本研究探討組織公平、組織支持、主管與部屬交換關係、工作滿意度、退縮行為之間的關係，並檢視主管與部屬交換關係對於組織公平和組織支持兩者間關係的調節作用。本研究以問卷進行調查，共回收254份有效樣本。研究結果證實：(1)主管與部屬交換關係會調節組織公平與組織支持兩者之間的關係；(2)組織支持與工作滿意度具有正向關係；(3)組織支持與退縮行為具有負向關係。本研究依據研究結論，提出管理意涵與未來研究之建議。

This study investigates the relationships among organizational justice, organizational support, job satisfaction, and withdrawal behavior. The moderation of leader-member exchange is also examined in the relationship between organizational justice and employee perceived organizational support. A total of 254 valid responses were collected through the survey. The results indicate that leader-member exchange moderates the relationship between organizational justice and perceived organizational support. Employee perceived organizational support is also positively related to their job satisfaction and negatively related to withdrawal behavior. Drawn on the findings, managerial implications and suggestions for future research are thus discussed.

Adams, J. S. (1963). Toward an understanding of inequity. Journal of Abnormal and Social Psychology, 67(5), 422-436.
Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in Experimental Social Psychology (Vol. 2, pp. 267-299). New York, NY: Academic Press.
Aiken, L. S. & West, S. G. (1991). Multiple Regression: Testing and Interpreting Interactions. Thousand Oaks, CA: Sage.
Alderfer, C. P. (1969). An empirical test of a new theory of human needs. Organizational Behavior and Human Performance, 4(2), 142-175.
Armeli, S., Eisenberger, R., Fasolo, P. & Lynch, P. (1998). Perceived organizational support: Contributions of supervisor support and organizational fairness. Journal of Applied Psychology, 83(3), 286-296.
Bies, R. J. & Moag, J. S. (1986). Interactional justice: Communication criteria of fairness. In R. J. Lewicki, B. H. Sheppard & M. H. Bazerman (Eds.), Research on Negotiation in Organizations (Vol. 1, pp. 43-55). Greenwich, CT: JAI Press.
Colquitt, J. A. (2013). Organizational justice. Annual Review of Organizational Psychology and Organizational Behavior, 1, 379-399.
Cronbach, L. J. (1951). Coefficient alpha and the internal structure of tests. Psychometrika, 16(3), 297-334.
Cropanzano, R. & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874-900.
Dansereau, F., Cashman, J. F. & Graen, G. B. (1973). Instrumentality theory and expectancy theory: Some experimental results. Organizational Behavior and Human Performance, 9(3), 482-503.
Dansereau, F., Graen, G. & Haga, W. J. (1975). A vertical dyad linkage approach to leadership within formal organizations. Organizational Behavior and Human Performance, 13(1), 46-78.
Dienesch, R. M. & Liden, R. C. (1986). Leader–member exchange model of leadership: A critique and further development. Academy of Management Review, 11(3), 618-634.
Eisenberger, R. (1990). Perceived organizational support. Journal of Applied Psychology, 75(1), 51-59.
Eisenberger, R., Fasolo, P. & Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75(1), 51-59.
Eisenberger, R., Huntington, R., Hutchison, S. & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507.
Eisenberger, R., Jones, J. R., Stinglhamber, F., Shanock, L. & Randall, A. T. (2010). Flow experiences at work: For high quality ties with supervisors, high perceived organizational support, and more. Journal of Applied Psychology, 95(4), 703-714.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L. & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565-573.
Graen, G. B. & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader–member exchange (LMX) theory of leadership over 25 years. Leadership Quarterly, 6(2), 219-247.
Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 16(2), 399-432.
Greenberg, J. (1993). The social side of fairness: Interpersonal and informational classes of organizational justice. In R. Cropanzano (Ed.), Justice in the Workplace: Approaching Fairness in Human Resource Management (pp. 79-103). Mahwah, NJ: Lawrence Erlbaum Associates.
Gupta, N. & Jenkins, G. D. (1991). Organizational fairness perceptions of male and female managers. Psychological Reports, 69(3), 769-774.
Hanisch, K. A. (1995). College students and organizational withdrawal: A replication. Journal of Organizational Behavior, 16(3), 297-306.
Hanisch, K. A. & Hulin, C. L. (1991). General attitudes and organizational withdrawal: An evaluation of a causal model. Journal of Organizational Behavior, 12(1), 1-13.
Herzberg, F., Mausner, B. & Snyderman, B. B. (1959). Motivation to Work. New York, NY: Wiley.
Hoppock, R. (1935). Job Satisfaction. New York, NY: Harper.
Homans, G. C. (1961). Social Behavior: Its Elementary Forms. New York, NY: Harcourt, Brace & World.
Leventhal, G. S. (1980). What should be done with equity theory? In K. J. Gergen, M. S. Greenberg & R. H. Willis (Eds.), Social Exchange: Advances in Theory and Research (pp. 27-55). New York, NY: Plenum Press.
Levinson, H. (1965). Reciprocation: The relationship between man and organization. Administrative Science Quarterly, 9(4), 370-390.
Liden, R. C. & Maslyn, J. M. (1998). Multidimensionality of leader–member exchange: An empirical assessment through scale development. Journal of Management, 24(1), 43-72.
Likert, R. (1932). A Technique for the Measurement of Attitudes. Archives of Psychology, 22(140), 1-55.
Loi, R., Hang-Yue, N. & Foley, S. (2014). Linking leader–member exchange and employee work performance: The mediating role of psychological empowerment and the moderating role of perceived organizational support. Asia Pacific Journal of Management, 31(4), 965-989.
Maslow, A. H. (1954). Motivation and Personality. New York, NY: Harper.
Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237-240.
Nunnally, J. C. (1967). Psychometric Theory (2nd ed.). New York, NY: McGraw-Hill.
Niehoff, B. P. & Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36(3), 527-556.
Rhoades, L. & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698-714.
Scandura, T. A. (1999). Rethinking leader–member exchange: An organizational justice perspective. Leadership Quarterly, 10(1), 25-40.
Smith, P. C., Kendall, L. M. & Hulin, C. L. (1969). Measurement of Satisfaction in Work and Retirement. Chicago, IL: Rand-McNally.
Thibaut, J. & Walker, L. (1975). Procedural Justice: A Psychological Analysis. Hillsdale, NJ: Lawrence Erlbaum Associates.
Villa, J., Howell, J. P., Dorfman, P. W. & Daniel, J. L. (2003). Demographic dissimilarity and leader–member exchange: The moderating role of LMX in diverse groups. Journal of Applied Psychology, 88(3), 393-404.
Vroom, V. H. (1964). Work and Motivation. New York, NY: Wiley.
Weiss, D. J., Dawis, R. V., England, G. W. & Lofquist, L. H. (1967). Manual for the Minnesota Satisfaction Questionnaire. Minneapolis, MN: University of Minnesota Press