近期諸多研究發現，華人企業中主管承諾的表現與西方企業的主管承諾存在本質上的顯著差異，華人員工對於組織的承諾忠誠是先行效忠所屬主管，然後才是效忠組織，西方企業員工卻是先行效忠組織，才會考慮效忠所屬主管。因此，本研究以組織公平、信任、主管-員工關係與主管承諾等四個因素為基礎，建構其結構模式。本研究以實證研究問卷調查進行，先以台灣南部地區一家私營企業之員工進行前測問卷調查，問卷回收進行探索性因素分析(Exploratory Factor Analysis)後，修正調整題項後，再另以台灣南部地區四家私營企業各100 位員工為對象，進行正式問卷之發放調查，剔除無效回收問卷後，共得186 份有效問卷，使用AMOS 統計軟體進行驗證性因素分析(Confirmatory Factor Analysis)與結構方程式(structural equation model)之統計分析，驗證研究問題與假設。研究結果發現主管-員工關係，藉由組織公平之中介效果影響信任與主管承諾，組織公平對於主管承諾具有顯著的直接效果，關係與信任對於主管承諾則未具有顯著的直接效果。最後，本研究並提出研究建議與結論，以供後續研究做為參考。

Recent studies have indicated that there is a great differentiation in nature between Chinese and western organizations. Chinese workers will first commit to their supervisors before they do so to the organizations they are in; on the other extreme, western workers will commit to their organizations in ahead of their supervisors. This study will aim to explore the influences organizational justice, trust, and guan-xi have on supervisory commitment or loyalty in Chinese organizations. This empirical study was conducted by a research design of survey. A pilot research had first been performed on a private sector in the southern Taiwan, using an exploratory factor analysis to modify the questionnaire items. Then, a revised formal research was executed on 400 employees working for four private companies, 100 employees for each company, in the southern Taiwan. The 186 valid collected questionnaire data was analyzed. Research questions and hypotheses were tested on a confirmatory factor analysis and a structural equation modeling by the AMOS statistical software system. Research results showed that guan-xi have a great impact on trust and supervisory commitment mediating by organizational justice; otherwise, only organizational justice have a great direct effect on supervisory commitment. The other findings were also presented as references for the relative parties. Research conclusions with a discussion of research contributions and limitations were given for the future studies.