近年來員工敬業度成為企業在人才留任率的最佳預測指標，而員工個人感受、感知以及組織公平也成為管理者關注的議題。本研究探討組織公平知覺對員工敬業度之影響，並分析員工信任的二個構面—同事信任與主管信任，在其中之作用。本研究對象為台灣跨產業在職之工作者，進行線上問卷調查，回收有效問卷共283份，採取實證方式進行結果分析。 研究結果顯示：(1)組織公平知覺對同事信任與主管信任有顯著正向影響效果；(2)同事信任對員工敬業度具有正向效果，主管信任對員工敬業度具有正向顯著效果；(3)組織公平知覺對員工敬業度具有負向不顯著之直接效果，但整體的總效果是正向顯著；(4)員工信任對組織公平知覺與員工敬業度具有完全中介作用，且中介作用主要來自主管信任。;Employee engagement has become the best predictor of talent retention in recent years, and employee perceptions, personal feelings and organizational justice have also become issues of concern to managers. This study investigates the effect of perception of organizational justice on employee engagement and analyzes the role of two components of employee trust - peer trust and supervisor trust. This study investigates the cross-industry employees who work in Taiwan, and there are 283 valid questionnaires. The results of the study showed that: (1) Perception of organizational justice has a significant positive impact on peer’s trust and supervisor’s trust (2) Peer’s trust has a positive impact on employee engagement and supervisor’s trust has a significant positive impact on employee engagement. (3) Perception of organizational justice has a nonsignificant negative direct effect on employee engagement, but the total effect is significant positive. (4) Employee’s trust has a full mediation on the perception of organizational justice and employee engagement, and the mediation mainly comes from supervisor’s trust.
