博碩士論文 100451013 詳細資訊




以作者查詢圖書館館藏 以作者查詢臺灣博碩士 以作者查詢全國書目 勘誤回報 、線上人數:8 、訪客IP:18.234.255.5
姓名 陳啓南(Chi-Nan Chen)  查詢紙本館藏   畢業系所 企業管理學系在職專班
論文名稱 國營企業從業人員離職傾向之探討–以T公司為例
相關論文
★ 二氧化鈦技術生命週期之研究★ 整體後勤業參與同步工程於產品開發績效關係之研究—以中科院為例
★ 筆記型電腦之IFA/PIFA天線技術生命週期分析★ 國籍航空公司經營績效分析-以資料包絡分析方法分析
★ 從專利分析看3D IC技術與市場發展★ 影響企業導入電子發票系統成效之因素探討
★ 影響企業導入數位學習成功因素之探討-以個案公司為例★ 產品生命週期管理系統導入成功要素之探討--以S科技公司為例--
★ 組織創新能力影響因素研究★ 製 造 業 閒 置 資 產 轉 售 平 台 製造業閒置資產轉售平台-以廣達電腦股份有限公司為例
★ 供應商先行者優勢探討-以宸鴻科技為例★ 團隊領導者創新特質與開放式創新專案關係之研究
★ 從商業生態系統談樞紐者策略-以Apple 與Nokia 為例★ 個人電腦的競爭與發展策略-以台灣電子產業為例
★ 應用兩階段資料包絡分析法評估高級職業學校之經營績效★ ERP導入的促進因素:使用者觀點
檔案 [Endnote RIS 格式]    [Bibtex 格式]    [相關文章]   [文章引用]   [完整記錄]   [館藏目錄]   至系統瀏覽論文 ( 永不開放)
摘要(中) 產業自由化及全球化的激烈競爭下,政府業務單位轉型為國營企業並引進非公務人力以補充人力需求,然人事制度的僵化及差異導致新進人員離職率居高不下。為此,本研究以國營企業港口集團之T公司為研究對象,目的在了解T公司於2012年3月轉型後,影響從業人員離職傾向(turnover intention)的原因,所探討的因素包括薪資福利(salary and benefits)、工作能力(working ability)、個人與組織適配度(person-organization fit ; P-O fit)如何透過員工的工作滿意(job satisfaction)、組織承諾(organizational commitment)及組織公平(organizational justice)。研究進行以人員訪談及電子問卷方式進行。研究結果發現造成離職傾向的最重要因素是薪資福利,其次是組織公平。

關鍵詞:薪資福利、工作能力、個人與組織適配度、工作滿意、組織承諾、組織公平、離職傾向
摘要(英) Under the severe competition of liberalization and globalization in industries, former government business-related entities embark on transformation; however, the rigidity and discrimination of personnel system has led to new employees′ high turnover rate.
On this account, a state-owned enterprise of a port group, the T Company, was chosen as the subject of this research. With intent to understand the cause of turnover, the research analyzed the factors that influenced the turnover intention of the company’s new employees, who were admitted after its transformation in March, 2013. These factors include salary and benefits, working ability, person-organization fit (P-O fit), job satisfaction, organizational commitment and organizational justice.
By means of staff interviewing and electronic questionnaire, this study found the most important factor that influence the intention of turnover is the salary and benefits, followed by the organizational justice.
Keywords: salary and benefits, working ability, person-organization fit, job satisfaction, organizational commitment, organizational justice, turnover intention.
關鍵字(中) ★ 薪資福利
★ 工作能力
★ 個人與組織適配度
★ 工作滿意
★ 組織承諾
★ 組織公平
★ 離職傾向
關鍵字(英) ★ salary and benefits
★ working ability
★ person-organization fit
★ job satisfaction
★ organizational commitment
★ organizational justice
★ turnover intention
論文目次 中文摘要 I
英文摘要 II
誌謝 III
目錄 IV
圖目錄 V
表目錄 VI
第一章 緒論 1
1-1研究背景 1
1-2研究動機 2
1-3研究目的 4
1-4 研究流程 5
第二章 文獻探討與假設 6
2-1薪資福利(SALARY AND BENEFITS) 6
2-3個人與環境適配(PERSON-ORGANIZATION FIT) 14
2-5組織承諾(ORGANIZATIONAL COMMITMENT) 18
2-6組織公平(ORGANIZATIONAL JUSTICE) 20
2-7離職傾向(TURNOVER INTENTION) 33
第三章 研究方法與設計 41
3-1研究對象-新進從業人員特質分析 41
3-2質性研究方法 41
3-3研究架構 42
3-4訪談問項設計 42
3-5訪談大綱及資料收集過程 46
3-6資料分析方法 47
第四章 資料分析 48
4-1樣本資料分析 48
第五章 結論與建議 66
5-1研究結論 66
5-2管理意涵 69
5-3研究限制與後續研究建議 71
參考文獻 73
一、中文文獻: 73
二、英文文獻: 76
附錄一:線上問卷 88
附錄二:受訪者背景資料 92
附錄三:公營事業含政府持股未超過50%但為最大股東事業機構分類 97

參考文獻 一、中文文獻:
1. 2013年12月17日星期二,聯合報A11,「延退繳多點尋求世代共好」。
2. 2013年12月30日星期一,聯合報A12,「不想浪費生命,每年千人辭鐵飯碗」。
3. Paul M. Muchinsky著,張滿玲譯,陳彰儀審閱,2006,「工作心理學(Psychology applied to work)」,THOMSON出版社。
4. Stephen P. Robbins , Mary Coulter著,林孟彥譯,2003,「管理學(Management)」,華泰文化出版社。
5. 大前研一,1987,策略家的智慧,長河出版社,臺北市。
6. 方慈霞,2011。「領導風格、工作動機對工作投入之影響-以組織公平為調節變項」,國立中山大學人力資源管理研究所碩士論文。
7. 吳雅瑜,2011。「我國航港體制改革─港務公司化組織型態之研究」,國立臺灣海洋大學航運管理學系碩士論文。
8. 宋柏均,2013。「臺灣港務公司組織變革與多角化策略之研究」,國立清華大學經營管理碩士在職專班論文。
9. 李昆翰,2009。「薪資福利制度對於企業員工退出人數影響之研究」,高雄師範大學人力與知識管理研究所碩士論文。
10. 汪方涵,2008,「員工內控人格特質、工作價值觀對個人環境適配之影響-以某高科技公司為例」,國立中央大學人力資源管理研究所碩士論文。
11. 林光、陳福照、陳彥宏、陳淑玲,2000,航港體制變革中港務機關定位與組織之研究,交通部委託研究報告,臺北市。
12. 林益浚,2008。「國際商港知識移轉接受模式之研究---以基隆港務局為例」,國立成功大學交通管理學系碩博士班論文。
13. 林偉哲,2007,「工作價值觀對離職傾向之影響─以A公司派遣員工為例」,國立成功大學高階管理碩士在職專班論文。
14. 洪瑋君,2013。「國內產業員工離職傾向研究趨勢之分析:以2001年至2012年學位論文為例」,國立臺灣師範大學科技應用與人力資源發展學系碩士論文。
15. 洪維宏,2006。「個人與組織適配度對於員工工作滿意度、組織承諾及離職傾向之影響-以非營利組織為例」,國立中央大學企業管理研究所碩士論文。
16. 胡幼慧主編,質性研究:理論與應用(臺北市:心理出版社股份有限公司,民國92年)。
17. 胡書山,2003。「中小企業薪資制度、福利條件、各項勞動條件與人力資源績效之關係研究」,國立中山大學人力資源管理研究所碩士在職專班論文。
18. 胡書山,2003。「中小企業薪資制度、福利條件、各項勞動條件與人力資源績效之關係研究」,國立中山大學人力資源管理研究所碩士在職專班論文。
19. 倪安順,1994,亞洲國家航運管理體制之研究(上),航運季刊,創新版,第三卷,第一期,1-25。
20. 倪安順,1994,亞洲國家航運管理體制之研究(下),航運季刊,創新版,第三卷,第二期,1-30。
21. 夏林清、游慧卿,1984。「工作價值觀問卷介紹與初步修訂報告」,測驗與輔導,第60期,30-36。
22. 孫重輝,2001,我國國際商港公法人化組織重組之研究─以交通部高雄港務局為例,國立中正大學勞工研究所碩士論文,嘉義市。
23. 徐聯恩,1996,企業變革系列研究,華泰書局,臺北市。
24. 翁茹婷,2010。「新進醫務社工的離職歷程之研究」,慈濟大學社會工作研究所碩士班論文。
25. 袁鍾山,2012。「組織變革與發展-以高雄港港務局為案例」,高苑科技大學經營管理研究所碩士班論文。
26. 高明堂,2009。「我國港務局改制行政法人制度芻議之研究」,國立臺灣海洋大學海洋法律研究所碩士班論文。
27. 國營事業管理法法規,http://www.6law.idv.tw/6law/law/國營事業管理法.htm。
28. 張保隆、謝寶煖,2006。學術論文寫作:APA規範。臺北市:華泰。
29. 張國雄,2007,行銷管理,第二版,雙葉書廊有限公司,臺北市。
30. 張紹勳,2001,「研究方法」,滄海出版社。
31. 許南雄,1994,行政學術語,商鼎數位出版公司,臺北市。
32. 連宏華,1999,組織重組理論之探討,中國行政評論,第八卷,第三期,97-99。
33. 陳村河,2011。「國營事業民營化留用員工工作壓力之研究-以臺肥公司為例」,國立中山大學人力資源管理研究所碩士在職專班論文。
34. 陳怡靜、陳詳衡,2011,薪酬對大學生工作意願影響之研究,中華管理評論,國際學報,2011年8月第十四卷三期。
35. 陳霈菁,2009。「臺灣學習型政府成效之研究-以基隆港務局組織文化與組織學習成效關係為例」,國立臺灣海洋大學教育研究所碩士班論文。
36. 曾光華,2008,行銷管理-理論解析與實務應用(三版),前程文化事業有限公司,臺北市。
37. 朝陽堂,1995,品牌經營,朝陽堂文化,臺北市。
38. 甯世強,2011。「配合港務公司化之基隆港經營策略」,國立臺灣海洋大學航運管理學系碩士論文。
39. 黃宏華,1989,策略家的智慧,長河出版社,臺北市。
40. 黃建達,2008。「員工激勵偏好、工作滿足與離職傾向調查--以L公司為例」,國立中央大學人力資源管理研究所碩士班論文。
41. 黃偉誠、許博士,2013。運輸管理學(含概要)。鼎文書局。
42. 黃聖為,2012。「工作調適、工作能力與離職傾向之研究」,國立高雄應用科技大學人力資源發展系碩士論文。
43. 楊福珍,2006。「公營事業員工離職意願之探討-以高雄港務局公法人化為例」,樹德科技管理大學經營管理研究所碩士班論文。
44. 葉至誠、葉立誠著,研究方法與論文寫作(臺北市:商鼎文化,民國88年),頁138-156。
45. 葉昱劭,2013。「臺灣港務公司品牌經營關鍵因素之研究」,國立高雄海洋科技大學航運管理研究所論文。
46. 廖月娟、陳琇玲,2001,變革之舞,天下遠見出版股份有限公司,臺北市。
47. 潘淑滿著,質性研究:理論、方法及本土女性研究實例(臺北市:巨流圖書股份有限公司,民國97年)。
48. 鄭淑惠,2002,港埠經營策略之探討-以新加坡港口集團為例,中山大學企業管理研究所碩士論文,高雄市。
49. 寰宇國際財務顧問有限公司,2012。「配合航港體制改革成立港務公司籌備事項委託專業服務採購案」,基隆港務局九十九年委託研究計畫報告書。
50. 盧華安,2008,亞洲主要貨櫃港埠現況與發展之研究,臺灣海洋大學航運管理研究所碩士論文,基隆市。
51. 蕭丁訓、林光、張志清、陳基國,2005,由上海港的發展看臺灣港口的競爭策略,航運季刊,第14卷,第四期,85-107。
52. 賴思嘉,2011。「港務公司採行港口策略聯盟與業務多角化措施之研究」國立臺灣海洋大學航運管理學系碩士論文。
53. 戴輝煌,2012,我國貨櫃港口因應環境變遷之碼頭營運模式,交通部運輸研究所港灣技術研究中心委託研究,臺中市。
54. 謝函融,2005,「工作投入對工作價值觀與離職傾向間關關係之研究」,國立中央大學人力資源管理研究所碩士論文。
二、英文文獻:
1. Aaker, D. A., 1984. Strategic Market Management, Humanities. John Wiley & Sons Inc: New York.
2. Aaker, D. A., 1991. Managing Brand Equity. Free Press: New York.
3. Adams, J. S., 1965. Inequity in social exchange. In L. Berkowitz (Ed.), Advances in experimental social psychology. New York: Academic Press, 2, 267-299.
4. Adams, J. S., 1963. Toward an understanding of inequity. Journal of Abnormal and Social Psychology, 67, 422-436.
5. Aquino, K., 1995. Relationships among pay inequity, perceptions of procedural justice, and organizational citizenship. Employee Responsibilities and Rights Journal, 8(1), 21-33.
6. Arshadi, N., 2011. The relationship of perceived organizational support (POS) with organizational commitment, in-role performance, and turnover intention: Mediating role of felt obligation. Procedia - Social and Behavioral Sciences, 30, 1103-1108.
7. Autry, C. W. & Daugherty, P. J., 2003. Warehouse operations employees: Linking person-organization fit, job satisfaction, and coping responses. Journal of Business Logistics, 24, 171-197.
8. Balmer, J. M. T. and Edmund, R. G., 2003. Corporate brands: what are they? What of them?European Journal of Marketing, 37(7/8), 972-997.
9. Bartol, K. M., 1983. Turnover among DP personnel: A causal analysis. Communications of the ACM, 26, 807-811.
10. Becker, H. S., 1960. Notes on the concept of commitment. American Journal of Sociology, 66, 32-42.
11. Bies, R. J. & Moag, J. S., 1986. Interactional justice: Communication criteria for fairness. In B. Sheppard (Ed.), Research in organizational behavior (pp. 289-319). Greenwich, CT: JAI Press.
12. Bluedorn, A. C., 1982. The theories of turnover: Causes effects andmeaning.Research in the Sociology of Organization, 25,135-153.
13. Byars & Rue., 1994. Why performance Appraisal Systems Fail? Personnel Administration, 32-40.
14. Cable, D. M.& Judge, T. A., 1994. Pay preferences and job search decisions: Aperson-organization fit perspective. Personnel Psychology, 47, 317-348.
15. Cable, D. M.& Judge, T. A., 1996. Person-organization fit, job choice decisions, and organizational entry. Organizational Behavior and Human Decision Processes, 67, 294-311.
16. Chatman, J. A., 1989. Improving interactional organizational research: A model of person-organization fit. Academy of Management Review, 14, 333-349.
17. Chatman, J. A., 1991. Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly, 36, 459-484.
18. Chisholm, M. E. & Ely, D. P., 1976. Media Personnel in Education: A Competency Approach. Englewood Cliffs, NJ: Prentice Hall.
19. Clugston, M., 2000. The mediating effects of multidimensional commitment on job satisfaction and intent to leave. Journal of Organizational Behavior, 21, 477-486.
20. Cohen-Charash, Y. & Spector, P. E., 2001. The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86, 278-321.
21. Cowherd, D. M. & Levine, D. I., 1992. Product quality and pay equity between lower level employees and top management: An investigation of distributive justice theory. Administrative Science Quarterly, 37, 302-320.
22. Cranny, C. J., Smith, P.C. & Stone, E. F., 1992. Job satisfaction: How people feel about their jobs and how it affects their performance. Lexington Books: New York.
23. Cropanzano, R., Chen, P. and Prehar, C.A., 2002.Using Social Exchange Theory to Distinguish Procedural from Interactional Justice, Group & organization management, 27, 324.
24. Crosby, F., 1976. A model of egoistical relative deprivation. PsychologicalReview, 83, 85-113.
25. Dalton, D. R., Todor, W. D. & Krackhardt, D. M., 1982. Turnover overstated: The functional 97taxonomy. Academy of Management Review, 7(1), 118-119.
26. Deutsch, M., 1975. Equity, equality, and need: What determines which value will be used as the basis of distributive justice? Journal of Social Issues, 31, 137-149.
27. Dittrich, J. E. & Carrell, M. R., 1979. Organizational equity perceptions, employee job satisfaction, and department absence and turnover rates. Organizational Behavior and Human Performance, 24, 29-40.
28. Dunn, J. D. & Stephens, E. C., 1972. Management of personnel: manpower management and organizational behavior, New York: McGraw-Hill
29. Edwards, J. R., 1991. Person-job fit: A conceptual integration, literature review, and methodological critique. In C. L. Cooper and I. T. Robertson (Eds.), International review of industrial and organizational psychology, 6, 283-357. New York: John Wiley and Sons.
30. Erdogan & Liden, Robert, C., 2006. Collectivism as a moderator of responses to organizational justice: Implications for leader-member exchange and ingratiation. Journal of Organizational Behavior, 27, 1-17.
31. Farh, J. L., Earley, P. C. & S. C. Lin., 1997. Impetus for extraordinary action: A cultural analysis of justice and organizational citizenship behavior in Chinese society. Administrative Science Quarterly, 42, 421-444.
32. Folger, R. & Cropanzano, R., 1998. Organizational justice and human resource management. Thousand Oaks, CA: Sage.
33. Folger, R. & Konovsky, M. A., 1989. Effects of Procedural Justice and Distributive on Reactions to Pay Raise Decisions. Academy of Management Journal, 32(1), 115-130.
34. Folger, R., 1984. Perceived injustice, referent cognitions, and concept of comparison level. Representative Research in Social Psychology, 14, 88-108.
35. Folger, R., 1986. Rethinking equity theory: A referent cognitions model. In H.W. Bierhoff, R. L. Cohen & J. Greenberg (Eds.), Justice in Social Relations, 145-162. New York: Plenum.
36. Folger, R. and Skarlicki, D.P., 1997. Retaliation in the Workplace: The Roles of Distributive, Procedural, and Interactional Justice, Journal of AppliedPsychology, 82, 434
37. Folger, R. & Greenberg, J., 1985. Procedural justice: An interpretative analysis of personnel systems. Research in Personnel and Human Resource Management, 3, 141-183.
38. Greenberg, J., 1987. A taxonomy of organizational justice theories. Academy of Management Review, 12(1), 9-22.
39. Greenberg, J., 1990. Organizational Justice: Yesterday, Today, and Tomorrow. Journal of Management, 16, 399-432.
40. Greenberg, J., 1990. Employee theft as a reaction to underpayment inequity: The hidden cost of pay cuts. Journal of Applied Psychology, 75, 561-568
41. Greenberg, J., 1996. The Quest for Justice on the Job: Essays and Experiments. Thousand Oaks, CA: Sage.
42. Greenberg, J. & Folger, R., 1983. Procedural justice, participation, and the fair process effect in groups and organizations. In P. Paulus(Ed.), Basic group processes, 235-256. New York: Springer-Verlag.
43. Herzberg, F., 1966. Work and the Nature of Man. Cleveland, OH: World Press.
44. Homons, G. C., 1961. Social behavior: Its elementary forms. Harcourt, NY: Brace and World.
45. Hulin, C. L., 1991. Adaptation, persistence, and commitment in organizations. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial andorganizational psychology (2nd ed.). Palo Alto, CA: Consulting Psychologists Press.
46. James R.V., 2000. Relationships of Task Performance and ContextualPerformance with Turnover, Job Satisfaction, and Affective Commitment. Human Resource Management Review, 10(1), 79-75.
47. Jones E., Chonko L., Ranagrajan D.& Roberts J., 2007. The role of overload on job attitudes, turnover intentions, and salesperson performance. Journal of Business Research, 60(7), 663-671
48. Kim, W. Chan & Mauborgne, Renée, 2005. Blue ocean strategy. Harvard business school press. Massachusetts: Boston.
49. Konovsky, M. A. & Pugh, S. D., 1994. Citizenship Behaviorand Social Exchange. Academy of Management Journal, 37(3), 656-669.
50. Korman, A., 1977. Organization Behavior. Englewood Cliffs, Prentice Hall, Inc., New Jersey.
51. Kreitner, R. & Kinicki, A., 2001. Organizational Behavior (5th ed.). McGraw-Hill Companies, Inc.
52. Kristof, A.L., 1996. Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49, 1-49.
53. Leventhal, G. S., 1976. Fairness in social relationships. In J. W. Thibaut, J. T. Spence & R. C. Carson (Eds.), Contemporary topics in social psychology ( pp. 211-239). Morristown, NJ: General Learning Press.
54. Leventhal, G. S., 1980. What should be fine with equity theory? New approaches to the study of fairness in social relationships. In Gergen, K., Greenberg, M. & Willis, R. (Eds.), In Social Exchange: Advances in Theory and Research, pp. 27-55. New York: Plenum Press.
55. Leventhal, G. S., Karuza J. & Fry, W. R., 1980. Beyond fairness: A theory of allocation preference. In G. Milula (Eds.), Justice and Social Interact ional. New York: Springer Verlag.
56. Lind, E. A. & Tyler, T. R., 1988. The Social Psychology of Procedural Justice. New York: Plenum Press.
57. Locke, E. A., 1976. The Nature and Causes of Job Satisfaction. in M. D. Dunnette (Ed.). Handbook of industrial and organizational psychology, 1297-1349. Chicago: Rand McNally.
58. Lysaght, R. M. & Altschuld, J. W., 2000. Beyond initial certification: The assessment and maintenance of competency in professions. Evaluation and Program Planning, 23(1), 95-104.
59. Malatesta, R. M. & Byrne, Z. S., 1997. The impact of formal and interactional procedures on organizational outcomes. Paper presented at the 12th Annual Conference of the Society for Industrial and Organizational Psychology, St. Louis, MO.
60. Maslach, C. & Pines, A., 1997. The truth about burnout. San Francisco, CA: Jossey Bass.
61. Masterson, S. S., Lewis, K., Goldman, B. M. & Taylor, M. S., 2000. Integrating justice and social exchange: The differing effects of fair procedures andtreatment on work relationships. Academy of management journal, 43, 738-748.
62. McNeilly, K. M., & Russ, F. A., 1992. The moderating effect of sales forceperformance on relationships involving antecedents of turnover. The Journal of Personal Selling & Sales Management, 12, 9-20.
63. Meyer, J. P. & Allen, N. J., 1991. A three component conceptualization oforganization commitment. Human Resource Management Review, 1, 61-89.
64. Meyer, J. P., Allen, N. J. & Gellatly, I. R., 1990. Affective and continuance commitment to the organization: Evaluation of measures and analysis of concurrent and time-lagged relations. Journal of Applied Psychology, 75, 710-720.
65. Meyer, J. P., Paunonen, S. V., Gellatly, I. R., Giffin, R. D. & Jackson, D.N., 1989. Organizational commitment and job performance: It’s the nature of the commitment that counts. Journal of Applied Psychology, 74, 152-156.
66. Milkovich, G. T. & Newman, J. M., 1990.Compensation.Boston:Homewood,IL.
67. Miller, H.E., Katerberg, R. &Hulin, C.L., 1979. An evaluation of the Mobley, Horner, Hollingsworth model of employee turnover. Journal of AppliedPsychology, 64, 509-517.
68. Mobley, W. H., 1977. Intermediate Linkages in the Relationship between JobSatisfaction and Employee Turnover. Journal of Applied Psychology, 62,237-240.
69. Mobley, W. H., 1982. Employee Turnover: Causes Consequences and Control, Addison-Wesley Publishing Company.
70. Mobley, W. H., Griffith, R.W., Hand, H.H. & Meglino, B.M., 1979. Review andconceptual analysis of the employee turnover process. Psychological Bulletin, 86,493-522.
71. Moorman, R. H., 1991. Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship? Journal of Applied Psychology, 76, 845-855.
72. Mowday, R. T., Porter, L. W., & Steers, R. M., 1982. Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover. San Diego, CA: Academic Press.
73. Mowday, R. T., Steers, R. M. & Porter, L. W., 1979. The measurement of organizational commitment. Journal of Vocational Behavior, 14, 224-247.
74. Muchinsky, P. M. & Monahan, C. J., 1987. What is person-environment congruence? Supplementary versus complementary models of fit. Journal of Vocational Behavior, 31, 268-277.
75. Niehoff, B. P. & Moorman, R. H., 1993. Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36(3), 527-556.
76. O’Reilly, C. A., Chatman, J. & Caldwell, D. F., 1991. People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34, 487-516.
77. Organ, D. W., 1988. Organizational citizenship behavior: The good soldier syndrome. Lexington, MA: Lexington Books.
78. Parker, R. J. & Kohlmeyer, J. M., 2005. Organizational justice and turnover in public accounting firms: A research note. Accounting, Organizations and Society, 30, 357-369.
79. Parry, S. B., 1998. Just what is a Competency? And Why Should You Care? Training, 35(6), 58-64.
80. Pfeffer, J. & Langton, N., 1993. The effects of wage dispersion of satisfaction, productivity, and working collaboratively: Evidence from college and university faculty. Administrative Science Quarterly, 38(3), 382-407.
81. Porter, L. W. and Lawler, E. E., 1968. Managerial Attitudes and Performance. Homewood, IL.: R. D. Irwin.
82. Porter, L. W. & Steers, R. M., et al., 1974. Organization commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59, 603-609.
83. Posner, B. Z., Kouzes, J. M. & Schmidt, W. H., 1985. Shared values make a difference: An empirical test of corporate culture. Human Resource Management, 24, 293-309.
84. Price, J. L., 1972. Handbook of organizational measurement. Lexington: D. C. Heath.
85. Price, J. L., 1977. The study of Turnover. Ames, IA: Iowa State University Press.
86. Price, J. L. and C. W. Mueller, 1981. A Causal Model of Turnover of Nurses.Academyof Management Journal, 24, 543-565.
87. Robbins, S. P., 1978. The Management of HR Resource, Englewood Cliffs, N.J.: Prentice-Hall.
88. Robbins, S. P., 1994. Management, 4th ed., London: Prentice-Hall International edition.
89. Robbins, S. P., 1998. Organizational Behavior. Prentice-Hall, Inc, 140-142.
90. Rosemarys, B. & Alexander J. S., 2011. Can Employment Systems Approach to Turnover: Human Resources Practices, Quits, Dismissals and Performance. Academy of Management Journal, 54(4), 695-717.
91. Salancik, G. R. & Pfeffer, J., 1977. An examination of need-satisfaction models of job attitudes. Administrative Science Quarterly, 22, 427-456.
92. Schein, E. H., 1991. Organizational Culture and Leadership. San Francisco: Jossey-Bass.
93. Schermerhorn, J. R., 1996. Management and organizational behavior. New York: John Wiley & Sons, Inc.
94. Schneider, B., 1987. The People Make the Place. Personnel Psychology, 40, 437-453.
95. Scholl, R. W., Cooper, R. A. & McKenna, J. F., 1987. Referent Selection in Determining Equity Perceptions: Differential Effects on Behavioral and Attitudinal Outcomes. Personnel Psychology, 40, 113-124.
96. Seashore, S. E. & Taber, T. D., 1975. Job Satisfaction and Their Correlation. American Behavior & Scientist, 18, 346-68.
97. Sims, R. L. & Kroeck, K. C., 1994. The influence of ethical fit on employee satisfaction, commitment and turnover. Journal of Business Ethics, 13, 939-947.
98. Skarlicki, D. P., 1995. Increasing citizenship between within a public and a private sector union: A test of organizational justice theory. Dissertation Abstracts International, 56(12), 4855A.
99. Skarlicki, D. P. & Latham, G. P., 1997. Leadership training in organizational justice to increase citizenship behavior within a labor union: A replication. Personnel Psychology, 50, 617-633.
100. Smith, P. C., Kandall, L. M. & Hulin, C. L., 1969. Measurement of Satisfaction in Work and Retirement. Chicago: Rand Mcually.
101. Smith, P. C., 1992. In pursuit of happiness: Why study general fob satisfaction? In C. J. Cranny, P. C. Smith & E. F. Stone (Eds.), Job Satisfaction: How People Feel about Their Jobs and How It Affects Their Performance. New York: Lexington Books.
102. Spencer, L. & Spencer, J. S., 1993. Competence at Work :Models for Superior performance, New York: John Wiley&Sons.
103. Stockman, C. R., 2003. The relationship between the perceived discrepancies betweenperson/organizational basic assumptions and employee personal characteristics andemployee turnover in the hotel industry. Unpublished DBA, NOVA SoutheasternUniversity.
104. Taormina, R. J., 1997. Organizational socialization: A multi-domain, continuous process model. International Journal of Selection and Assessment, 5, 29-48.
105. Testa, M. R., Mueller, S. L. & Thomas, A. S., 2003. Cultural fit and job satisfaction in a global service environment. Management International Review, 43, 129-148.
106. Tett, R. P. and Meyer, J. P., 1993. Job satisfaction, organizational commitment, turnoverintention, and turnover: path analyses based on meta-analytic findings. PersonnelPsychology, 46, 259-293.
107. Thibaut, J. & Walker, L., 1975. Procedural Justice: A Psychological Analysis. Hillsdale, NJ: Lawrence Erlbaum Associates.
108. Tuten, T. L. & Neidermeyer, P. E., 2004. Performance, satisfaction and turnover in call centers: The effects of stress and optimism, Journal of Business Research, 57(1), 23-34.
109. Tyler, T. R., 1989. The psychology of procedural justice: A test of the group- value model. Journal of Personality and Social Psychology, 57(5), 830-838.
110. Vroom V., 1964. Work and Motivation. New York: John Wiley & Sons.
111. Walster, E., Walster, G. W. & Bersheid, E., 1978. Equity: theory and research, Boston: Allyn & Bacon.
112. Weldon, E. & Weingart, L. R., 1993. Group goals and group performance. British Journal of Social Psychology, 32(4), 307-334.
113. Yochi, C. C. & Spector, P. E., 2001. The role of justice in organizations: A meta-analysis, Organizational Behavior and Human Decision Processes, 86(2), 278-321
114. Zohar, D., 1995. The justice perspective of job stress. Journal of Organizational Behavior, 16(4), 487-495.
指導教授 洪秀婉(Shiu-Wan Hung) 審核日期 2015-1-20
推文 facebook   plurk   twitter   funp   google   live   udn   HD   myshare   reddit   netvibes   friend   youpush   delicious   baidu   
網路書籤 Google bookmarks   del.icio.us   hemidemi   myshare   

若有論文相關問題,請聯絡國立中央大學圖書館推廣服務組 TEL:(03)422-7151轉57407,或E-mail聯絡  - 隱私權政策聲明