本研究以不確定管理理論為基礎，探討主管支持是「如何」以及「何時」影響員工滿意度，並區分為二個研究進行之，研究一旨在探討程序公平在主管支持與員工職涯滿意度的中介歷程，以及員工不確定性回應傾向在程序公平與員工職涯滿意度之間所扮演的調節角色，最後探討員工不確定性回應傾向的調節式中介效果；研究二除了再次驗證員工不確定性回應傾向的調節式中介效果外，並探討了程序公平與分配公平的區分效果。研究者透過問卷調查法針對台灣地區全職工作者進行研究，研究一共計回收210份有效問卷，研究二採兩個時間點的方式施測問卷，共計回收111有效問卷。研究結果顯示，在控制了員工年齡、性別、年資、正向情感後，主管支持會透過程序公平，以預測員工職涯滿意度，其次，當員工不確定性回應傾向越高(不確定性高)，則程序公平與員工職涯滿意度之間的關係會越強，最後，當員工不確定性回應傾向越高時(不確定性高)，程序公平對主管支持與員工滿意度的中介效果越強，但是分配公平則不會有此效果存在。

The thesis, on the basis of uncertainty management theory, explored how and when supervisor supports influence employees’ satisfaction and was divided into two studies: Study I and Study II. Study I investigated that procedural justice mediates the relationship between supervisor supports and career satisfaction. Next, the moderation of uncertainty response orientation between procedural justice and career satisfaction was explored in Study I. Also, Study I explored the moderated mediation of employees’ uncertainty response orientation. Study II not only confirmed moderated mediation of employees’ uncertainty response orientation but explored discriminant effect between procedural justice and distributive justice. Both studies, based on questionnaire survey method, surveyed full-time workers in Taiwan. Study I collected 210 validated questionnaires and then Study II collected 111 validated ones within two different times. The results revealed that, under controlled employees’ ages, genders, seniority, and positive affect, supervisor support predicted employees’ career satisfaction through procedural justice. In addition, the higher employees’ uncertainty response orientation is, the stronger relationship between procedural justice and employees’ career satisfaction is. Finally, the higher employees’ uncertainty response orientation is, the stronger moderated mediation procedural justice toward supervisor support and employees’ satisfaction is. However, no moderated mediation existed under distributive justice.

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