------------------------------------------------------i
摘要------------------------------------------------------------------------------------------------ii
Abstract-----------------------------------------------------------------------------------------ii
目錄------------------------------------------------------------------------------------------------iv
圖目錄--------------------------------------------------------------------------------------------v
表目錄---------------------------------------------------------------------------------------------vi
第一章 緒論------------------------------------------------------------------------------------1
第一節 研究動機-----------------------------------------------------------------------------1
第二節 研究目的-----------------------------------------------------------------------------4
第二章 文獻探討------------------------------------------------------------------------------5
第一節 個人-組織適配----------------------------------------------------------------------5
第二節 薪酬分配公平------------------------------------------------------------------------6
第三節 主動性人格特質---------------------------------------------------------------------7
第四節 組織公民行為------------------------------------------------------------------------9
第五節 建言行為------------------------------------------------------------------------------------11
第六節 各研究變項之間的關係------------------------------------------------------------------------------------------------13
第七節 研究架構------------------------------------------------------------------------------------------------16
第三章 研究方法------------------------------------------------------------------------------------------------19
第一節 研究對象與資料蒐集------------------------------------------------------------------------------------------------19
第二節 各變項之操作性定義與衡量工具------------------------------------------------------------------------------------------------23
第三節 測量模型------------------------------------------------------------------------------------------------30
第四章 結果與討論------------------------------------------------------------------------------------------------33
第一節 相關分析------------------------------------------------------------------------------------------------33
第二節 薪酬分配公平中介效果分析------------------------------------------------------------------------------------------------36
第三節 主動性人格特質調節效果分析------------------------------------------------------------------------------------------------41
第四節 假設驗證結果------------------------------------------------------------------------------------------------44
第五章 研究結論與建議------------------------------------------------------------------------------------------------45
第一節 研究結論------------------------------------------------------------------------------------------------45
第二節 管理實務意涵------------------------------------------------------------------------------------------------47
第三節 研究限制與後續研究建議------------------------------------------------------------------------------------------------47
參考文獻------------------------------------------------------------------------------------------------49
附錄-問卷（第一階段）------------------------------------------------------------------------------------------------53
附錄-問卷（第二階段）------------------------------------------------------------------------------------------------56

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