薪酬除保障員工生活外，亦有提升工作士氣、增強凝聚力等激勵之作用；當員工產生不公平的認知時將會降低往後的工作投入。就組織利益的角度而言，員工工作投入（Job Engagement）對員工績效、離職率等方面有明顯的影響；對員工個體而言，亦可藉由工作投入讓他們在工作中找到自我與工作滿足感。本研究旨在探討個案公司內員工之工作投入是否會受到薪資滿意度與公平認知之影響。

研究對象為某鋼鐵廠內的員工，以隨機抽樣並採配對問卷的方式發放問卷，共得到323份有效問卷；再經由敘述性統計、信效度分析及階層迴歸分析進行分析，得出「薪資設計滿意度」對「工作投入」效果顯著，但其中激勵原則及屬人原則對「工作投入」效果不顯著，故建議加強公司獎優汰劣的風氣；「內部公平認知」對「工作投入」效果不顯著且「薪資設計滿意度」亦不會藉由「內部公平認知」而對「工作投入」有影響，故後續建議繼續探討其他如程序公平、互動公平、人際關係、企業文化及企業精神、領導風格、自我實現、員工向心力…等因素；「外部公平認知」及「分配公平認知」對「工作投入」效果顯著且員工可藉由「外部公平認知」及「分配公平認知」做為中介因子，而對「工作投入」有正面影響，但研究結果亦發現年資較長（薪水高）者對於工作較為不投入，故後續建議可依年資或薪水高低拆分群組，分別探討員工是否可依其他不同的激勵方式來影響其工作投入，以增加員工在工作上的投入程度並供日後相關管理決策及學者研究方向之參考。

Salary can not only guarantee employees' lives, but also promote morale, enhance cohesion of incentives. Employees reduce their job engagement when they feel injustice. From the interests of the organization's perspective, job engagement has a significant impact on employee performance, turnover rate and other aspects. From the employees’ perspective, they can get job satisfaction by finding themselves at work. The purpose of the study is to investigate if different salary satisfaction and distributive justice would affect employees' job engagement.
This study takes a random sample and paired questionnaires collected from employees of a steel plant, and get 323 valid questionnaires. Through the descriptive statistics, reliability, validity analysis and hierarchy regression analysis, the results show salary satisfaction has significant effect on job engagement, but the incentive and experience principle has no significant on job engagement. Therefore, the study suggests the company award superior and eliminate the inferior. On the other sides, the internal justice has no significant effect on job engagement, and salary satisfaction shows no significant effect on job engagement via internal justice as intermediary factor. Therefore, the study suggests future researcher to explore if other factors such as the progress justice, interactive justice, relationships, corporate culture and entrepreneurial spirit, leadership style, self-fulfillment will affect job engagement. At the end, although external justice and distributive justice have significant effect on job engagement and salary satisfaction shows significant effect on job engagement via them as intermediary factor, but the study also indicates that the senior employees have less job engagement. Therefore, the study suggests future researcher to investigate if employees with different seniority levels will have higher job engagement in different incentives ways, so that more research reference can help the company sustain operation, to sustain operation, make decision of management and make contribute to human resources management.

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