本研究針對高科技產業個案公司的大陸員工以問卷調查的方式，瞭解他們對於員工薪資認知公平、滿意度及影響其離職意願的看法，試著找出企業採用那些合適的薪資制度才可以能成功的降低或控制員工離職率在一個合理的範圍內。研究結論歸納如下；
一、各項薪資制度認知公平的問項中，其平均值介於3.46至3.74之間，顯示調查對象企業的薪資制度認知公平的分數屬於相當不錯的水準。
二、各項薪資滿意度的問項中，其平均值介於3.21至3.56之間，顯示調查對象企業的大陸員工薪資滿意度的分數屬於相當不錯的水準。
三、各項離職意願問項，其平均值介於3.07至3.61之間，顯示調查對象企業的大陸員工離職意願的分數屬中等以上，可見薪資制度認知公平及員工薪資滿意度較高，但員工如果有好的工作機會仍會傾向離職。。
四、研究結果驗證下列假設的情形說明如下。
1.薪資制度認知公平對員工離職意願具有顯著正向影響。
2.薪資制度認知公平會透過員工薪資滿意度的干擾效果對員工離職意願產生顯著正向影響

The study aimed at China Employees in high-tech industry and using the Questionnaire to explorestudy their Perceived Organizational Justice , Salary Satisfaction and Turnover Intention, try to understand how enterprise to use right salary structure to reduce or control Turnover Intention in a reasonable range. The result is show as below:
1. In the Questionnaire of Perceived Organizational Justice, average score is from 3.46 to 3.74, show the good level for case company.
2. In the Questionnaire of Salary Satisfaction, average score is from 3.21 to 3.56, show the good level for case company
3. In the Questionnaire of Turnover Intention, average score is from 3.07 to 3.61, show the good level for case company, but employee still want to leave if they have a good chance.
4. The result show Hypothesis result
(1) The Perceived Organizational Justice have positive significant effect on Turnover Intention
(2) Using Salary Satisfaction as a moderator for the Perceived Organizational Justice have positive significant effect on Turnover Intention

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