自二十一世紀以來，全球性的金融海嘯不斷的上演，台灣各企業也祭出了許多政策，尤其以科技業發展出所謂的”無薪假”，在台灣企業為之流行，但也在無形間傷害了員工士氣及公司績效。本研究即在探討企業執行政策時的組織公正程度，是否能提升員工工作投入心態，進而提升工作績效。此外，本研究亦將探討組織犬儒，對工作投入狀況的影響；員工人格特質的交互作用對組織犬儒及工作投入分別的影響；因此，本研究以台灣中型以上企業員工為研究對象，採隨機抽樣法，共發出問卷524份，有效回收問卷194份，經由差異、相關、複迴歸等統計分析後，實證調查結果，獲致如下重要發現：
一、就員工對於組織公正程度、個人組織犬儒程度與工作投入的關係而言，可以發現以下的現象：
（一）企業的組織公正程度越高，員工的工作投入程度也會愈高。
（二）組織公正程度越高，員工的組織犬儒程度愈低。
（三）組織犬儒程度愈低，員工的工作投入愈高。
二、組織公正中的程序公正及資訊公正，對工作投入有顯著正向影響。
三、組織犬儒對工作投入，有顯著的負向影響。
四、組織犬儒對於組織公正及工作投入兩者間，具有中介效果。
五、內外控人格特質對於組織公正及組織犬儒間，具有干擾效果；對於組織犬儒及工作投入間，亦具有干擾效果。

Since the twenty-first century, the global financial crisis continues to be staged. Enterprises in Taiwan have resorted to a number of policies, particularly in the technology industry developed the so-called "no-pay leave" which is popular in Taiwanese companies, but it caused damages between the staff morale and performance. This research investigated that while the company executes a policy which is fair or unfair will affect the level of employee’s job involvement. Then, it will influence employee’s performance. Besides, this research also examine the relationship between job involement and cynicism; How about the interaction of personality traits influence to cynicism and job involvement? Therefore, this research is based on medium-sized enterprises above the employees as subjects. The methodology uses random sampling. The questionnaires sent out by 524 and effective questionnaires are 194. They are analyzed by statistic methods of t-test analysis of independence, analysis of variance (ANOVA), Pearson’s product-moment correlation, and multiple regression analysis. The result confirms several important discoverier as follows:
1. As the relation on organzational justice and cynicism and job involvement, it can be summarized below:
(1) The higher organizational justice, the higher is the degree of job involvement.
(2) The higher organizational justice, the lower is the degree of cynicism.
(3) The lower cynicism, the higher is the degree of job involvement.
2. There is a positive correlation in the procedural justice and informational justice of organizational justice and job involvement.
3. There is a nagetive correlation in the cynicism and job involvement.
4. Cynicism has mediating effect between organizational justice and job involvement.
5. Locus of control of personality trait has moderating effect between organizational justice and cynicism; between cynicism and job involvement.

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