近年來，各國政府、民間團體發表許多有關人才管理、職業倦怠的研究及調查，專家學者也紛紛向企業提出討論和建議。在全球人才戰爭的情況下，企業如何及時透過修改現有的流程與規定，改善並提供員工優良的工作環境，達到人才管理才的目標，則是企業必須面臨的重要議題。 本研究以減少組織內成員感覺組織不公平為出發點，透過組織正義、職業倦怠等文獻探討，挑選公平理論及工作要求-資源模式作為本研究模式的基礎，結合組織中容易被成員用來比較的案件指派作為主要討論標的，評估和量化工作要求、報酬及人員條件作為模式中的變數及限制，希望建置出一個新型的案件指派模型。並經由實際個案資料進行模式的模擬，展示本研究模式的使用方式及結果，並討論模式的限制，提出本模式未來可繼續持續發展的建議。希望透過組織正義觀點，提供實務界一個不同的案件指派模式，期望增加員工感覺組織於執行案件指派的公平性、減少員工職業倦怠情形；減少組織花費於案件指派的時間和心力、系統化紀錄並追蹤案件執行進度，進而協助檢視組織營運績效及作為未來規劃的有效方法。;In recent years, governments and NGOs have published many researches and surveys on talent management and job burnout. Experts and scholars have also made discussions and suggestions to enterprises. In the case of the global talent war, how to timely improve the existing workflow and regulations, to provide employees with a better working environment, and to achieve the goal of talent management become an important issue of enterprises. In order to reduce the unfairness of the organization, this study explores and quantifies the work and personnel conditions as variables and limitations in the model through the literature discussion of organizational justice, burnout, and assignment problems, and establishes a new case assignment model. The instructions and the test results of the model are demonstrated using historical data simulation, and its limitations or future development are also examined when applying to enterprises. It is hoped that through the different case assignment model, employees can feel the fairness as tasks allocated to them and avoid job burnout; organizations can save the time and effort of work distribution. Furthermore, the case assignment model systematically records and tracks the progress of each case, and then assists in reviewing organizational operational performance and serves as an effective way for future planning.
