在過去已有許多研究探討薪酬公平對組織公民行為之影響，可知組織內的薪酬公平使員工增加自發性行為，也就是組織公民行為，且組織承諾、工作滿意度等都可以增加員工之組織公民行為，由上述可推論，薪酬公平既然對正面工作行為有正向影響，反之，對負面工作行為會產生負向關係，並探討當員工知覺到組織支持時，是否可強化薪酬公平(分配公平、程序公平)與員工偏差行為(人際偏差行為、組織偏差行為)之間的關係。本研究以上班族為研究對象，採問卷調查方式，總計回收245份有效樣本。本研究結果顯示：分配公平與人際偏差行為有負向之關係；程序公平與組織偏差行為有負向之關係；知覺組織支持會調節程序公平與組織偏差行為之間的負向關係。

There are many researches about the influences between compensation justice and organizational citizenship behavior, which make employees have spontaneous behaviors. Moreover, organizational commitment and job satisfaction can positively affect employees’ positive work behavior. Otherwise, to affect negative work behaviors based on anomie theory, we discuss that when people perceived organizational support, whether it can strengthen the relationship between compensation justice (distributive justice、procedural justice) and employee deviance (interpersonal deviance、organizational deviance) or not.
We use the perceived organizational support as the moderator to examine its moderating effect to compensation justice and workplace deviance. Results from a sample of 245 people: distributive justice negatively related to interpersonal deviance; procedural justice negatively related to organizational deviance; perceived organizational support could moderate the relationship between procedural justice and organizational deviance.

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