參考文獻 |
中文部份
[1] 于若蓉、王鼎銘、林季平、邱皓政、翁儷禎、陳振宇、程爾觀、畢恆達、黃旻華、黃毅志、楊國樞、劉長萱、蔡蓉青、謝雨生、瞿海源(2012),社會及行為科學研究法 (三):資料分析,東華書局。
[2] 王亞萍(2003),高中職校長轉型領導與學校組織變革關係之研究--以嘉義地區學校為例,雲林科技大學技術及職業教育研究所碩士論文。
[3] 方啟元(2005),人力資源管理活動對工作滿意之影響-探討員工知覺組織支持的中介效果,國立中央大學人力資源管理研究所碩士論文。
[4] 田國忠(2009),國軍組織變革下之轉型領導與領導效能,中華大學科技管理學碩士論文。
[5] 呂志昌(2011),轉換型領導對國軍同仁組織承諾的影響-已調節焦點為中介變數,長榮大學高階管理碩士在職專班碩士論文。
[6] 李宥賢(2008),中部地區國民小學校長領導型態與學校組織變革關係之研究,國立暨南國際大學教育政策與行政學系碩士論文。
[7] 吳育綺(2005),國中校長轉型領導、組織創新與學校效能關係之研究,國立高雄師範大學人力與知識管理研究所碩士論文。
[8] 何金銘(2006),統計分析方法:SPSS 軟體的輔助分析。台南:台灣復文興業。
[9] 林佳慧(2010),組織變革知覺、正向心理資本對變革承諾之跨層次分析─以組織政治氣候知覺為干擾變項,國立台南大學行政管理學系碩士論文。
[10] 林義挺(2009),人力資源管理活動與組織公民行為之關聯-以組織支持性氣候為中介效果。論文發表於國立中央大學人力資源管理研究所主辦之第十五屆企業人力資源管理專題實務研究成果發表會,桃園縣:國立中央大學。
[11] 林文平(2008),國民中小學校長轉型領導、學校組織變革與學校效能關係之研究,國立中山大學教育研究所碩士論文。
[12] 張美倫(2003),台灣中等學校教職員之組織支持知覺對其組織承諾與變革認知影響之探討,朝陽科技大學企業管理系碩士論文。
[13] 黃瓈慧(2009),組織變革、領導型態、組織文化與工作績效之研究-以台灣南部三所大學為例,國立成功大學企業管理學系碩士論文。
[14] 彭台光,林鉦棽(2008),組織現象和層次議題:非獨立性資料的概念和實徵,組織與管理,1(1),95-121。
[15] 溫福星、邱皓政(2011),多層次模式方法論,鼎茂出版社。
[16] 郝靜宜(2009),國立高中職校長轉型領導、學校組織變革與學校效能關係之研究,高雄師範大學教育學系碩士論文。
[17] 熊家民、藺寶欽、陳儀蓉(2011),員工正向心理資本與組織公民行為關係之探究-以轉換型 領導為中介變項,第六屆海峽兩岸組織行為與人才開發學術研討會論文集。
[18] 詹江陸(2009),轉型領導與組織公民行為之跨層次分析:組織承諾、組織公平的中介效果,大葉大學人力資源暨公共關係學系碩士在職專班論文。
[19] 詹幼儀(2004),國民小學校長轉型領導與教師變革接受度:以九年一貫課程變革為例,國立中正大學教育研究所碩士論文。
[20] 葉慈愛(2009) ,轉型領導對組織承諾與工作滿足及組織公民行為之跨層次分析,大葉大學人力資源暨公共關係學系碩士論文。
[21] 劉冠秀(2010),組織變革知覺與變革承諾之跨層次分析─以共享心智模式、職場心理壓力為中介變項,國立台南大學行政管理學系碩士論文。
[22] 陳順宇(2005),多變量分析,四版。台北:華泰文化
[23] 濮世緯(2003),國小校長轉型領導、學校文化取向與學校創新經營關係之研究,國立政治大學教育研究所博士論文。
[24] 鄧湘君(2008),組織變革知覺、轉型領導與工作滿意度關係之研究─以桃園縣辦理綜合高中學校為例,國防大學管理學院運籌管理學系碩士論文。
[25] 藺寶欽(2009),心理賦權、心理資本對組織公民行為之影響-轉換型領導之中介角色,國立高雄應用科技大學人力資源發展系碩士論文。
[26] 蘇紋鋒(2006),影響國民小學教師需求的組織變革與組織承諾關係之研究,國立台南大學教育經營與管理研究所碩士論文。
英文部份
[1] Allen, N.J. & Grisaffe, D.B. (2001). Employee commitment to the organization & customer reactions mapping the linkages. Human Resource Review, 11(3), 209-236.
[2] Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support & supportive human resource practices in the turnover process. Journal of Management, 29(1), 99–118.
[3] Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role perceived organizational support & supportive human resources practices in turnover process. Journal of Applied Psychology, 83, 288-297.
[4] Armeli, S., Eisenberger, R., Fasolo, P., & Lynch, P. (1998). Perceived organizational support & police performance: The moderating influence of socioemotional needs. Journal of Applied Psychology, 83, 288-297.
[5] Arnold, T. & Spell, C. (2006). The relationship between justice & benefits satisfaction. Journal of Business & Psychology. 20, 599-620.
[6] Aryee, S. & Chay, Y. W. (2001). Workplace justice, citizenship behavior, & turnover intentions in a union context: Examining the mediating role of perceived union support & uion instrumentality. Journal of Applied Psychology. 86(2), 154-160.
[7] Avey, J.B., Patera, J.L., & West, B.J. (2006). Positive psychological capital: A new approach for underst&ing absenteeism. Journal of Leadership & Organizational Studies, 13(1), 42-60.
[8] Avey, J.B., Wernsing, T.S. & Luthans, F. (2008). Can positive employees help positive organizational change? Impact of psychological capital & emotions on relevant attitudes & behaviors. The Journal of Applied behavioral Science, 44(1), 48-70.
[9] Avey, J.B., Luthans, F., & Youssef, C.M. (2010). The additive value of positive psychological capital in predicting work attitudes & behaviors. Journal of Management, 36(2), 430-452.
[10] Avolio, B. J., & Yammarino, F. J. (1990). Operationalizing charismatic leadership using a level of analysis framework. Leadership Quarterly, 1, 193–208.
[11] Avolio, B.J., Gardner, W.L., Walumbwa, F.O., Luthans, F. & May, D.R. (2004). Unlocking the mask: a look at the process by which authentic leaders impact follower attitudes & behaviors, Leadership Quarterly, 15, 801-823.
[12] Avolio, B. J., Zhe, W. C., Koh, W., & Bhatia, P. (2004). Transformational leadership & organizational commitment: Mediating role of structural distance. Journal of Organizational Behavior, 25(8), 951-968.
[13] Avolio, B., Yammarino, F.J., & Bass, B.M. (1991). Identifying Common Methods Variance with Data Collected from a Single Source: An Unresolved Sticky Issue, Journal of Management, 17(3), 571-587.
[14] B., Wernsing, T. S. & Luthans, F. (2008). Can positive employees help positive organizational change? Impact of psychological capital & emotions on relevant attitudes & behaviors. The Journal of Applied Behaviioral Science, 44(1), 48-70.
[15] Bass, B. M. (1985). Leadership & Performance Beyond Expectations. New York: The Free Press.
[16] Bass, B. M. & Avolio, B. J. (1990). Transformational Leadership Development: Manual for the Multifactor Leadership Qestionnaire. Palo Alto, California: Consulting Psychologists Press, Inc.
[17] Bass, B. M., & Steidlmeier, P. (1999). Ethics, character, & authentic transformational leadership behavior. Leadership Quarterly, 10(2), 181-217.
[18] Becker TE. (1992). Foci & bases of commitment: Are they distinctions worth making? Academy of Management Journal, 35, 232-244.
[19] Becker TE, Billings RS, Eveleth DM, Gilbert NL. (1996). Foci & bases of employee commitment: Implications for job performance. Academy of Management Journal, 39, 464-482.
[20] Bennis, W. G. & Nanus, B. (1985). Leaders: The Strategies for Taking Charge. New York: Harper & Row.
[21] Blau, E M. (1964). Exchange & power in social life. New York: Wiley.
[22] Bommer, W. H., Dierdorff, E. C., & Rubin, R. S. (2007). Does prevalence mitigate relevance? The moderating effect o,f group-level OCB on employee performance. Academy of Management Journal, 50(6), 1481-1494.
[23] Bono, J. E., & Judge, T. A. (2003). Self-concordance at work: Toward underst&ing the motivational effects of transformational leaders. Academy of Management Journal, 46, 554–571.
[24] Brief, A.P., Burke, M. J., George, J.M., Robinson, B.S. & Webster, J. (1988). Should negative affectivity remain an unmeasured variable in the study of job stress. Journal of Applied Psychology, 73(2), 193-198.
[25] Brinberg, D., & Castell, P. (1982). A resource exchange approach to interpersonal attractions: A test of Foa’s theory. Journal of Personality & Social Psychology, 43, 260-269.
[26] Brockner J, Tyler TR, Cooper-Schneider R. (1992). The influence of prior commitment to an institution on reactions to perceived unfairness: The higher they are, the harder they fall. Administrative Science Quarterly, 37, 241-261.
[27] Burns, A. M. (1978). Leadership. NEW York: Harper & Row.
[28] Carr, A. (2004). Positive psychology: The science of happiness & human strengths. New York: Routledge.
[29] Carson, P., Carson, K. D., & Lanier, P., 2001, The stainless steel career: An examination of workplace resilience, Journal of Applied Management & Entrepreneurship, 6, 3-13.
[30] Cascio W.F. (1991), Applied Psychology in Personnel Management, (4th ed.). NJ: Prentice-Hall.
[31] Castro, S. L. (2002).,Data analyt ic methods for the analysis of mult ilevel questions a comparison of intraclass correlat ion coefficients, rwg (j), hierarchical linear modeling, within- and between-analysis, and random group resampling. The Leadership Quarterly, 13(1), 69-93.
[32] Col, G. (2004). Orgutsel baglilik kavrami ve benzer kavramlarla iliskisi [The concept of organizational commitment & relationships with related concepts]. The Journal of Industrial Relations & Human Resources, 6(2), 4-11.
[33] Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86, 386–400.
[34] Conger, J. A. & Kanungo R. N. (1988). The empowerment process: Integrating theory & practice. Academy of Management Review, 13(1), 471-482.
[35] Conner, D.R., (1992). Managing at the speed of change: How resilient managers succeed & prosper where others fail. New York: Villard Books.
[36] Connolly, J.J. & Viswesvaran, C. (2000). The role of affectivity in job satisfaction: A meta-analysis. Personality & Individual Differences, 29(2), 265-281.
[37] Dansereau, F., & Yammarino, F. J. (1998). Leadership: The multiple-level approaches: Classical & new wave. Greenwich, CT: Elsevier Science/ JAI Press.
[38] Dasborough, M.T. & Ashkanasy, N.M. (2002). Emotion & attribution of intentionality in leader-member relationships, Leadership Quarterly, 13, 615-634.
[39] Druskat VU & Wolff SB. (2001). Building the emotional intelligence of groups. Harvard Business Review, 80-90.
[40] Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500-507.
[41] Eisenberger, R., Fasolo, E M., & Davis-LaMastro, V. (1990). Effects of perceived organizational support on employee diligence, innovation, & commitment. Journal of Applied Psychology, 53, 51-59.
[42] Eisenberger, Cummings, Armeli, & Lynch (1997). Perceived Organizational Support, Discretionary Treatment, & Job Satisfaction. Journal of Applied Psychology, 82, 812-820.
[43] Eisenberger, Stinglhamber, V&enberghe, Sucharski, & Rhoades (2002). Perceived Supervisor Support Contributions to Perceived Organizational Support & Employee Retention. Perceived Supervisor Support Contributions to Perceived Organizational Support & Employee Retention, 87(3), 565-573.
[44] Fasolo, R (1995). Procedural justice & perceived organizational support: Hypothesized effects on job performance. In R. Cropanzano & K. M. Kacmar (Eds.), Organizationalpolitics, justice, & support: Managing social climate at work, 185-195. Westport, C’’12. Quorum Press.
[45] Fedor, D.B., Caldwell, S. & Herold, D.M. (2006). The effects of organizational changes on employee commitment: A multi-level investigation. Personnel Psychology, 59(1), 1-29.
[46] Ford, J.K., Weissbein, D.A., & Plamondon, K.E. (2003). Distinguishing organizational from strategy commitment: Linking officers’ commitment to community policing to job behaviors & satisfaction. Justice Quarterly, 20(1), 159-185.
[47] Fredrickson, B.L. (2001). The role of positive emotions in positive psychology: The broaden-&-build theory of positive emotions. American Psychologist, 56(3), 218-226.
[48] Fredrickson, B.L. & Losada, M.F. (2005). Positive affect & the complex dynamics of human flourishing. American Psychologist, 60, 678-86.
[49] Gardner, W. L., & Cleavenger, D. (1998). Impression management strategies associated with transformational leaders at the world-class level: a psychohistorical assessment. Management Communication Quarterly, 12, 3–41.
[50] Gardner, D. G. & Pierce, J. L. (1998). Self-esteem & self-efficacy within the organization context. Group & Organization Management: An empirical examination, 23(1) , 48-70.
[51] Gosling, J., & Mintzberg, H. (2003). The five minds of a manager, Harvard Business Review,11 , 54- 63.
[52] Gist, M.E., & Mitchell, T.R.(1992). Self-efficacy: A theoretical analysis of its determinants & malleability. Academy of Management Review, 17(2), 183-211.
[53] Greenberg, J. & Baron R.A. (1995). Behavior in organization. Englewood Cliff, NJ: Prentice Hall Inc.
[54] Gregersen HB. (1992). Commitment to a parent company & a local work unit during repatriation. Personnel Psychology, 45, 29-54.
[55] Hackman, J. R. (1992). Group influences on individuals in organizations. In M. D. Dunnette & L. M. Hough (Eds.), H&book of industrial organizational psychology (3, 199–267). Palo Alto, CA: Consulting Psychologists Press.
[56] Hair, Jr. R., Anderson, R.E., Tatham, R.L., and Black, W.C. (1998). Multivariate Data Analysis, (5th ed.). Macmillan, New York.
[57] Hall, R. J., & Lord, R. G. (1995). Multi-level information processing explanations of followers’ leadership perceptions. Leadership Quarterly, 6, 265–287.
[58] Harris, A. (2007). Distributed leadership: conceptual confusion & empirical reticence. International Journal of Leadership in Education, 10(3): 1–11.
[59] Herscovitch, L. (1999). Commitment to organizational change: extension & evaluation of a three-component model. Published master’s thesis. University of Western Ontario, London, Ontario, Canada.
[60] Herscovitch, L. & Meyer, J.P. (2002). Commitment to change: extension of a three-component model. Journal of Applied Psychology, 87(3), 474-487.
[61] Hutchison, S. (1997). A path model of perceived organizational support. Journal of Socail Behavior of Personality, 12(1), 159-174.
[62] Huy QN. (1999). Emotional capability, emotional intelligence, and radical change. Academy of Management Review 24(2), 325–345.
[63] Iverson, R.D. & Roy, P. (1994). A causal model of behavioural commitment: evidence from a study of Australian blue-collar employees. Journal of Management, 20, 15-41.
[64] James, L., Demaree, R. G., & Wolf, G. (1984). Estimating within-group interrater reliability with and without response bias. Journal of Applied Psychology, 69(1), 85-98.
[65] Kenny, D. A., Kashy, D., & Bolger, N. (1998). Data analysis in social psychology. In D. Gilbert, S. Fiske, and G. Lindzey (Eds.), Handbook of social psychology (4th ed., 233-265). New York: McGraw-Hill.
[66] Klein, K. J., & Kozlowski, S. W. J. (2000). From micro to meso: Critical steps in conceptualizing & conducting multi-level research. Organizational Research Methods, 3(3), 211-236.
[67] Kline, R. B. (1998). Principle & practice of structure equation modeling. New York: The Guilford Press.
[68] Ko, J.W., Price, J.L., & Mueller, C.W. (1997). Assessment of Meyer & Allen’s Three Component Model of Organizational Commitment in South Korea. Journal of Applied Psychology, 82(6), 961- 973.
[69] Kotter, J. P. (1995), Leading Change: Why Transformation Efforts Fail. Havard Business Review, 59-67.
[70] Kozlowski, S. W., Chao, G. T., Smith, E. M. & Hedlund, J.(1993). Organizational Downsizing: Strategies. In Cary Copper & Ivan Robertson (eds.). International Review of Industrial & Organizational Psychology, 1(8), 263-322.
[71] Kuhnet, K. W. & Lewis, P. (1987). Transactional & transformational leadership: A constructive/developmental analysis. Academy of Management Review, 12, 648-657.
[72] Levinson, H. (1965). Reciprocation: the relationship between man & organization. Administrative Science Quarterly, 9, 370-390.
[73] Liontos, L.B. (1992). Transformational leadership. ERIC Digest, 72.
[74] Liontos, L. B. (1993). Transformational leadership: Profile of a high school principal.
[75] Luthans, F., Luthans, K.W., Hodgetts, R.M. & Luthans, B.C. (2002). Positive approach to leadership (PAL): Implications for today’s organizations. Journal of Leadership Studies, 8, 3-20.
[76] Luthans, F. (2002a). The need for & meaning of positive organizational behavior. Journal of Organizational Behavior, 23, 695–706.
[77] Luthans, F. (2002b). Positive organizational behavior: Developing & managing psychological strengths. Academy of Management Executive, 16, 57–72.
[78] Luthans, F. & Avolio, B.J. (2003), Authentic leadership: a positive developmental approach, in Cameron, K.S., Dutton, J.E. & Quinn, R.E. (Eds), Positive Organizational Scholarship, Barrett-Koehler, San Francisco, CA, 241-261.
[79] Luthans, F., Luthans, K., & Luthans, B. (2004). Positive psychological capital: Going beyond human & social capital. Business Horizons, 47(1), 45-50.
[80] Luthans, F., VanWyk, R. & Walumbwa, F.O. (2004). Recognition & development of hope for South African organizational leaders. Leadership & Organization Development Journal, 25, 512-527.
[81] Luthans, F., Avolio, B., Walumbwa, F. & Li, W. (2005),. The psychological capital of Chinese workers: exploring the relationship with performance. Management & Organization Review, 1, 247-269.
[82] Luthans F. & Jenson S.M. (2005). The Linkage Between Psychological Capital & Commitment to Organizational Mission: A Study of Nurses. The Journal of Nursing Administration, 35(6), 304-310.
[83] Luthans, F., Avey, J. B. Avolio, B.J., Norman, S., & Combs, G. (2006). Psychological capital development: Toward a micro-intervention, Journal of Organizational Behavior, 27, 387-393.
[84] Luthans, F. & Larson M. (2006). Potential added value of psychological capital in predicting work attitudes. Journal of Leadership & Organizational Studies, 13(1), 45-62.
[85] Luthans, F., Avey, J.B., Avolio, B.J., Norman, S.M., & Combs, G.J. (2006a). Psychological capital development: Toward a micro-intervention. Journal of Organizational Behavior, 27(3), 387-393.
[86] Luthans, F., Avolio, B.J., Avey, J.B. & Norman, S.M. (2007)..Positive psychological capital: measurement & relationship with performance & satisfaction. Personnel Psychology, 60, 541-72.
[87] Luthans, F., & Youssef, C.M. (2007). Emerging Positive Organizational Behaviour. Journal of Management, 33(3), 321-349.
[88] Luthans, F., Avolio, B.J., Avey, J.B., & Norman, S.M. (2007a). Positive psychological capital: Measurement & relationship with performance & satisfaction. Personal Psychology, 60(3), 541-572.
[89] Luthans, F., Youssef, C.M., & Avolio, B.J. (2007b). Psychological Capital, Developing the Human Competitive Edge. Oxford: Oxford University Press.
[90] Luthans, F., M. Norman, S., J.Avolio, B., & B.Avey, J. (2008b). The mediating role of psychological capital in the supportive organizational climate─employee performance relationship. Journal of Organizational Behavior, 29(2), 219-238.
[91] Masten, A.S. (2001). Ordinary magic: Resilience process in development. American Psychologist, 56(3), 227-239.
[92] Mathieu, J.E. & Hamel, K. (1989). A cause model of the antecedents of organizational commitment among professionals & non-professionals. Journal of Vocational Behaviour, 34, 299-317.
[93] Meyer, J.P. & Allen, N.J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89.
[94] Meyer, J.P. & Herscovitch, L. (2001). Commitment in the workplace: toward a general model. Human Resource Management Review, 11(3), 299-326.
[95] Meyer, J.P., Stanley, D.J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, & normative commitment to the organization: a meta-analysis of antecedents, correlates, & consequences. Journal of Vocational Behavior, 61(1), 20-52.
[96] Michaels, P. (1994). An exp&ed conceptual framework on organizational commitment & job satisfaction for sales force management. Journal of Business & Society, 7, 42-67.
[97] Mohanty, M. S. (2009). Effects of positive attitude on earnings: evidence from the US longitudinal data. Journal of Socia-Economics, 38(2), 357-371.
[98] Moorman, Robert H., Blakely, Gerald L., & Niehoff, Brian P. (1998). Does perceived organizational support mediate the relationship between procedural jusite & organizational citizenship behavior? Academy of Management Journal. 41(2): 351-357.
[99] Moss, S. A., McFarl&, J., Ngu, S., & Kijowsha, A. (2007). Maintaining an open mind to closed individuals: The effect of resource availability & leadership style on the association between openness to experience & organizational commitment. Journal of Research in Personality, 41(2): 259-275.
[100] Mowday, R. T., Steers, R. M.,&Porter, L.W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14, 224–247.
[101] Mumford, M. D., Dansereau, F., & Yammarino, F. J. (2000). Followers, motivations, & levels of analysis: The case of individualized leadership. Leadership Quarterly, 11, 313–340.
[102] Newstrom, J. W. (2007). Organizational Behaviour-Human Behaviour at work (12th ed). New York: McGraw Hill International Edition.
[103] Novelli L, Kirkman BL, & Shapiro DL. (1995). Effective implementation of organizational change: an organizational justice perspective. In Trends in Organizational Behavior (Ed.) CL Cooper, DM Rousseau, 2, 15-36. New York: Wiley.
[104] Organ, D. W., & Ryan, K. (1995). A meta-analytic review of attitudi-nal & dispositional predictors of organizational citizenship behavior. Personnel Psychology, 48(4), 775-802.
[105] Pajares, F. (1996). Self-efficacy beliefs in academic setting, Review of Educational Research, 66(4): 543-545.
[106] Peters, T.J. & Waterman, R.H. Jr. (1982). Search of Excellence: Lessons from American’s Best Run Companies, Harper Collins, New York, NY.
[107] Peterson C. (2000). The future of optimism. American Psychologist, 55, 44-55.
[108] Peterson, S. & Luthans, F. (2003). The positive impact of development of hopeful leaders. Leadership & Organization Development Journal, 24, 26-31.
[109] Piccolo, F. & Colquitt, A.,(2006). Transformational leadership & job behavior: The mediating role of core job characteristics. Academy of Management journal, 49(2) , 327-340.
[110] Podsakoff, P. M., & MacKenzie, S. B. (1995). An examination of substitutes for leadership within a levels-of-analysis framework. Leadership Quarterly, 6, 289–328.
[111] Podsakoff, P. M., MacKenize, S. B., & Bommer, W. H. (1996). Transformational leader behaviors & substitutes foe leadership as determinants of employee satisfaction, commitment, trust & organizational citizenship behaviors. Journal of Management, 22(2), 259-298.
[112] Reichers, A.E., Wanous, J.P., & Austin, J.T. (1997). Underst&ing & managing cynicism about organizational change. Academy of management executive, 11(1), 48-59.
[113] Reyes, P., & Pounder, D. G. (1990). Teacher commitment, job satisfaction, & school value orientation: A study of public & private school. University of Wisconsin, Madison, 68.
[114] Rhoades, L, & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87, 698-714.
[115] Riketta, M.,&van Dick, R. (2005). Foci of attachment in organizations: a meta-analytic comparison of the strength & correlates of workgroup versus organizational identification & commitment. Journal of Vocational Behavior, 67(3), 490-510.
[116] Robbins, S. P. (1998). Organization Behavior. New Jersey:Prentice-Hall Inc.
[117] Robbins, S.P. (2006). Organizational Behavior. Hwa Tai Publishing.
[118] Rousseau, D. M. (1985). Issues of level in organizational research: Multi-level & cross-level perspectives. In L. L. Cummings & B. M. Staw (Eds.), Research in organizational behavior, 7, 1-37. Greenwich, Connecticut: JAI.
[119] Rhoads, Linda, & Eisenberger, Robert (2002). Perceived prganizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698-714.
[120] Saglam Ari, G. & Ergeneli, A. (2003). Psikolojik guclendirme algisi ve bazı demografik degiskenlerin orgutsel bagliliga etkisi [Psychological empowerment perception & the impact of some demographic variables to organizational commitment]. Hacettepe University Journal of Economics & Administrative Sciences, 21(1), 129-149.
[121] Schulman, P. (1999). Applying learned optimism to increase sales productivity. Journal of Personal Selling & Sales Management, 19(1), 31-37.
[122] Shalley, C. E., Zhou, J., & Oldham, G. R. (2004). The effects of personal & contextual characteristics on creativity. Journal of Management, 30(6), 933-958.
[123] Shamir, B., House, R.J. & Arthur, M.B. (1993). The motivational effects of charismatic leadership: a self-concept based theory. Organization Science, 4, 1-17.
[124] Shore, L. M., & Tetrick, L. E. ( 1991 ). A construct validity study of the survey of perceived organizational support. Journal of Applied Psychology, 76, 637-643.
[125] Shore, L.M., & Wayne, S.J. (1993). Commitment & employee behavior: Comparison of affective commitment & continuance commitment with perceived organizational support. Journal of Applied Psychology, 78, 774-880.
[126] Shore, L. M., & Shore, T. H. (1995). Perceived organizational support & organizational justice. In R. Cropanzano & K. M. Kacmar (Eds.), Organizational politics, justice, & support: Managing social climate at work ,49-164. Westport, C1~. Quorum Press.
[127] Seligman, M.E.P., & Csikszentmihalyi, M. (2000). Positive Psychology. American Psychologist, 55(1), 5-14.
[128] Shamir, B., Zakay, E., Breinin, E., & Popper, M. (1998). Correlates of charismatic leader behavior in military units: Subordinates’ attitudes, unit characteristics, & superiors’ appraisals of leader performance. Academy of Management Journal, 41, 387–409.
[129] Snyder, C.R. (2002). Hope Theory, Rainbows in the Mind. Psychological Inquiry, 13(4), 249-275.
[130] Stajkovic A.S. & Luthans F. (1998). Self-self efficacy & work-related performance: A meta analysis. Psychological Bulletin, 124(2), 240-261.
[131] VanYperen, N.W., van den Berg, A. E., & Willering, M. C. (1999). Towards a better underst&ing of the link between participation in decision-making & organizational citizenship behavior: A multilevel analysis. Journal of Occupational & Organizational Psychology, 72, 377-392.
[132] Visser, D. J., De- Coning, T. J., & Smit. E. M. (2005). The relationship between the characteristics of the transformational leader & the entrepreneur in South African AMEs, S.Afr.J.Bus.Manage. 36(3), 51.
[133] Wanberg, C. R. (1997). Antecedents & outcomes of coping behavior among unemployed & reemployed individuals. Journal of Applied Psychology, 87, 731-744.
[134] Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support & leader-member exchange: A social exchange perspective. Academy of Management Journal, 40, 82-111.
[135] Whittington, J. L., Goodwin, V. L., & Murray, B. (2004). Transformational leadership, goal difficulty, & job design: independent & interactive effects on employee outcomes. The Leadership Quarterly, 15(5), 593-606.
[136] Williams, L.J. & Hazer, J.T. (1986). Antecedents & consequences of satisfaction & commitment in turnover models: a re-analysis using latent variable structural equation methods. Journal of Applied Psychology, 72, 219-231.
[137] Yammarino, F. J., & Bass, B. M. (1991). Person & situation views of leadership: A multiple levels of analysis approach. Leadership Quarterly, 2, 121–139.
[138] Yammarino, F. J., & Dubinsky, A. J. (1994). Transformational leadership theory: Using levels of analysis to determine boundary conditions. Personnel Psychology, 47, 787–811.
[139] Yammarino, F. J., Dubinsky, A. J., Comer, L. B., & Jolson, M. A. (1997). Women & transformational & contingent reward leadership: A multiple-levels-of-analysis perspective. Academy of Management Journal, 40, 205–222.
[140] Yammarino, F. J., Spangler, W. D., & Dubinsky, A. J. (1998). Transformational & contingent reward leadership: Individual, dyad, & group levels of analysis. Leadership Quarterly, 9, 27–54.
[141] Youssef, C.M. & Luthans, F. (2006). Time for positivity in the Middle East: Developing hopeful Egyptian organizational leaders. In W. Mobley & E Weldon (Ed.) Advances in global leadership, 4, Oxford, UK: Elsevier/JAI.
[142] Yukl,G. A. (1994). Leadership in Organization. N. J. : Prentice-Hall.
[143] Yukl, G. A. (2002). Leadership in organizations (5th ed.). Englewood Cliffs, New Jersey: Prentice-Hall, Inc.
[144] Zangaro, G. A. (2001). Organizational commitment: A concept analysis. Nursing Forum, 36(2), 14-22.
|