在企業經營環境的劇烈變遷過程中，企業的競合關係更為密切，因此領導者逐漸開始重視團隊的學習行為，期許透過學習行為中知識與技術分享，讓企業朝多元方向成長與創新，以迅速回應外在的環境的變化。
本研究主要探討知覺程序公平、團隊信任、團隊學習行為與主管與部屬關係品質差異之間的關係，並以社會交換理論為基礎，探討團隊信任在知覺程序公平對團隊學習行為的的中介效果，以及主管與部屬關係品質差異在知覺程序公平對團隊信任的調節效果。
研究問卷採兩階段方式進行調查，蒐集資料來自臺灣的製造業、資訊科技業、服務業、運輸物流業、金融保險業、批發零售業等產業，並以單位層級進行資料分析。有效樣本包含94家公司，146個單位，共667份問卷。研究統計方法包含信度分析、評分者間信度分析、驗證性因素分析、相關分析與層級迴歸分析等。
分析結果顯示，本研究之研究架構模型適配度良好，且實證結果如下：(1) 知覺程序公平與團隊信任具有正向關係；(2)團體信任與團體學習行為具有正向關係；(3) 團體信任在知覺程序公平與團體學習行為之間具有中介效果；(4)主管與部屬關係品質差異對知覺程序公平與團體信任的關係具有負向調節效果。
根據分析結果，團隊應重視知覺程序公平，廣納團隊成員共同參與決策，驅動成員對團隊的信任感，並且鞏固主管與部屬的關係品質，進一步提升團隊學習行為。另外，也在本研究最後提出實務意涵與未來研究建議，供後續企業團隊與研究者進行參考。

In the process of dramatic changes in the company’s operating environment, the company has more competitive and cooperative relationships, so leaders gradually begin to pay attention to the learning behavior of the team, hoping to share the knowledge and technology in the learning behavior, so that the company can grow and innovate in multiple directions to quickly respond to changes in the external environment.
This research mainly explores the relationship between procedural fairness, team trust, team learning behavior and LMXD. Based on the social exchange theory, this study also explores the mediating effect of team trust in procedural fairness on team learning behavior, and the moderating effect of LMXD in procedural fairness on team trust.
The research questionnaire is conducted in a two-stage survey. The collected data comes from major industries in Taiwan. And the unit of analysis in this research is at the group level. The valid sample was collected from 667 valid questionnaires in 146 units of 94 companies. The research statistical methods include reliability analysis, inter-rater reliability analysis, confirmatory factor analysis, correlation analysis and regression analysis.
The analysis results are as follows: (1) Procedural fairness has a positive relationship with team trust; (2) Team trust has a positive relationship with team learning behavior; (3) Team trust has a mediating effect between procedural fairness and team learning behavior; (4) LMXD has a negative adjusting effect on the relationship between procedural fairness and team trust.
According to the analysis results, the team should pay attention to procedural fairness, and through joint participation in decision-making, to encourage members to have a sense of trust in the team, and further improve team learning behavior. In addition, the practical implications and future research suggestions are also put forward at the end of this study for the reference of enterprise teams and researchers.

論文審定書 i
誌 謝 ii
中文摘要 iii
Abstract iv
目 錄 v
圖 次 vi
表 次 vii
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
第二章 文獻探討 4
第一節 社會交換理論 4
第二節 變數介紹 6
第三節 假說推導 14
第三章 研究方法 18
第一節 研究架構 18
第二節 研究樣本 19
第三節 研究假說彙整 24
第四節 操作型定義與衡量方式 25
第五節 統計分析方法 30
第四章 實證結果分析 32
第一節 原始資料整合正當性檢驗 32
第二節 模型檢測 33
第三節 相關分析 34
第四節 層級迴歸分析 34
第五章 結論與建議 43
第一節 研究分析結果 43
第二節 研究意涵 46
第三節 研究限制與未來研究建議 48
參考文獻 49

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