組織正義顯示員工對組織對待方式公平性的知覺與行為反應。根據社會交互理論，組織正義的可能產生組織信任，源自於與正向的組織互動而願意投資個人的資源來維持與組織的關係，以及知覺組織支持，亦即員工感受到其貢獻受組織中是，而組織也在乎其福祉與公平對待。這三個變項都可促進情感性組織承諾。為探討組織信任與知覺組織支持可否中介，取材自印尼家禽業公司的188份有效問卷進行分析。所有的研究假說都獲得支持，並提出討論與管理意涵。

Organizational justice refers to employee perceptions of fairness of treatment by the organization, and their behavioral reactions to this justice. Based on social exchange theory, one consequence of organizational justice is organizational trust, the willingness to invest one's resources in a relationship resulting from positive expectations as a consequence of previous interaction. Another consequence of organizational justice is perceived organizational support (POS), the extent to which employees feel their contribution is valued by the organization, and the organization cares about their well-being and gives fair treatment. All three variables may contribute to affective organizational commitment. To test the mediation of organizational trust and POS, 188 valid questionnaires were analyzed in a large company of poultry industry in Indonesia. All research hypotheses were supported. Discussion and managerial implications are provided.

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