員工職場偏差行為對組織造成嚴重的影響，為拓展職場偏差行為的知識領域，本研究以組織公平為自變項，探討組織公平與職場偏差行為之關係。研究樣本以台北資訊產業員工及主管為對象，獲得386份橫斷面的有效配對樣本，透過線性結構模式的檢定假設多獲成立，而分析結果顯示員工在分配公平下，會減少對人際或組織做出偏差的行為；在程序公平下，會減少對組織的偏差行為；在互動公平下，會減少對人際產生偏差的行為。

Workplace deviance is a pervasive and expansive problem for organization. For expanding the epistemic sphere on workplace deviance behavior, the research use organization justice as an independent variable to explore the relationships in both employee organization justice and workplace deviance behavior. The research group is for Taipei information technology industry employees and their superiors. The results came to 386 transversely effective samples and support most of out hypotheses by the examination of CFA and LISREL analysis. First, the distributive justice was the most common cause to reduce workplace deviance behavior (includes interpersonal deviance behavior and organizational deviance behavior). Second, besides distributive justice, procedural justice is another way to reduce employees' interpersonal deviance behavior. Finally, interactional justice also can reduce organizational deviance behavior. We discuss the implications of these results for future on organization justice and workplace deviance behavior.