由於企業競爭力的來源主要是來自優質具投入之人力資源，因此近年來企業漸漸重視員工對組的能度感受 ，並期待員工對並企業有更好的工作滿意與工作能度。Adams的公平理論即嘗試探員工對公平的知覺與工作態度的影響，此理論近年來大量應用在許多不同組織系絡中，例如績效評估、薪資設計等。近年來公平理論的研究主要又可分成分配公平與程序公平兩個研究方向，Knovsky(2002)則建議研究者可發展更特定的公平理論(dimension-specific theory)，以提高研究的精確性與有效性，基於此觀點，本研究因而嘗試建構一個探討加薪公平與其後果變項之理論模式。本模式主要探討在加薪制度的系絡下，員工所知覺的加薪制度分配公平與加薪制度程序公平，會影響員工對的滿意度。此外，由於員工對制度的滿意度會影響員工的態度與行為，所以本模式將員工對加薪的滿意程度視為中介變項，以探討員工對加薪的公平知覺是否藉由加薪制度滿意的中介，進而影響員工的組織承諾與工作投入。本研究樣本選取採用立意抽樣方式，主要受訪對象均為任職於新竹的工作者，共計回收有效樣本141份。另外，本研究以SPSS統計工具行分析與檢定，並獲得一些具有價值的研究成員。另外，本研究則針對研究發現提出未來研究方向與實務應用的建議。

Contemporary researches of the organization are concerned about the subordinates’ attitudes about the organization from company’s technology and asset. Consequently, many scholars are investigated into the subordinates’ attitudes and the negative behaviors.Adams claimed that the subordinate would compare his input and output ratio with others. Adams’ Equity Theory was the priority research of the distributive justice. Then the procedure justice has been discussed because the distributive dimension couldn’t explain the justice. Konovsky claimed that scholars must develop the dimension-specific theory, in order to prove the accuracy and effectiveness.This study concerns about the justice on pay raise decision, effecting organizational commitment, and job involvement with mediator of pay satisfaction. Through the Surveys to 141 workers in Hsin-Chu, develop the preliminary conclusion: the pay satisfaction doesn’t mediate with justice on pay raise decision and job involvement; and does with justice on pay raise decision and commitment.