本研究以「不確定性管理理論」觀點切入，探討分配公平對於離職傾向、時間竊盜及工作滿意度的影響，以及不確定性因素LMX（情境因素）、情緒不確定性(特質因素)在此歷程中的調節效果。綜觀過去研究，多著重在單一來源不確定性因素的探討，因此本研究同時加入兩種不確定性來源因素，進一步探討其交互作用對公平效果的影響。本研究在兩個時間點蒐集台灣企業組織在職員工資訊，共計回收242份有效問卷。迴歸階層結果發現：一、分配公平確實可預測員工的離職傾向、工作滿意度；二、當員工LMX品質低（高不確定性）時，分配公平對於員工的離職傾向具有顯著的正向調節效果、對於員工的工作滿意度則具有顯著的負向調節效果；三、員工情緒不確定性，在分配公平與離職傾向之間雖具有顯著的正向調節效果，但與本研究原先之推論相反。最後，針對主要發現與研究限制進行討論，並提出未來研究之建議。

This study adopts the perspective of the “Uncertain Management Theory” to explore the influence of distributive justice on turnover intention, time theft, and job satisfaction. Due to past research mostly focused on the discussion of uncertain factors in a single source, this study includes two sources of uncertainty and further explores the impact of interaction on fairness. The current study examines the moderating effects of uncertainty factors – LMX (situational factor), and emotional uncertainty (trait factor) – on the relationship between distributive justice and outcome variables. This study collects data from the employees of Taiwanese organizations at two-time points and receives 242 valid questionnaires. The result of the regression analyzes has pointed out that distributive justice predicts employee turnover intention and job satisfaction. Besides, when LMX quality is low (high uncertainty), distributive justice significantly and negatively relates to turnover intention and job satisfaction. Moreover, low emotional uncertainty strengthens the negative relationship between distributive justice and turnover intention, and it is contrary to the original hypothesis of this study. Overall, the current study discusses the main findings and research limitations and provide suggestions for future researchers.

論文審定書 i
中文摘要 ii
Abstract iii
目錄 ⅳ
圖表次 ⅴ
表目次 ⅴi
第一章 緒論 1
第二章 文獻回顧 6
第一節 分配公平(Distributive Justice) 6
第二節 不確定性管理理論(Uncertainty management theory) 10
第三章 研究方法 15
第一節 研究樣本與問卷發放程序 15
第二節　研究工具 17
第四章 研究成果 19
第一節　驗證性因素分析 19
第二節　信度分析、描述性統計及相關分析 19
第三節　研究假設驗證 22
第五章 結論與建議 26
第一節　研究結論 26
第二節　研究限制與未來研究方向 29
第三節　理論貢獻與實務意涵 31
參考文獻 33
附錄 44

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