| Summary: | 碩士 === 世新大學 === 行政管理學研究所(含博、碩專班) === 95 === The metropolitan of Taipei city as well as Taipei District is key figure for national development, and the issue about“transportation”concerned by the citizen is becoming critically eminent to be solved. With its mission and dominant condition of “Providing a Safe Reliable, Cordial, and High-Quality Transportation Service”, punctuality of running the system, maintenance of precise timing between train’s schedules, all rely on Taipei Rapid Transit Corporation’s（TRTC）train drivers to attend of. Therefore, it is important to have a comprehensive assessment system to impose on and manage to the train drivers. Any a millionth of possibility to cause trifled failure on the traffic due to human misbehavior could either means a lot to the TRTC, or it could mean to the passenger who pay to use the transit system an absolutely harsh feeling. Henceforth, fairly carrying out the assessment of performance is conspicuously important. The research discussed correlation between the equity of performance assessment and working attitude.
This research was based on the questionnaires issued on the high-volume transportation train drivers of the TRTC and received 330 valid questionnaires out of 346 research samples, so the rate is about 95.38％. Through descriptive statistical analysis, reliability analysis, T-test, one-way analysis of variance, and regression analysis, the research findings were concluded as follow：
1.Regarding the equity of performance assessment, means of process equity and distribution equity are the same. In terms of work attitude, organizational commitment has the highest mean, then work involvement, and job satisfaction has the lowest, and all showed train drivers’positive work attitude.
2.Analysis of overall correlation coefficients between the equity of performance assessment and work attitude all appear level of significance and these correlations are all among medium to high level.
3.By using process equity and distribution equity as each of the independent variable, and using job satisfaction, work involvement, and organizational commitment as dependent variables, and after the regression analysis, the results showed process equity explains more variation than distribution equity.
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