本研究目的在於探討臺灣工作者於職場中所知覺到的組織正義對於其職場排斥感受之影響，與其所知覺到的群體凝聚力對組織正義和職場排斥間關係產生的作用。本研究以問卷作為研究資料搜集工具，並運用階層迴歸分析進行假說檢測。問卷共發放350份，其中回收283份，有效問卷218份，回收率為62.29%。研究實證結果顯示：(1) 分配正義和互動正義對職場排斥皆具有顯著負向關係；(2) 凝聚力對於職場排斥具有負向顯著關係；(3) 凝聚力對分配正義和互動正義與職場排斥的關係分別皆具有中介效果。據此提出結論與建議，供學術界和業界當作參考。

The purposes of this study have two-fold. First, we would like to confirm the effect of organizational justice on individual’s perception of workplace ostracism. Second, we would like to examine the mediating effect of cohesion on the relationship of organizational justice and workplace ostracism. Questionnaires were distributed to 350 employees and 218 copies of usable questionnaires were returned. The return rate is 62.29%. The results indicated that distributive justice and interactional justice are negatively related to workplace ostracism. Cohesion mediated the relationship of distributive justice to workplace ostracism and interactional justice to workplace ostracism. Conclusions, limitations, and suggestions were provided for future studies and management implication.

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