本研究目的在探討圖書編輯人員之陞遷公平認知對工作滿意度有何影響，期望能將結果提供出版業人資部門從事人力資源管理發展之參考依據。採問卷調查法進行研究；以全臺圖書編輯人員為研究母體；其研究變項包含陞遷公平（含程序公平及分配公平）、工作滿意（含內在滿意及外在滿意）；共發出405份問卷，計得有效問卷300份，有效問卷回收率74％；並運用敘述性統計、t檢定(t-test)、單因子變異數分析(One Way ANOVA)、皮爾森積差相關法(Pearson's Product-moment Correlation)及逐步多元迴歸分析法(Analysis of Stepwise Multiple Regression)進行分析，得其研究結果及發現如下： 1、圖書編輯人員陞遷公平知、工作滿意之平均數皆達中等以上程度。 2、陞遷公平與工作滿意有關連性。 3、個人背景變項會影響圖書編輯人員的陞遷公平認知、工作滿意度。 4、就依變項「內在滿意」、「外在滿意」及「工作滿意」的預測力，「分配公平」高於「程序公平」程度。

A corporate that knows how to make good use of promotion system to employ wise and able men, and to encourage the good performers and shake off the inferior, and further revise such promotion system to a perfect extent, can definitely recruit, foster and retain talented persons. The purpose of this research is to inquire into the influence of book editors' cognition about fairness of promotion on their satisfaction with work. The results are to serve as references for human resource sector to base on in developing management on human resources. This research used the methods of questionnaire survey. Research subjects are book editors in all Taiwan. Research variables include fairness of promotion (including procedural fairness and distributive fairness), satisfaction with work (including inner and outer satisfaction) and personal background. Atotal of 405 questionnaires were sent out, resulting in 300 valid questionnaires, which represents a 74% valid questionnaire return rate. With analyses by descriptive statistics, t-test, one way ANOVA, Pearson's product-moment correlation and analysis of stepwise multiple regression, we obtained results and findings as follows: 1. The cognition about promotional fairness, satisfaction with work all average at or above a medium level. 2. The promotional fairness with its factors, satisfaction with work along with its factors correlate with one and another. The influence of book editor's cognition about fairness of promotion on his satisfaction with work 3. The variable personal background affects a book editor's cognition about promotional fairness, satisfaction with work.
4. Regarding the prediction of the variables 'inner satisfaction', 'outside satisfaction' and 'satisfaction with work', 'distributive fairness' is of higher level than 'procedural fairness'.