本研究主要探討員工對組織內晉升制度的公平認知，以及其公平認知對工作投入所產生的影響。研究目的包括探討員工對晉升制度的認知是否影響其程序公平、互動公平及分配公平的認知，此公平認知是否對其工作投入具有影響性，研究結果將可作為企業晉升制度的執行參考依據。
研究結果顯示，研究結果顯示，員工對晉升制度的認知，會影響其程序公平，互動公平及晉升結果的分配公平認知，同時也會影響其工作投入。其影響尤以「晉升程序正式化程度」，「晉升候選人衡量準則明確程度」及「多元參與決策程度」三個構面達顯著水準，表示，企業在執行晉升制度時落實晉升制度的政策及程序，針對晉升候選人的衡量準則充份明確地與員工溝通，晉升決策過程由公正客觀的多數人參與討論，共同決策將提高員工對晉升制度的公平認知也提高員工的工作投入。
　　另外，員工對晉升制度的程序公平，互動公平及分配公平認知對工作投入的影響雖達顯著水準，但其中介效果的檢定郤不顯著。表示，影響員工對工作投入的因素除了公平認知之外，尚有其它因素，只要員工認知目前的工作足以滿足個人所需，員工就會增加工作投入程度。這些因素包括其它非工作本身的獎酬因素滿足個人需求，或來自工作本身的成就感。　

The present study investigates whether employees’ perception on promotion system influence their perception on procedure justice, interaction justice, and distribution justice, and their job involvement. Using 357 samples, we found that employees’ perception on promotion system influence their procedure justice, interaction justice, and distribution justice, and their job involvement as well. Formalization of promotion system, Candidates’ criteria and employees’ participation in promotion decision especially have significant influence. Although the investigation has indicated that justice perception has no mediating effect between justice perception and job involvement, it is still important to manage promotion system. It suggests that the observed effect of perception on promotion system may reflect actual behavior differences- job involvement which might result from other satisfaction with incentive or job accomplishment.

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