本研究的目的在探討臺灣地區公民營企業員工對程序正義及分配正義的知覺與其工作態度的關係。作者首先以開收性問題探問229位企業員工，請他們說出公司對自己最不公平的事情，結果顯示：員工所報告的不公平事情集中在分配正義方面。再以一份程序正義及分配正義量表測量受試者，因素分析法共抽取五個正義因素，發現員工認知結構中同時有程序正義及分配正義的心理構念，而且各因素有緊密的關聯。以正義的五因素為預測變項，與以工作態度為效標變項作淨相關分析，結果發現：分配正義與員工工作態度的七個面向以有顯著的相關；而程序正義主義和員工對主管的評價和信任及工作滿意有關。上述研究結果符合分配正義理論的預測，但程序正義因素與工作態度的關係則較弱。臺灣企業中員工所重視的程序正義範圍不在於參與建立組織目標或政策，而在於完成工作前一階段的各項協助，例如員工工作遭遇到困難時有管道表示意見。根據本 研究的發現，探討組織正義與工作態度的關係，除了分辨正義的類型，也要考據正義觀念如何反映社會系統的特性，並受到社會中傳統信念的影響。

The purpose of this study was to examine the relationships between justice perceptions and work attitudes among business employees in Taiwan. The study first used an openended questionnaire to 229 employees to report the most unfair event in the company. The results revealed that their responses focused on various aspects concerning distributive justice. After that, their responses to a questionnaire on procedural and distributive justice were subjected to factor analysis with promax rotation resulting in a five-factor solution. It was found that the procedural and distributive factors were significantly correlated. To examined the relationships between justice and work attitudes, partial correlation analyses showed that distributive fairness was significantly related to all of the seven measures of work attitudes, namely, evaluations of supervisor, trust in supervisor, job satisfaction, intentions to quit, interpersonal conflicts, anxiety, cognitive adaptation. In contrast, participation, a form of procedural justice, was related to evaluations of supervisor, trust in supervisor, and job satisfaction. These findings suggested that as opposed to those of Alexander and Ruderman (1987), distributive justice was more powerful than procedural justice in prediction of work attitudes of employees in businesses of Taiwan. It was also found that the most important measure of procedural justice in predicting work attitude of employees in Taiwan was the expression of their job difficulties. Taken together, these results suggest that cultural norms prevailing in a society should be taken into consideration for comprehensive understanding of the relationships between perceptions of justice and work attitude, as well as how individuals’ perceptions of justice may be influenced by their cultural tradition.