| Summary: | 碩士 === 大同大學 === 事業經營學系(所) === 102 === Trust plays an important role in the phase relationship between people and people, in the organization trust will bring more benefits than reward: Trust let managers and employees become more harmony, and make the comfortable working atmosphere.
However, the main point is interaction justice between managers and employees, this discussion is interactional justice, and it involved in interpersonal and information fair: to investigate will the interaction justice effect the job satisfaction.
Job satisfaction has been the companies pursuing highly indicators; job satisfaction has a huge impact on turnover intention, if the employee satisfaction is high that relatively can remaining talented person in the organization, higher job satisfaction also shows that low turnover intention.
That can improve job satisfaction relative weakening of turnover intention; for organizations to improve the stability of talent in the company to remain in office, and that can reduce personnel costs of training new people to repeat, therefore, this study can understand the leadership, trust and fairness interactive positive effect on job satisfaction, to understand what kind of leadership can enhance job satisfaction, management implications which allow management to better understand the mindset of employees, impact of leadership and management style caused job satisfaction. In this study, to explore the views of employees, leadership, trust, interactional justice whether positive influence on job satisfaction, this is literature of the past by the relevant variables to put forward hypotheses. Using questionnaires for workers over the age of 20 as an object of study, a total of 250 questionnaires, 176 valid questionnaires, and SPSS 18.0 and AMOS 18.0 as the main analysis tool to verify the assumptions made, verify The results were as follows: (1) leadership will be direct and positive impact on interactive justice. (2) Leadership will be direct and positive impact on trust. (3) The fair will have a direct and positive interaction affect trust. (4) Does not directly interact with a fair and positive impact on job satisfaction. (5) Trust will directly and positively impact job satisfaction, the end of the text proposals, managerial implications and future research directions for reference academic industries.
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