參考文獻 |
一、中文部分
余德成,「品質管理人性面系統因素對工作績效之影響」,國立中山大學,企業管理研究所碩士論文,1995。
宋世文,「成人參與志願服務之工作投入與滿足之相關研究」,國立高雄師範大學,成人教育研究所碩士論文,2000。
李黛華,「教育行政人員之教改壓力、工作投入及績效表現之研究」,國立高雄師範大學,成人教育研究所在職專班碩士論文,2002。
林震岩,多變量分析-SPSS的操作與應用,智勝文化,台北,2007。
林長毅,「印刷業員工對薪酬制度滿意度及工作投入之研究」,華岡印刷傳播學報,31,97-103,2000。
邱皓政,量化研究與統計分析-SPSS中文視窗版資料分析範例解析,五南出版社,台北,2002。
邱惠貞,「工作生活品質與離職傾向關係之研究」,私立中國文化大學,國際企業管理研究所碩士論文。2000。
施妤璇,「轉換型領導、交易型領導對工作績效與離職傾向之研究-以組織承諾為中介變項」,國立中央大學,人力資源管理研究所在職專班碩士論文,2006。
張火燦,策略性人力資源管理,揚智出版社,台北,2001。
張瑞春,「組織變革中組織氣候對工作投入、組織承諾及工作滿足影響之研究-以中國石油公司高雄營業處為例」,國立中山大學,人力資源管理研究所碩士論文,1998。
張淑倫,「基層農會推廣人員之工作投入」,國立台灣大學,農業推廣學研究所碩士論文,1995。
張峰銘,「薪資制度、組織承諾與工作績效關係之研究-以鍋爐製造業為例」,國立中山大學,人力資源管理研究所碩士論文,2002。
黃靜婷,「勞資關係氣氛﹑勞工申訴處理與勞工工作意願之研究」,私立中國文化大學,勞工研究所碩士論文,1992。
黃瓊慧,「影響中年職業婦女工作投入相關因素之研究─以高雄地區製造業及服務業為例」,國立中山大學,人力資源管理研究所碩士論文,1995。
陳宏光,「員工工作投入、工作滿足與離職傾向相關因素之探討-以面對組織變革台鐵為例」,國立中山大學,人力資源管理研究所碩士論文,2002。
陳怡秀,「員工投入驅動因子、情感性組織承諾與個人工作績效之關聯性研究」,國立中央大學,人力資源管理研究所碩士論文,2006。
陳淑芬,「高科技研發人員工作生活品質與離職意圖關聯性之研究」,國立中央大學,人力資源管理研究所碩士論文,2001。
歐陽玲,「工作生活品質與臨床護理人員離職意願之探討-以台南地區綜合醫院為例」,私立東海大學,企業管理研究所碩士論文。1994。
劉孜怡,「工作特性與工作價值觀對離職傾向影響之研究」,南華大學,管理研究所碩士論文,2003。
二、英文部分
1. Bennett, M & Bell, A., Leadership Talent in Asia-How the Best Employers Drive Extraordinary Performance, NJ: John Wiley & Sons., 2004.
2. Borman, W. C., & Motowidlo, S. J., Expanding the criterion domain to include elements of contextual performance,In N. Schmitt & W. C. Borman(Eds.). Personnel selection in organizations. San Francisco: Jossey-Bass., 1993.
3. Campbell, J. P., M. D. Dunnette, E. E. Lawler, K. E. Weick., Managerial Behavior,
Performance, and Effectiveness, New York: Megraw-Hall., 1970.
4. Campbell,J., Modeling the performance prediction problem in industrial and organizational psychology, Chicago: Consulting Psychologists press., 1990.
5. Candell GL, Hulin CL., “Cross-Language and Cross-Cultural Comparisons in Scale ranslations: Independent Sources of Information about Item Nonequivalence”, Journal of Cross-Cultural Psychology, Vol 17,pp. 417-440 , 1986.
6. CLC (Corporate Leadership Council)
http://www.corporateleadershipcouncil.com/CLC/1,1283,0-0-Public_Display-115966,00.
7. DDI (Development Dimensions International). Measuring employee engagement. http://www.ddiworld.com/pdf/ddi_MeasuringEmployeeEngagement_wp.pdf
8. DDI (Development Dimensions International). Driving employee engagement. http://www.ddiworld.com/pdf/ddi_employeeengagement_wp.pdf
9. Fields, M.W. & Thacker, J. W., “Influence of Quality of Work Life on Company and Union Commitment ” , Academy of Management Journal,Vol 35, pp. 439-450, 1992.
10. Fried,Yitzhak. and.Ferris,G.R., “ The Validity of the Job Characteristics Models:A Review and Meta-Analysis” , Personnel Psychology, Vol 40(2), pp. 287-323, 1987.
11. Gorsuch, R. L., Factor analysis, Hillsdale. NJ:Lawrence Erlbaum., 1983.
12. Hackman, J. R., & Lawler, E. E.,” Employee Reactions to Job Characteristics”, Journal of Applied Psychology, Vol 55(3), pp. 256-286, 1971.
13. Hackman, J. R., & Oldman, G. R. Work redesign. Reading, MA:Addison-Wesley, 1980.
14. Harter, J. K., Schmidt, F. L., & Hayes, T. L., “Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis”
,Journal of Applied Psychology, Vol 87, pp. 268-279, 2002.
15. Havaovic, S. J., “Quality of Work Life and Human Resource Outcome” , Industrial Relations,Vol 30(3), pp. 469-479, 1991.
16. Herzberg, F. B. Mausner & B. Snyderman., The Motivation to Work, N.Y.:Johnson Wiley & Sons., 1959.
17. Hoppock,R., Job Satisfaction, N.Y.:John Wiley & Brother., 1935.
18. Janssen, O., “ Fairness perceptions as a moderator in the curvilinear relationships between job demands, and job performance and job satisfaction”, Academy of Management Journal, Vol 44, pp. 1039-1050, 2001.
19. Jones, J. R., & Harter, J. K., “ Race effects on the employee engagement-turnover intention relationship”, Journal of Leadership & Organizational Studies,Vol 11(2), pp. 78-82, 2005.
20. Kahn, W. A., “ Psychological conditions of personal engagement and disengagement at work”, Academy of Management Journal, Vol 33, pp. 692-724, 1990.
21. Kaiser, H. F., “An index of factorial simplicity”, Psychometrika, Vol 39, pp. 31-36, 1974.
22. Kanungo,R.N., “Measurement of Job and Work involvement”, Journal of Applied Psychology, Vol 67(3),pp. 341-349, 1982.
23. Katz,D &.Kahn,L.R., The Social Psychology of Organization,華泰書局,台北, 1978.
24. Korman, A. K., Organization behavior, Engiewoods, N. J., Prentice-Hall , 1977.
25. Lambert, S. J., “ Added Benefits: The Link Between Work-Life Benefits and Organizational Citizenship Behavior”, Academy of Management Journal, Vol 43(5), pp. 801-815, 2000.
26. Lee, T. W. & Mowday, R. T., “Voluntarily leaving an organization: An empirical investigation of Steers and Mowday's model of turnover”, Academy of Management Journal, Vol 30, pp. 721-743, 1987.
27. Lodahl, T., & Kejner, M. , “The definition and measurement of job involvement”, Journal of Applied Psychology, Vol 49, pp. 24-33, 1965.
28. May, D. R., Gilson, R, L., & Harter, L. M., “The psychological conditions of meaningfulness, safety, and availability and the engagement of the human spirit at work”, Journal of Occupational and Organizational Psychology, Vol 77, pp. 12, 2004.
29. Mckelvey, B., and Sekaram, V., “ Toward a career-based theory of job involvement”, Administration Science Quarterly, Vol 22(6), pp. 281-305, 1977.
30. Michaels, C. E. & Spector, P. E., “ Causes of employee turnover: A test of the Mobley, Griffeth, Hand & Meglino Model”, Journal of Applied Psychology, Vol 67, pp. 53-59, 1982.
31. Miller,H.E., “ Evaluation of the Mobley,Horner and Hollingsworth Model of Employee Turnover”, Journal of Applied Psychology, Vol 64(5), pp. 509, 1979.
32. Mobley, W. H., “Intermediate linkages in the relationship between job satisfaction and employee turnover”, Journal of Applied Psychology, Vol 62, pp. 237-240, 1977.
33. Mobley,W.H. & Giffeth,R.W. & Meglion B.M., “review and conceptual Analysis of the Employee Turnover Process”, Psychological Bulletin, Vol 86,pp. 493-522, 1979.
34. Motowidlo,S.J.,& Van Soctter,J.R.,“Evidence that task performance should be Distinguished form contextual performance ” , Journal of Applied Psychology, Vol 79, pp.475-480,1994.
35. Nunnally, J. C., Psychometric theory(2nd ed). New York: MacGraw-Hill., 1978.
36. Podsakoff, P. M., & MacKenzie, S. B.,A second generation measure of organizational citizenship behaviour. Unpublished manuscript, Indiana University, Bloomington., 1989.
37. Price, J.L.&Mueller, C.W., “Absenteeism and Turnover of Hospital Employee”,Academy of Management Journal, pp10-22,1986.
38. Rabinowitz S. & Hall D. T., “Organizational research on job involvement”, Psychological Bulletin, Vol 84,pp. 265-288, 1977.
39. Rabinowitz, S., Hall, D.T., and Goodale, J. G.,“Job scope and individual differences as predictors of job involvement”, Academy of Management Journal, Vol 20 (2), pp. 273-281, 1977.
40. Rosin H. M., & Korabik, K., “Workplace variables, affective responses, and intention to leave among women managers”, Journal of Occupational Psychology, Vol 64, pp. 317-330, 1991.
41. Ruh, R. A., White, J. K., and Wood, R. R., “Job involvement, values,personal background, participant in decision making, and job attitudes” , Academy of Management Review, Vol 18(2), pp. 300-312, 1975.
42. Sargent, L. D., & Terry, D. J., “ The moderating role of social support in Karasek’s job strain model”, Work and stress, Vol 14, pp. 245-261, 2000.
43. Schaufeli, W. B., & Bakker, A. B. “Job demands, job resources, and their relationship with burout and engagement: a multi-sample study”. Journal of Organizational, Vol 25, pp. 293-315, 2004.
44. Schwyhart, W. R., and Smith, P. C.,“Factors in job involvement of middle managers”,
Journal of Applied Psychology, Vol 56(3), pp. 227-233, 1972.
45. Siegel, A. L., & Ruh, R. A., “ Job involvement, participation in decision-making, personal background and job behavior”, Organizational Behavior and Human Performance, Vol 9, pp. 318-327, 1973.
46. Sims, H.P., Szilagyi, A.D. & Keller, R.T., “The Measurement of Job Characteristics”, Academy of Management Journal, Vol 19(3), pp. 159-212, 1976.
47. Sjoberg, A. & Sverke, M., “The interactive effect of job involvement and organizational
commitment revisited:A note on the mediating role of turnover intention”, Scandinavian Journal of Psychology, Vol 41, pp. 247-252, 2000.
48. Stashevsky, Shmuel, Dov Elizur., “The Effect of Quality Management and Participation in Decision-making on Individual Performance”, Journal of Quality Management, Vol 5, pp. 53-65, 2000.
49. Steel, R. P. & Ovalle, N. K., “ Review and meta-analysis of research on the relationship between behavioral intentions and employee tumover”, Journal of Applied Psychology, Vol 69, pp. 673-686. (1984).
50. The 2003 Towers Perrin Talent Report., Understanding what drives employee engagement., 2003.
51. The Corporate Executive Board., Driving performance and retention through employee engagement.,Washington, DC. 2004.
52. Vandenberghe, C., Bentein, K., & Stinglhamber, F., “ Affective commitment to the organizational, supervisor, and work group: Antecedents and outcomes”, Journal of Vocational Behavior, Vol 64, pp. 47-71, 2002.
53. Vroom, V. H., “ Ego-involvement, job satisfaction, and job performance”, Personnel Psychology, Vol 15, pp. 159-177, 1962.
54. Williams, L. J., & Anderson, S. E., “ Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors”, Journal of Management, Vol 17, pp. 601-617, 1991. |