面對快速變化的企業環境中，當員工展現越高的組織公民行為時，將有益於組織之發展。組織公平是影響組織公民行為的關鍵因素之一，但在目前的學術研究中，探討組織公平、組織公民行為以及工作動機之關聯性的研究極少，故本研究將對此研究缺口進行深入之探討，試圖在組織公平與組織公民行為之間，以美國心理學家Deci and Ryan (1985)提出的自我決定理論之「自主性動機」作為中介變數進行探討。
本研究採用量化研究方法，以台灣的工作者為研究對象，採取便利取樣方法進行取樣，本問卷總回收 275份，扣除無效問卷 29 份，得有效問卷246份。本研究使用信度分析、驗證性因素分析、相關分析與階層迴歸分析進行資料分析。
研究實證結果如下:
(一)員工對於組織公平的知覺越高時，員工所展現的組織公民行為越高。
(二)員工對於組織公平的知覺越高時，員工所展現的自主性動機越高。
(三)員工的自主性動機越高時，員工所展現的組織公民行為越高。
(四)員工的自主性動機，在組織公平與組織公民行為之間具有中介效果。

In a fast-changing business environment, organizational citizenship behavior of employees can contribute to organizational development. Organizational justice is one of the key factors affecting organizational citizenship behavior. However, the extant research of how organizational justice is related to organizational citizenship behavior and job motivation is still very limited. In an attempt to fill this gap, this study explored the relationship between organizational justice and organizational citizenship behavior and further examined the mediating effect of “autonomous motivation” proposed by Deci and Ryan (1985) in Self-determination theory in this relationship.
The methodology was based on a quantitative approach. The subjects were employees in Taiwan. A total of 275 responses were collected. Excluding 29 invalid responses, the final sample consisted of 246 valid responses. Data were analyzed using methods including reliability test, confirmatory factor analysis, correlation analysis, and hierarchical regression analysis.
The empirical findings were as follows:
1、Employees who perceived higher organizational justice showed higher organizational citizenship behavior.
2、Employees who perceived higher organizational justice showed higher autonomous motivation.
3、Employees who had higher autonomous motivation showed higher organizational citizenship behavior.
4、 Autonomous motivation in employees mediated the relationship between organizational justice and organizational citizenship behavior.

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