全球企業長久以來，不論公家或私人，每年均投入大量的資源，以發展優秀的人力資源與培養員工對組織的忠誠度。又自2008年全球金融海嘯襲擊以來，組織面臨前所未有的重大威脅。對於企業來說，是否優渥的薪資與福利就是留住人才與增加向心力的不二法門？如何滿足員工需要、提高員工忠誠度、達成組織目標以提升市場的競爭利基，實為業界刻不容緩的重要課題。
本研究目的欲從高科技產業公司員工對於組織正義、組織自尊、組織忠誠與組織公民行為的相互關係，並透過組織自尊為中介變項進而深入探討其對員工組織忠誠與組織公民行為之影響。因此，本研究將以迴歸模型進行實證分析。
本研究以問卷作為實證研究，並以國內G積體電路設計公司員工為研究對象進行調查研究，共發出250份問卷，回收有效問卷為230份，其研究結果顯示：(1)組織正義對組織自尊具有正向影響；(2)組織正義對組織忠誠具有正向影響；(3)組織正義對組織公民行為具有正向影響；(4)組織自尊對組織忠誠具有正向影響；(5)組織自尊對組織公民行為具有正向影響；(6)組織忠誠對組織公民行為具有正向影響(7)組織正義透過組織自尊對組織忠誠有完全中介效果；(8)組織正義透過組織自尊對組織公民行為有完全中介效果；(9)組織正義透過組織忠誠對組織公民行為有完全中介效果。
由以上研究結果可歸納得知，員工對於組織正義知覺愈高，便能有效提升員工之組織自尊，進而影響員工組織忠誠及組織公民行為的展現。

It’s long time for business. Both public and private industry have invested considerable resources every year to develop excellent human resources and train staff on the organizational loyalty. In 2008, since the global financial tsunami, the organization was facing an unprecedented major threat. For companies, is it the only way to retain talent and increase the centripetal force if companies give staff a generous salary and benefits? How to meet staff’s needs, increase loyalty, achieve organizational objectives to increase competition in the market niche and cope with rapid changes? It is the primary target for the industry.
The purpose of this study will identify the relationships of organizational justice, organization-based self-esteem, organizational loyalty and organizational citizenship behavior on employee in the high-technical industry. Organization-based self-esteem between organizational justice, organizational loyalty and organizational citizenship behavior would be the major mediating effect. Therefore, regression would be used to analysis data and proof the conclusion.
A questionnaire was used to conduct empirical research. The samples were collected from the staffs within the high-technical industry. Further, the 230 effective questionnaires would be delivered from 250 questionnaires. The conclusion will point out: (1) Organizational justice has a significant positive influence on organization-based self-esteem. (2) Organizational justice has a significant positive influence on organizational loyalty. (3) Organizational justice has a significant positive influence on organizational citizenship behavior. (4) Organization-based self-esteem has a significant positive influence on organizational loyalty. (5) Organization-based self-esteem has a significant positive influence on organizational citizenship behavior. (6) Organizational loyalty has a significant positive influence on organizational citizenship behavior. (7) Organization-based self-esteem has a fully mediating effect between organizational justice and organizational loyalty. (8) Organization-based self-esteem has a fully mediating effect between organizational justice and organizational citizenship behavior. (9) Organizational loyalty has a fully mediating effect between organizational justice and organizational citizenship behavior.
According to the result of the study, if the organizational justice could be more possessed from staffs, the organization-based self-esteem would be promoted into staffs which would induct the employee to organizational loyalty and organizational citizenship behavior.

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