參考文獻 |
參考文獻
英文部分
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中文部分:
Christopher Adair(2017),企業如何留住高績效員工,Talent, Rewards & Performance
王韻玲(2017),「探討組織生涯管理與組織信任對員工留任意願之影響——以台灣連鎖餐飲業為例」,國立中山大學企業管理學系碩士論文。
林慧芝(2005),「激勵制度對留任意願影響之探討-以內部稽核人員為例」,國立中央大學人力資源管理研究所碩士論文。
派恩 & 吉摩爾(Pine ll, B.J. & Gilmore, J.H.)(2013)體驗經濟時代(十週年修訂版):人們正在追尋更多意義,更多感受(The experience economy, Updated ed.)(夏業良、魯煒與江麗美譯)。臺北市:經濟新潮社。(原作者2011年出版)
陳湘菱(2015),「人才管理措施、自我人才辨識、 心理契約、及員工投入關係之探討」,國立中央大學人力資源管理研究所碩士論文。
詹雅雲(2012),「人力資源管理活動對於研發人員工作投入與留任意願之影響-以領導風格為干擾變數」,實踐大學企業管理學系碩士班碩士學位論文。
蔡孟耿(2016),「新進人員教育訓練成效與工作敬業對工作績效影響之檢視」,國立交通大學經營管理學程碩士論文。
譚如秀(2015),「企業聲望、組織文化對實習生留任意願之影響——以工作滿意度為中介變項」國立台灣師範大學科技應用與人力資源發展學系碩士論文。
網路資料:
Inc.,D.(2017). Global Human Capital Trends 2017. (2019). https://www2.deloitte.com/insights/us/en/focus/human-capital-trends/2017.html
Inc., S. (2016). Steelcase Global Report | Employee Engagement and the Global。Workplace.
https://info.steelcase.com/employee-engagement-and-the-global-workplace-zn
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