信任在人與人之間的關係當中扮演相重要的角色，在企業組織當中信任帶來的益處遠比獎勵來的多;信任讓主管和員工之間的相處融洽、讓工作氛圍變的相對舒適。然而主管與員工之間的互動公平也是本研究觀察的重點，互動公平是近期討論的公平，其中涉及的因素人際交往和資訊公平;探討互動公平是否影響工作滿意。
工作滿意一直是組織企業中追求的高度指標，工作滿意度對離職傾向影響最大，員工滿意高相對地能將人才留在組織中，工作滿意度高亦表示離職傾向低，
也就是說提高工作滿意相對的能弱化離職傾向;對於組織而言能提高人才在公司留任的穩定度，以及減少重覆訓練新人的人事成本，因此透過本研究能了解領導風格、信任及互動公平對於工作滿意的正向影響;以了解何種的領導風格能提高工作滿意，其中的管理意涵讓管理階層更能理解員工的心態，領導管理的風格對工作滿意造成的影響。
本研究以員工的觀點來探討，領導風格、信任、互動公平對工作滿意否有正向影響，並由過去的文獻的相關變數來提出假設。採用問卷調查的方式，針對20歲以上的上班族作為研究對象，共發放250份問卷，有效問卷為176份，並以SPSS 18.0與AMOS 18.0作為主要分析的工具，來驗證所提出的假設，驗證結果如下: (1) 領導風格會直接且正向影響互動公平。 (2) 領導風格會直接且正向影響信任。 (3) 互動公平會直接且正向影響信任。(4) 互動公平不會直接且正向影響工作滿意。(5) 信任會直接且正向影響工作滿意，文末提出建議管理意涵以及未來研究方向，供學術產業之參考。

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.

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第三節 研究流程 3
第二章 文獻探討 4
第一節 領導風格 4
第二節 信任 8
第三節 互動公平 9
第四節 工作滿意 10
第三章 研究方法 17
第一節 研究架構 17
第二節 假設推論 18
第三節 研究變項操作型定義 19
第四節 研究對象與測量工具 21
第五節 資料分析方法 22
第六節 前測 24
第四章 研究結果 26
第一節 敘述性統計分析 26
第二節 信度與效度分析 29
第三節 結構方程模式分析 32
第五章 結論與建議 36
第一節 研究結果和研究貢獻 36
第二節 管理意涵 38
第三節 研究限制和未來研究方向 39

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