本研究以823位長期正式編制人員為研究對象，研究架構分為二個主軸分別探討。在主軸一，探討不同性別公平項目的公平情況，以及不同組織類型之性別公平現況是否有差異；在主軸二，以組織公平理論為基礎探討性別公平知覺對員工工作壓力與工作態度的影響。 研究結果，在主軸一發現台灣職場存在著對女性不公平的情況，而組織規模較大、女性人數較多、公營及商業服務業的組織性別公平程度較高；在主軸二發現性別公平知覺對員工之工作滿足及組織承諾有正向影響，尤以女性為甚；而性別公平知覺對員工之職家衝突有負向影響，尤以女性為甚；但無法證實性別公平知覺對員工之工作壓力及離職傾向有顯著影響。此外，研究中亦發現性別公平知覺與性別公平現況有正向相關。因此，本研究認為若要提高員工性別公平知覺進而提高員工工作滿足及組織承諾，降低職家衝突，須由改善職場公平現況著手。 This study comprises two parts: The first explores gender equality in the working environment and whether differences exist among different types of organizations; the second part employs the equity theory to explore the impact on work attitude and work stress when people become aware of unfairness in their treatment relative to the other gender. The findings of the first part show that there is discrimination against women in Taiwan’s work environment, but larger, more female, publicly-owned and service trade industry organizations engage in gender discrimination to a lesser extent than other sectors. In another aspect of this study, we found that the employee awarness of equitable treatment for both genders increases employee job satisfaction and organizational commitment, while decreasing employee work-family conflict. The findings, however, did not support a finding that employee awarness of equitable treatment for both genders will impact an employee’s intention to quit or work stress. The findings also showed employee awarness of equitable treatment for both genders correlated positively with the gender equality of work environment. According to all these findings, this study suggests that if an organization wants to increase employee awarness of equitable treatment for both genders, in order to increase employee job satisfaction and organizational commitment, while decreasing work-family conflict, with the organization should begin by increasing gender equality in the work environment.
