The Research of Organizational Citizenship Behavior for Contracted Employees and Formal Employees in the Legislative Yuan¡ÐThe Moderating Effect of Organizational Justice Abstract The organizational citizenship behavior (OCB) is altruistic behavior beyond formal norms performed by members of an organization. Empirically, it has been established that OCB serves to lubricate within-organizational interactions, enhance organizational performance, improve service quality as well as customer satisfaction, and helps to prevent members from leaving the organization. Given these facts, OCB is especially important to the service-oriented public sector. Up to this stage, however, we have seen relatively few local discussions on how OCB can be affected by employment status, and even less on the moderating variables that influence the relationship between OCB and employment status. The purpose of this research is to study differences in organizational citizenship behavior between contracted and formal employees in the Legislative Yuan. Furhtermore, the study tries to explore how organizational justice moderates the impact employment status has on organizational citizenship behavior. The major findings of this study are as following: (1) Relative to formal employees, contracted employees are less conscientious,but not significantly different in the ¡§en-teamed¡¨, ¡§loyalty¡¨ and ¡§enthusiasm¡¨ variables. (2) The moderating effect of organizational justice is obvious. There are significant differences between contracted and formal employees in their ¡§en-team¡¨, ¡§conscientiousness¡¨, ¡§loyalty¡¨ and ¡§enthusiasm¡¨. Contracted employees scored lower than formal employees in these variables. Key words : Organizational Citizenship Behavior, Employment Status, Organizational Justice, Distributive justice, Formal procedural justice, Interactional justice