The manpower of military structure has always been dominated by male gender (as shown literally by the word ¡§manpower¡¨); females rarely participate in this particular work environment. However, more females are engaged in this field resulting from an awareness of equal rights on sex as a combined consequence of trend of time, diversified development of the society, and ROC¡¦s ever-changing national defense strategies. Ever since the establishment of Chinese Army, i.e., the Hung-Pu Military Academy, military schools have been recruiting males solely except for the National Defense University and the National Defense Medical Center in which females are also recruited. In order to fully utilize female human resource, professional officers/sergeants were open to female to apply since 1991. The application of recruitment were later available for all the military academies. The participation of females in ROC¡¦s military forces has significantly impacted on the structure of human resource. As the number of female human resource increases, the following issues regarding sex such as equal right on employment, promotion, training, and lifestyle management have been regulated and adjusted accordingly. Female human resource will be an integral part in ROC¡¦s military forces. In spite of the fact that researches on females have become popular in recent years in Taiwan, the studies on female officers or sergeants are scarce. The current research focuses on female officers¡¦ and sergeants¡¦ perception of administrative justice and their attitude toward work. The study is based on an analysis using administrative support as a perturbing parameter. The influence of this parameter is investigated and evaluated. A survey was carried out by sending out a questionnaire to 400 female officers and sergeants, with 350 copies returned. By comparing differences and similarities of the survey using a statistic regression analysis, it can be concluded that: 1. In general, most female officers and sergeants show similar perception and responses to administrative justice, job satisfaction, dedication to work, and promises from their organizations regardless of their personal backgrounds. 2. A coherent connection exists between their responses to administrative justice and factors such as their job satisfaction, dedication to work, and promises from their organizations for most female officers and sergeants. However, some interviewees do not change their attitudes toward their administrative justice. 3. A perception of administrative support on justice has a more important negative impact on work attitude rather than a positive impact, i.e., it discourages a female officer¡¦s or sergeant¡¦s dedication to work more than it encourages her work morale.