| 參考文獻 |
王宣惠（2011）。企業員工潛能內涵的探索分析（未出版之碩士論文），國立中央大學。
林佳暖（2005）。師徒關係與組織承諾（未出版之碩士論文），國立中央大學。
唐容笙（2012）。員工潛能量表之建立（未出版之碩士論文），國立中央大學。
張偉豪（主編）（2011）。SEM 論文寫作不求人。高雄市：鼎茂圖書出版有限公司。
陳念姍（2006）。師徒制對客服人員職業適應之研究（未出版之碩士論文），國立台灣師範大學。
陳真毓（2013）。工作績效和潛能對部屬晉升力評分的影響─以主管─部屬交換關係為調節變項（未出版之碩士論文），國立中央大學。
陳嵩、陳光偉和李佩芬（總編輯）。（2011）。垂直人際信任對部屬工作績效之影響-上司家長式領導的角色。管理學報，28（1），1-29。
陳愛雲（2015）。員工潛能量表之建置（未出版之碩士論文），國立中央大學。
黃冠智（2013）。潛能，個人與主管適配與主管晉升力評分的關聯性（未出版之碩士論文），國立中央大學。
賴聽柔（2013）。領導潛能量表之建立（未出版之碩士論文），國立中央大學。
Allen, T. D., Eby, L. T., & Lentz, E. (2006). Mentorship behaviors and mentorship quality associated with formal mentoring programs: closing the gap between research and practice. Journal of Applied Psychology, 91(3), 567-578.
Allen, T. D., Poteet, M. L., & Russell, J. E. A. (2000). ProteÂge selection by mentors: What makes the difference? Journal of Organizational Behavior, 21, 271–282.
Ames, C. & Archer, J. (1988). Achievement goals in the classroom: Students′ learning strategies and motivation processes. Journal of educational psychology, 80(3), 260-267.
Anderson, J. C. & Narus, J. A. (1990). A model of distributor firm and manufacturer firm working partnerships. The Journal of Marketing, 42-58.
Bagozzi, R. P., & Yi, Y. (1988). On the evaluation of structural equation models. Journal of the academy of marketing science, 16(1), 74-94.
Barnett, R. (2008). Identifying high potential talent. Minneapolis, MN: MDA Leadership Consulting, Inc.
Baugh, S. G. & Fagenson-Eland, E. A. (2007). Formal mentoring programs. The handbook of mentoring at work: Theory, research, and practice, 249.
Bhatnagar, J. (2008). Managing capabilities for talent engagement and pipeline development. Industrial and commercial training, 40(1), 19-28.
Blau, P. (1964). Exchange and power in social life, Transaction Publishers, New York: John Wiley and Sons.
Bozionelos, N. (2003). Intra-organizational network resources: Relation to career success and personality. The International Journal of Organizational Analysis, 11(1), 41-66.
Brower, H. H., Lester, Scott W., Korsgaard, Audrey, & Dineen, Brian R. (2009). A Closer Look at Trust between Managers and Subordinates: Understanding the Effects of Both Trusting and Being Trusted on Subordinate Outcomes. Journal of Management, 35(2): 327-347.
Brower, H. H., Schoorman, F. D., & Tan, H. H. (2000). A Model of Relational Leadership: The Integration of Trust and Leader-Member Exchange. Leadership Quarterly, 11(2): 227-250.
Burke, P. J. (2003). Relationships among multiple identities. In Advances in identity theory and research (pp. 195-214). Springer Us.
Burke, R. J., & McKeen, C. A. (1997). Benefits of mentoring relationships among managerial and professional women: A cautionary tale. Journal of Vocational Behavior, 51(1), 43-57.
Butler, J. K. (1991). Toward understanding and measuring conditions of trust: Evolution of a conditions of trust inventory. Journal of management, 17(3), 643-663.
Byrne, D. E. (1971). The attraction paradigm. New York: Academic Press.
Cardona, P., Lawrence, B. S., & Bentler, P. M. (2004). The influence of social and work exchange relationships on organizational citizenship behavior. Group & Organization Management, 29(2), 219-247.
Cavallo, K. & Brienza, D. (2006). Emotional competence and Leadership excellence at Johnson & Johnson. Europe’s Journal of Psychology, 2(1).
Chao, G. T., Walz, P. M., & Gardner, P. D. (1992). Formal and informal mentorships: A comparison on mentoring functions and contrast with nonmentored counterparts. Personnel psychology, 45(3), 619-636.
Chen, Z., Veiga, J. F., & Powell, G. N. (2011). A survival analysis of the impact of boundary crossings on managerial career advancement up to midcareer. Journal of Vocational Behavior, 79(1), 230-240.
Chua, R. Y. J., Ingram, P., & Morris, M. W. (2008). From the head and the heart: Locating cognition-and affect-based trust in managers′ professional networks. Academy of Management journal, 51(3), 436-452.
Church, A. H., & Desrosiers, E. I. (2006). Presenter, bring on the high potentials─ Talent assessment at PepsiCo. Symposium presented at the 21st Annual Conference of the Society for Industrial and Organizational Psychological, Dallas, TX.
Colquitt, J. A., Scott, B. A., & LePine, J. A. (2007). Trust, trustworthiness, and trust propensity: a meta-analytic test of their unique relationships with risk taking and job performance. Journal of applied psychology, 92(4), 909.
Conger, J. A. & Fulmer, R. M. (2003). Developing your leadership pipeline. Harvard business review, 81(12), 76-85.
Conger, J. A., & Fulmer, R. M. (2003). Developing your leadership pipeline. Harvard business review, 81(12), 76-85.
Cope, F. (1998). Current issues in selecting high potentials. People and Strategy, 21(3), 15-17.
Council, C. L. (2010). From Rising Stars to Successful Leaders. Washington, DC Corporate Executive Board.
Dirks, K. T. & Ferrin, D. L. (2002). Trust in leadership: meta-analytic findings and implications for research and practice. Journal of applied psychology, 87(4), 611-628.
Doney, P. M., Cannon, J. P., & Mullen, M. R. (1998). Understanding the influence of national culture on the development of trust. Academy of management review, 23(3), 601-620.
Dreher, G. F., & Ash, R. A. (1990). A comparative study of mentoring among men and women in managerial, professional, and technical positions. Journal of applied psychology, 75(5), 539-546.
Dreher, G. F., & Bretz, R. D. (1991). Cognitive ability and career attainment: Moderating effects of early career success. Journal of Applied Psychology, 76(3), 392-397.
Dries, N. & Pepermans, R. (2012). How to identify leadership potential: Development and testing of a consensus model. Human Resource Management, 51(3), 361-385.
Dries, N. (2011). The meaning of career success: Avoiding reification through a closer inspection of historical, cultural, and ideological contexts. Career Development International, 16(4), 364-384.
Dries, N., & Pepermans, R. (2008). “Real” high-potential careers: An empirical study into the perspectives of organizations and high potentials. Personnel Review, 37(1), 85-108.
Dries, N., Van Acker, F., & Verbruggen, M. (2012). How ‘boundaryless’ are the careers of high potentials, key experts and average performers? Journal of Vocational Behavior, 81(2), 271-279.
Durham C. C., Knight D., & Locke E. A. (1997). Effetcts of leader role, team-set goal difficulty, efficacy, and tactics on team effectiveness. Organizational Behavior and Human Decision Processes, 72, 203-231.
Dweck, C. S. (1986). Motivational processes affecting learning. American psychologist, 41(10), 1040-1048.
Dweck, C. S. (2000). Self-theories: Their role in motivation, personality, and development. Psychology Press.
Dweck, C. S. & Leggett, E. L. (1988). A social-cognitive approach to motivation and personality. Psychological review, 95(2), 256-273.
Eby, L. T., Butts, M., & Lockwood, A. (2003). Predictors of success in the era of the boundaryless career. Journal of Organizational Behavior, 24(6), 689-708.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of applied psychology, 71(3), 500-507.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. 1986. Perceived organizational support. Journal of Applied Psychology, 71, 500-507.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: contributions to perceived organizational support and employee retention. Journal of applied psychology, 87(3), 565-573.
Enache, M., Sallan, J. M., Simo, P., & Fernandez, V. (2011). Examining the impact of protean and boundaryless career attitudes upon subjective career success. Journal of Management & Organization, 17(04), 459-473.
Erdogan, B., Kraimer, M. L., & Liden, R. C. (2004). Work value congruence and intrinsic career success: the compensatory roles of leader‐member exchange and perceived organizational support. Personnel Psychology, 57(2), 305-332.
Fagenson, E. A. (1989). The mentor advantage: perceived career/job experiences of protégés versus non‐protégés. Journal of Organizational Behavior, 10(4), 309-320.
Fagenson, E. A. (1994). Perceptions of Proteges’ vs Nonproteges’ Relationships with Their Peers, Superiors, and Departments. Journal of Vocational Behavior, 45(1), 55-78.
Fagenson-Eland, E. A., Marks, M. A., & Amendola, K. L. (1997). Perceptions of mentoring relationships. Journal of Vocational Behavior, 51(1), 29-42.
Fang, R., Landis, B., Zhang, Z., Anderson, M. H., Shaw, J. D., & Kilduff, M. (2015). Integrating Personality and Social Networks: A Meta-Analysis of Personality, Network Position, and Work Outcomes in Organizations. Organization Science.
Fernández-Aráoz, C. (2014). 21st-Century talent spotting. Harvard business review, 92(6), 46-54.
Ferrarie, K. E. (2005). Processes to assess leadership potential keep Shell′s talent pipeline full. Journal of organizational excellence, 24(3), 17-22.
Ferris, G. R., Graf, I. K., Liden, R. C., & Wayne, S. J. (1997). The role of upward influence tactics in human resource decisions. Personnel Psychology, 50(4), 979-1007.
Fornell, C., & Larcker, D. F. (1981). Structural equation models with unobservable variables and measurement error: Algebra and statistics. Journal of marketing research, 382-388.
Fulmer, R. M., & Bleak, J. L. (2008). The leadership advantage: How the best companies are developing their talent to pave the way for future success. New York, NY: AMACOM.
Garman, A. N., & Glawe, J. (2004). Succession Planning. Consulting Psychology Journal: Practice and Research, 56(2), 119-128.
Gómez, C. & Rosen, B. (2001). The leader-member exchange as a link between managerial trust and employee empowerment. Group & Organization Management, 26(1), 53-69.
Gong, Y., Huang, J. C., & Farh, J. L. (2009). Employee learning orientation, transformational leadership, and employee creativity: The mediating role of employee creative self-efficacy. Academy of Management Journal, 52(4), 765-778.
Graen, G. & Liden, R. C. (1980). Generalizability of the vertical dyad linkage model of leadership. Academy of Management Journal, 23, 451-465.
Graen, G. & Scandura, T. A. 1984. Moderating effects of initial leader-member exchange status on the effects of a leadership intervention. Journal of Applied Psychology, 79, 428-436.
Graen, G. B. & Scandura, T. A. (1987). Toward a psychology of dyadic organizing. Research in organizational behavior.
Granovetter, M. (1983). The strength of weak ties: A network theory revisited. Sociological theory, 1(1), 201-233.
Granovetter, M. S. (1973). The strength of weak ties. American journal of sociology, 1360-1380.
Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy of management Journal, 33(1), 64-86.
Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy of management Journal, 33(1), 64-86.
Gutteridge, T. G. (1973). Predicting career success of graduate business school alumni. Academy of Management Journal, 16(1), 129-137.
Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998), Multivariate data analysis, 5th Edition, Upper Saddle River, New Jersey: Prentice-Hall International.
Han, G. H. (2010). Trust and career satisfaction: The role of LMX. Career Development International, 15(5), 437-458.
Hansen, M. H., Morrow, J. L., & Batista, J. C. (2002). The impact of trust on cooperative membership retention, performance, and satisfaction: an exploratory study. The International Food and Agribusiness Management Review, 5(1), 41-59.
Harman, D. (1967). A single factor test of common method variance. Journal of Psychology,35, 359-378.
Hay Group.(2006), Potential for What. Hay Group Retrieved from www.haygroup.com
Hay Group.(2008), Growth Factor Index: Technical Manual. Retrieved from www.haygroup.com
Heslin, P. A. (2005). Conceptualizing and evaluating career success. Journal of Organizational behavior, 26(2), 113-136.
Hezlett, S. A. & Gibson, S. K. (2007). Linking mentoring and social capital: Implications for career and organization development. Advances in Developing Human Resources, 9(3), 384-411.
Hunter, J. E. & Hunter, R. F. (1984). Validity and utility of alternate predictors of performance. Psychological Bulletin, 96, 72-89.
Iles, P. (1997). Sustainable high-potential career development: a resource-based view. Career Development International, 2(7), 347-353.
Jackson, S. E. & Schuler, R. S. (2003). Managing human resources through strategic partnerships. South-Western Pub.
Jawahar, I. M. & Ferris, G. R. (2011). A longitudinal investigation of task and contextual performance influences on promotability judgments. Human Performance, 24(3), 251-269.
Johnson-George, C. & Swap, W. C. (1982). Measurement of specific interpersonal trust: Construction and validation of a scale to assess trust in a specific other. Journal of Personality and Social Psychology, 43(6), 1306-1317.
Judge, T. A., Cable, D. M., Boudreau, J. W., & Bretz Jr, R. D. (1995). An empirical investigation of the predictors of executive career success. Personnel Psychology, 48, 485-519.
Judge, T. A., Higgins, C. A., Thoresen, C. J., & Barrick, M. R. (1999). The big five personality traits, general mental ability, and career success across the life span. Personnel psychology, 52(3), 621-652.
Judge, T. A.,Colbert, A. E.,Ilies, R.(2004).Intelligence and leadership: A quantitative review and test of theoretical propositions. Journal of Applied Psychology,89,542-552.
Kaulisch, M., & Enders, J. (2005). Careers in overlapping institutional contexts: The case of academe. Career Development International, 10(2), 130-144.
Kirchmeyer, C. (1998). Determinants of managerial career success: Evidence and explanation of male/female differences. Journal of management, 24(6), 673-692.
Kram, K. E. & Isabella, L. A. (1985). Mentoring alternatives: The role of peer relationships in career development. Academy of management Journal, 28(1), 110-132.
Kram, K. E. (1985). Mentoring at work: Developmental relationships in organizational life. Glenview, IL: Scott Foresman.
Kramer, R. M. (1999). Trust and distrust in organizations: Emerging perspectives, enduring questions. Annual review of psychology, 50(1), 569-598.
Kuncel, N. R., Hezlett, S. A., & Ones, D. S. (2004). Academic performance, career potential, creativity, and job performance: Can one construct predict them all? Journal of personality and social psychology, 86(1), 148-161.
Lau, Dora C., Liu Jun and Fu, & Ping-Ping. (2007). Feeling Trusted by Business Leaders in China: Antecedents and the Mediating Role of Value Congruence. Asia Pacific Journal of Management, 24(3): 321-340.
Lester, S. W. & Brower, H. H. (2003). In the eyes of the beholder: The relationship between subordinates′ felt trustworthiness and their work attitudes and behaviors. Journal of Leadership & Organizational Studies, 10(2), 17-33.
Levinson, D. J. (1978). The seasons of a man′s life. Random House LLC.
Lewicki, R. J. & Bunker, B. B. (1995). Trust in relationships: A model of development and decline. Jossey-Bass.
Lewicki, R. J., Tomlinson, E. C., & Gillespie, N. (2006). Models of interpersonal trust development: Theoretical approaches, empirical evidence, and future directions. Journal of Management, 32(6), 991-1022.
Lewis, J. D., & Weigert, A. (1985). Trust as a social reality. Social forces, 63(4), 967-985.
Liden, R. C., & Graen, G. (1980). Generalizability of the vertical dyad linkage model of leadership. Academy of Management journal, 23(3), 451-465.
Lin, N. (2001). Social Capital: A Theory of Social Structure and action. UK: Cambridge Uni. Press.
Lombardo, M. M. & Eichinger, R. W. (2000). High potentials as high learners. Human Resource Management, 39(4), 321-329.
Lounsbury, J. W., Loveland, J. M., Sundstrom, E. D., Gibson, L. W., Drost, A. W., & Hamrick, F. L. (2003). An investigation of personality traits in relation to career satisfaction. Journal of Career Assessment, 11(3), 287-30
Luhmann, N. (1979). Trust and power. New York: John Wiley & Son.
Lyness, K. S. & Heilman, M. E. (2006). When fit is fundamental: performance evaluations and promotions of upper-level female and male managers. Journal of Applied Psychology, 91,777-785.
Lyness, K. S. & Thompson, D. E. (2000). Climbing the corporate ladder: do female and male executives follow the same route? Journal of Applied Psychology, 85(1), 86-101.
MacCallum RC, Widaman KF, Preacher KJ and Hong S (2001) Sample size in factor analysis: The role of model error. Multivariate Behavioral Research 36, 611-637.
MacCallum RC, Widaman KF, Zhang S and Hong S. (1999) Sample size in factor analysis. Psychological Methods 4(1)84-99.
Manz, C. C. & Sims, H. P. (1981). Vicarious learning: The influence of modeling on organizational behavior. Academy of Management Review, 6(1), 105-113.
Marshall, G. (2009). What Got You Here Won′t Get You There: How Successful People Become Even More Successful. The Academy of Management Perspectives, 23(3), 103-105.
Martin, J. & Schmidt, C. (2010). How to keep your top talent. Harvard Business Review, 88(5), 54-61.
Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An integrative model of organizational trust. Academy of management review, 20(3), 709-734.
McAllister, D. J. (1995). Affect-and cognition-based trust as foundations for interpersonal cooperation in organizations. Academy of management journal, 38(1), 24-59.
McCall, M. W. (1998). High flyers: Developing the next generation of leaders. Harvard Business Press.
McClelland, D. C. (1973). Testing for competence rather than for" intelligence. American psychologist, 28(1), 1-14.
McGrath, L. (2008).The War for Talent High Potential Management is the Winning Strategy, Accountancy Ireland, April 4a (2)
Mishra, A. K. (1996). Organizational responses to crisis. Trust in Organizations. Frontiers of theory and research, 261-287.
Moorman, C., Deshpande, R., & Zaltman, G. (1993). Factors affecting trust in market research relationships. The Journal of Marketing, 81-101.
Ng, K. Y. & Chua, R. Y. (2006). Do I Contribute More When I Trust More? Differential Effects of Cognition‐and Affect‐Based Trust. Management and Organization Review, 2(1), 43-66.
Ng, T. W. & Feldman, D. C. (2010). Human capital and objective indicators of career success: The mediating effects of cognitive ability and conscientiousness. Journal of Occupational and Organizational Psychology, 83(1), 207-235.
Ng, T. W., Eby, L. T., Sorensen, K. L., & Feldman, D. C. (2005). Predictors of objective and subjective career success: a meta‐analysis. Personnel psychology, 58(2), 367-408.
Noe, R. A. (1988). An investigation of the determinants of successful assigned mentoring relationships. Personnel psychology, 41(3), 457-479.
Noe, R. A., Greenberger, D. B., & Wang, S. (2002). Mentoring: What we know and where we might go. Research in personnel and human resources management, 21, 129-174.
Nunnally, J. (1978). Psychometric Theory, New York, NY: McGraw-Hill Book Company.
Organ, D. W. (1988).Organizational citizenship behavior: The good soldier syndrome. Lexington, MA: Lexing-ton Books.
Pepermans, R., Vloeberghs, D., & Perkisas, B. (2003). High potential identification policies: an empirical study among Belgian companies. Journal of Management Development, 22(8), 660-678.
Ragins, B. R. & McFarlin, D. B. (1990). Perceptions of mentor roles in cross-gender mentoring relationships. Journal of Vocational Behavior, 37(3), 321-339.
Ragins, B. R. & Scandura, T. A. (1994). Gender differences in expected outcomes of mentoring relationships. Academy of management Journal, 37(4), 957-971.
Ragins, B. R. & Scandura, T. A. (1999). Burden or blessing? Expected costs and benefits of being a mentor. Journal of Organizational Behavior, 20(4), 493-509.
Ragins, B. R., & Cotton, J. L. (1999). Mentor functions and outcomes: a comparison of men and women in formal and informal mentoring relationships. Journal of Applied Psychology, 84(4), 529-550.
Ragins, B. R., Cotton, J. L., & Miller, J. S. (2000). Marginal mentoring: The effects of type of mentor, quality of relationship, and program design on work and career attitudes. Academy of Management Journal, 43(6), 1177-1194.
Ready, D.A., Conger, J.A., & Hill, L.A.(2010). Are you a high potential, Harvard Business Review, June, 78-84
Reivich, K. & Shatte, A. (2003). The resilience factor: seven essential skills for overcoming life′s inevitable obstacles. Harmony.
Rempel, J. K., Holmes, J. G., & Zanna, M. P. (1985). Trust in close relationships. Journal of personality and social psychology, 49(1), 95-112.
Robbins, A. (2003). Giant steps. New York: Simon & Schuster.
Rogers, R. W. & Smith, A. B. (2004). Finding future perfect senior leaders: Spotting executive potential. Employment Relations Today, 31(1).
Rogers, R. W. & Smith, A. B. (2007). Finding future perfect senior leaders: Spotting executive potential. Bridgeville, PA: Development Dimensions International.
Rotter, J.B. (1971). Generalized Expectancies for Interpersonal Trust. American Psychologist, 26, 443-452.
Rousseau, D. M., Sitkin, S. B., Burt, R. S., & Camerer, C. (1998). Not so different after all: A cross-discipline view of trust. Academy of management review, 23(3), 393-404.
Scandura, T. A. (1992). “Mentorship and career mobility: An empirical investigation.” Journal of Organizational Behavior, 13(2), 169-174.
Scandura, T. A., & Schriesheim, C. A. (1994). Leader-member exchange and supervisor career mentoring as complementary constructs in leadership research. Academy of management Journal, 37(6), 1588-1602.
Schaubroeck, J., & Lam, S. S. (2002). How similarity to peers and supervisor influences organizational advancement in different cultures. Academy of Management Journal, 45(6), 1120-1136.
Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological bulletin, 124(2), 262-27
Schmit, M. J., Kihm, J. A., & Robie, C. (2000). Development of a global measure of personality. Personnel Psychology, 53(1), 153-193.
Seibert, S. E., & Kraimer, M. L. (2001). The five-factor model of personality and career success. Journal of vocational behavior, 58(1), 1-21.
Seibert, S. E., Kraimer, M. L., & Crant, J. M. (2001). What do proactive people do? A longitudinal model linking proactive personality and career success. Personnel psychology, 54(4), 845-874.
Seibert, S. E., Kraimer, M. L., & Liden, R. C. (2001). A social capital theory of career success. Academy of management journal, 44(2), 219-237.
Sharma, R., & Bhatnagar, J. (2009). Talent management-competency development: key to global leadership. Industrial and Commercial training, 41(3), 118-132.
Silzer, R. & Church, A. H. (2009). The pearls and perils of identifying potential. Industrial and Organizational Psychology, 2(4), 377-412.
Silzer, R. F. & Church, A. H. (2010). Identifying and Assessing High Potential Talent: Current Organizational Practices. Strategy Driven Talent Management: A Leadership Imperative.
Simpson, J. T., & Mayo, D. T. (1997). Relationship management: a call for fewer influence attempts? Journal of Business Research, 39(3), 209-218.
Slan, R., & Hausdorf, P. (2004). Leadership succession: High potential identification and development. Toronto: University of Guelph/MICA Management Resources.
Slan-Jerusalim, R., & Hausdorf, P. A. (2007). Managers′ justice perceptions of high potential identification practices. Journal of Management Development, 26(10), 933-950.
Spreitzer, G. M., McCall, M. W., & Mahoney, J. D. (1997). Early identification of international executive potential. Journal of Applied Psychology, 82(1), 6-29.
Stumpf, S. A. (2014). A longitudinal study of career success, embeddedness, and mobility of early career professionals. Journal of Vocational Behavior, 85(2), 180-190.
Sullivan, S. E., Carden, W. A., & Martin, D. F. (1998). Careers in the next millennium: Directions for future research. Human Resource Management Review, 8(2), 165-185.
Tajfel, H. (1982). Social identify and intergroup relations. Cambridge: Cambridge University Press.
Thomas, C. H., & Lankau, M. J. (2009). Preventing burnout: The effects of LMX and mentoring on socialization, role stress, and burnout. Human Resource Management, 48(3), 417-432.
Tiffan, B. (2009). Are You Considered A High Potential? Physician Executive, 35(2), 74-77.
Turban, D. B., & Dougherty, T. W. (1994). Role of protégé personality in receipt of mentoring and career success. Academy of Management journal, 37(3), 688-702.
Turner, R. H. (1960). Sponsored and contest mobility and the school system. American Sociological Review, 855-867.
Uzzi, B. (1996). The sources and consequences of embeddedness for the economic performance of organizations: The network effect. American sociological review, 674-698.
Van Scotter, J., Motowidlo, S. J., & Cross, T. C. (2000). Effects of task performance and contextual performance on systemic rewards. Journal of Applied Psychology, 85(4), 526-535.
Van Vianen, A. E., Shen, C. T., & Chuang, A. (2011). Person–organization and person–supervisor fits: Employee commitments in a Chinese context. Journal of Organizational Behavior, 32(6), 906-926.
VandeWalle, D., Brown, S. P., Cron, W. L., & Slocum Jr, J. W. (1999). The influence of goal orientation and self-regulation tactics on sales performance: A longitudinal field test. Journal of Applied Psychology, 84(2), 249-259.
Waller, M. (2001). Resilience in ecosystemic context: Evolution of the concept. American Journal of Orthopsychiatry, 71,290–297.
Wanberg, C. R., Kammeyer-Mueller, J., & Marchese, M. (2006). Mentor and protégé predictors and outcomes of mentoring in a formal mentoring program. Journal of Vocational Behavior, 69(3), 410-423.
Wang, H., Law, K. S., & Chen, Z. X. (2008). Leader-member exchange, employee performance, and work outcomes: an empirical study in the Chinese context. The International Journal of Human Resource Management, 19(10), 1809-1824.
Wang, S., Tomlinson, E. C., & Noe, R. A. (2010). The role of mentor trust and protégé internal locus of control in formal mentoring relationships. Journal of Applied Psychology, 95(2), 358-367.
Wayne, S. J., Liden, R. C., Kraimer, M. L., & Graf, I. K. (1999). The role of human capital, motivation and supervisor sponsorship in predicting career success. Journal of Organizational Behavior, 20(5), 577-595.
White, J. F. (1988). The perceived role of mentoring in the career development and success of academic nurse-administrators. Journal of Professional Nursing, 4(3), 178-185.
Whitely, W, Dougherty, T. W, & Dreher, G. F (1988). The relationship of mentoring and socioeconomic origin to managers′ and professionals′ early career progress. Academy of Management Best Paper Proceedings, 58-62
Whitely, W., Dougherty, T. W., & Dreher, G. F. (1991). Relationship of career mentoring and socioeconomic origin to managers′ and professionals′ early career progress. Academy of management journal, 34(2), 331-350.
Wilson, J. A., & Elman, N. S. (1990). Organizational benefits of mentoring. The Executive, 4(4), 88-94.
Zagumny, M. J. (1993). Mentoring as a tool for change: A social learning perspective. Organization Development Journal.
Zey, M. G. (1984). The mentor connection. Irwin Professional Publishing.
Zur, A., Leckie, C., & Webster, C. M. (2012). Cognitive and affective trust between Australian exporters and their overseas buyers. Australasian Marketing Journal, 20(1), 73-79. |
[Endnote RIS 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)
plurk
funp
live
udn
HD
myshare
netvibes
friend
youpush
delicious
baidu
Google bookmarks
del.icio.us
hemidemi
facebook
twitter
google
reddit