本研究根據社會交換理論以探討員工感知的程序公平、心理擁有感及工作績效之間的關聯性，同時探討網絡能力及競爭特質於心理擁有感與工作績效之間的干擾效果。
本研究樣本收集自台南科學園區內某知名科技公司的711位員工，結果顯示程序公平可提升員工的心理擁有感及工作績效，並且顯示心理擁有感於程序公平與工作績效之間具有中介效果，雖然網絡能力與競爭特質對於員工的工作績效各自有其直接的影響，但於員工心理擁有感與工作績效之間並無干擾效果。本研究對於社會交換理論產生貢獻，本研究整合員工的認知、員工態度與員工認知特徵，以提升員工的工作成果。研究意涵與未來方向亦於本研究進行探討。

This study applies the social exchange theory to examine the associations between employees’ perceived procedural justice, psychological ownership and job performance. The moderating effects of networking ability and trait competitiveness between psychological ownership and job performance are explored as well.
Research results based on 711 respondents collected from a famous high-tech enterprise located in Tainan Science Park show that employees’ procedural justice can advance their psychological ownership and job performance. Moreover, psychological ownership plays a mediating role between procedural justice and job performance. Although networking ability and trait competitiveness each plays a direct effect on an employee’s job performance, they do not moderate the relationship between psychological ownership and job performance. This study contributes to the social exchange theory by an integrated consideration of employees’ perception, attitude, and cognitive characteristics in promoting their task outcome. Research implications and future directions are discussed.

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