| 參考文獻 |
王益明、許燕、湯圓 (2010) 。從“滿意度”到“敬業度”：轉變與啟示。第六屆海峽兩岸組織行為與人才開發學術研討會論文集。
周瑋軒 (2011) 。工作要求-資源模式、專業承諾與工作敬業心關係之研究-以南科及高科技產業人員為例 (未出版碩士論文) 。國立高雄應用科技大學，高雄市。
林鐿憓 (2012) 。心理契約破壞與違背的前因－高投入人力資源管理實務的效果。國立高 雄應用科技大學人力資源發展系碩士論文。高雄市：未出版。
莊璦嘉、蘇弘文 (2005) ，主觀適配的特質環境前因與工作態度後果之探討，人力資源管理學報，第五卷，第1期，1-27。
廖良文、林文政。 (2011) 。高績效工作系統於轉換型領導與員工工作績效間之角色-跨層級調節效果之觀點。東吳經濟商學學報, (73) , 29-66.
郭政弘 (2017) 。重新定義員工敬業度－永不停息提升與創造正向工作環境。勤業眾信通訊2017年2月號，25-28。
英文文獻
Abdul Hamid, S. N., & Yahya, K. K. (2016) . Mediating role of work engagement on the relationship between person-job fit and employees’ retention: Evidence from semiconductor companies in northern region of Malaysia. International Review of Management and Marketing, 6 (S7) , 187-194.
Anand, S., Hu, J., Liden, R. C., & Vidyarthi, P. R. (2011) . Leader-member exchange: Recent research findings and prospects for the future. The Sage Handbook of Leadership, 311-325.
Appelbaum, E., Bailey, T., Berg, P., Kalleberg, A. L., & Bailey, T. A. (2000) . Manufacturing advantage: Why high-performance work systems pay off. Cornell University Press.
Arthur Jr, W., Bell, S. T., Villado, A. J., & Doverspike, D. (2006) . The use of person-organization fit in employment decision making: an assessment of its criterion-related validity. Journal of Applied Psychology, 91 (4) , 786.
Bakker, A. B., & Demerouti, E. (2008) . Towards a model of work engagement. Career Development International.
Bakker, A. B., & Leiter, M. P. (2010) . Work engagement: A handbook of essential theory and research. Psychology Press.
Bakker, A. B., Demerouti, E., & Verbeke, W. (2004) . Using the job demands‐resources model to predict burnout and performance. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in Alliance with the Society of Human Resources Management, 43 (1) , 83-104.
Bakker, A. B., Demerouti, E., De Boer, E., & Schaufeli, W. B. (2003) . Job demands and job resources as predictors of absence duration and frequency. Journal of Vocational Behavior, 62 (2) , 341-356.
Bakker, A. B., Van Veldhoven, M., & Xanthopoulou, D. (2010) . Beyond the demand-control model. Journal of Personnel Psychology.
Bal, P. M., & Kooij, D. (2011) . The relations between work centrality, psychological contracts, and job attitudes: The influence of age. European Journal of Work and Organizational Psychology, 20 (4) , 497-523.
Bal, P. M., Kooij, D. T., & De Jong, S. B. (2013) . How do developmental and accommodative HRM enhance employee engagement and commitment? The role of psychological contract and SOC strategies. Journal of Management Studies, 50 (4) , 545-572.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
Biswas, S., & Bhatnagar, J. (2013) . Mediator analysis of employee engagement: role of perceived organizational support, PO fit, organizational commitment and job satisfaction. Vikalpa, 38 (1) , 27-40.
Blau, P. (1964) . Exchange and Power in Social Life. Wiley, New York, NY, USA.
Bocchino, C. C., Hartman, B. W., & Foley, P. F. (2003) . The relationship between person-organization congruence, perceived violations of the psychological contract, and occupational stress symptoms. Consulting Psychology Journal: Practice and Research, 55 (4) , 203.
Bowen, D. E., & Ostroff, C. (2004) . Understanding HRM–firm performance linkages: The role of the “strength” of the HRM system. Academy of Management Review, 29 (2) , 203-221.
Cable, D. M., & DeRue, D. S. (2002) . The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87 (5) , 875.
Cable, D. M., & Judge, T. A. (1994) . Pay preferences and job search decisions: A person‐organization fit perspective. Personnel Psychology, 47 (2) , 317-348.
Cable, D. M., & Judge, T. A. (1997) . Interviewers′ perceptions of person–organization fit and organizational selection decisions. Journal of Applied Psychology, 82 (4) , 546.
Chambel, M. J., & Oliveira-Cruz, F. (2010) . Breach of psychological contract and the development of burnout and engagement: A longitudinal study among soldiers on a peacekeeping mission. Military Psychology, 22 (2) , 110-127.
Chaudhry, A., & Tekleab, A. G. (2013) . A social exchange model of psychological contract fulfillment: where do promises, expectations, LMX, and POS fit in?. Organization Management Journal, 10 (3) , 158-171.
Chen, C. Y., Yen, C. H., & Tsai, F. C. (2014) . Job crafting and job engagement: The mediating role of person-job fit. International Journal of Hospitality Management, 37, 21-28.
Chhetri, S. B. (2017) . Antecedents and consequences of job engagement: Empirical study of bank employees. Business Perspectives and Research, 5 (2) , 167-179.
Cho, J., Laschinger, H. S., & Wong, C. (2006) . Workplace empowerment, work engagement and organizational commitment of new graduate nurses. Nursing Leadership-Academy of Canadian Executive Nurses, 19 (3) , 43.
Chuang, A. C., & Shen, C. T. (2007) . The perceived person-environment fit scale (PPEFS) : Development of four fit measures. In Paper accepted for presentation at the annual conference of the Academy of Management, Philadelphia, PA, USA.
Colbert, B. A. (2004) . The complex resource-based view: Implications for theory and practice in strategic human resource management. Academy of Management Review, 29 (3) , 341-358.
Conway, N., & Briner, R. B. (2005) . Understanding psychological contracts at work: A critical evaluation of theory and research. Oxford University Press.
Cooke, F. L. (2001) . Human resource strategy to improve organizational performance: a route for firms in Britain. International Journal of Management Reviews, 3 (4) , 321-339.
Dasborough, M. T., & Ashkanasy, N. M. (2002) . Emotion and attribution of intentionality in leader–member relationships. The Leadership Quarterly, 13 (5) , 615-634.
Datta, D. K., Guthrie, J. P., & Wright, P. M. (2005) . Human resource management and labor productivity: does industry matter. Academy of Management Journal, 48 (1) , 135-145.
De Cuyper, N., Rigotti, T., De Witte, H., & Mohr, G. (2008) . Balancing psychological contracts: Validation of a typology. The International Journal of Human Resource Management, 19 (4) , 543-561.
Deci, E. L., & Ryan, R. M. (1985) . The general causality orientations scale: Self-determination in personality. Journal of Research in Personality, 19 (2) , 109-134.
Deery, S. J., Iverson, R. D., & Walsh, J. T. (2006) . Toward a better understanding of psychological contract breach: A study of customer service employees. Journal of Applied Psychology, 91,
Demerouti, E., Bakker, A. B., De Jonge, J., Janssen, P. P., & Schaufeli, W. B. (2001) . Burnout and engagement at work as a function of demands and control. Scandinavian Journal of Work, Environment & Health, 279-286.
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001) . The job demands-resources model of burnout. Journal of Applied Psychology, 86 (3) , 499.
Diefendorff, J. M., Greguras, G. J., & Fleenor, J. (2016) . Perceived emotional demands–abilities fit. Applied Psychology, 65 (1) , 2-37.
Harrington, B. (2017) . Boston College Center for Work & Family Maximizing the employee experience：How Changing Workforce Dynamics are Impacting Today’s Workplace
Du Plooy, J., & Roodt, G. (2010) . Work engagement, burnout and related constructs as predictors of turnover intentions. SA Journal of Industrial Psychology, 36 (1) , 1-13.
Edwards, J. (1991) . Person-job fit: A conceptual integration, literature review, and methodological critique. In C. L. Cooper & I. T. Robertson (Eds.) , International Review of Industrial and Organizational Psychology, Vol. 6 (pp. 283-357) . Chichester, England: Wiley.
Edwards, J. R., & Shipp, A. J. (2007) . The relationship between person-environment fit and outcomes: An integrative theoretical framework. In C. Ostroff & T. A. Judge (Eds.) , Perspectives on Organizational Fit (pp. 209–258) . Lawrence Erlbaum Associates Publishers.
Edwards, J. R., Caplan, R. D., & Van Harrison, R. (1998) . Person-environment fit theory. Theories of Organizational Stress, 28 (1) , 67-94.
Edwards, J. R., & Lambert, L. S. (2007). Methods for integrating moderation and mediation: a general analytical framework using moderated path analysis. Psychological Methods, 12(1), 1-22.
Frank, F. D., Finnegan, R. P. & Taylor, C. R. (2004) . The race for talent: retaining and engaging workers in the 21st century. Human Resource Planning, 27 (3) , 12-25.
Friedman, I. A. (1991) . High and low-burnout schools: School culture aspects of teacher burnout. The Journal of Educational Research, 84 (6) , 325-333.
Fu, N., Bosak, J., Flood, P. C., & Ma, Q. (2019) . Chinese and Irish professional service firms compared: Linking HPWS, organizational coordination, and firm performance. Journal of Business Research, 95, 266-276.
Gallup. (2013) .How employee engagement drives growth.
Retrieved from: https:／／www.gallup.com／workplace／236927／employee-engagement-drives-growth.aspx (Oct 31, 2021)
Godard, J., & Delaney, J. T. (2000) . Reflections on the “high performance” paradigm′s implications for industrial relations as a field. ILR Review, 53 (3) , 482-502.
Gouldner, A. W. (1960) . The norm of reciprocity: A preliminary statement. American Sociological Review, 161-178.
Graen, G. B., & Uhl-Bien, M. (1995) . Relationship-based approach to leaderships: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. Leadership Quarterly, 6, 219-247.
Graen, G., Novak, M. A., & Sommerkamp, P. (1982) . The effects of leader—member exchange and job design on productivity and satisfaction: Testing a dual attachment model. Organizational Behavior and Human Performance, 30 (1) , 109-131.
Greenwood, M. R. (2002) . Ethics and HRM: A review and conceptual analysis. Journal of Business Ethics, 36 (3) , 261-278.
Greguras, G. J., & Diefendorff, J. M. (2009) . Different fits satisfy different needs: Linking person-environment fit to employee commitment and performance using self-determination theory. Journal of Applied Psychology, 94 (2) , 465.
Griep, Y., & Vantilborgh, T. (2018) . Reciprocal effects of psychological contract breach on counterproductive and organizational citizenship behaviors: The role of time. Journal of Vocational Behavior, 104, 141-153.
Hayes, A. F. (2013). Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-based Approach. New York: Guilford.
Hakanen, J. J., Schaufeli, W. B., & Ahola, K. (2008) . The Job Demands-Resources model: A three-year cross-lagged study of burnout, depression, commitment, and work engagement. Work & Stress, 22 (3) , 224-241.
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002) . Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis. Journal of Applied Psychology, 87 (2) , 268.
Hobman, E. V., Bordia, P., & Gallois, C. (2003) . Consequences of feeling dissimilar from others in a work team. Journal of Business and Psychology, 17 (3) , 301-325.
Hockey, G. R. J. (1997) . Compensatory control in the regulation of human performance under stress and high workload: A cognitive-energetical framework. Biological Psychology, 45 (1-3) , 73-93.
Hsu, P. F., & Lin, S. K. (2019) . Effects of reciprocal, perceived person–environment fit, and emotional labor on job involvement: Moderated mediation analyses. Cogent Business & Management, 6 (1) , 1603816.
Huselid, M. A. (1995) . The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38 (3) , 635-672.
Jensen, J. M., Patel, P. C., & Messersmith, J. G. (2013) . High-performance work systems and job control: Consequences for anxiety, role overload, and turnover intentions. Journal of Management, 39 (6) , 1699-1724.
Kahn, W. A. (1990) . Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33 (4) , 692-724.
Kehoe, R. R., & Wright, P. M. (2013) . The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of Management, 39 (2) , 366-391.
Kiewitz, C., Restubog, S. L. D., Zagenczyk, T., & Hochwarter, W. (2009) . The interactive effects of psychological contract breach and organizational politics on perceived organizational support: Evidence from two longitudinal studies. Journal of Management Studies, 46 (5) , 806-834.
Kilroy, S., Bosak, J., Flood, P. C., & Peccei, R. (2020) . Time to recover: The moderating role of psychological detachment in the link between perceptions of high-involvement work practices and burnout. Journal of Business Research, 108, 52-61.
Kristof, A. L. (1996) . Person‐organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49 (1) , 1-49.
Kristof-Brown, A. L., & Stevens, C. K. (2001) . Goal congruence in project teams: Does the fit between members′ personal mastery and performance goals matter?. Journal of Applied Psychology, 86 (6) , 1083-1095.
Kristof‐Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005) . Consequences OF INDIVIDUALS′FIT at work: A meta‐analysis OF person–job, person–organization, person–group, and person–supervisor fit. Personnel Psychology, 58 (2) , 281-342.
Kroon, B., Van de Voorde, K., & Van Veldhoven, M. J. P. M. (2009) . Cross‐level effects of high‐performance work practices on burnout: Two counteracting mediating mechanisms compared. Personnel Review.
Kurt, L. (1936) . Principles of topological psychology. New York-London.
Lapointe, É., Vandenberghe, C., & Boudrias, J. S. (2013) . Psychological contract breach, affective commitment to organization and supervisor, and newcomer adjustment: A three-wave moderated mediation model. Journal of Vocational Behavior, 83 (3) , 528-538.
Legge, K. (1995) . Human resource management: Rhetorics and realities. Basingstoke, UK: Palgrave Macmillan
Lemire, L., & Rouillard, C. (2005) . An empirical exploration of psychological contract violation and individual behaviour: The case of Canadian federal civil servants in Quebec. Journal of Managerial Psychology.
Lester, S. W., Turnley, W. H., Bloodgood, J. M., & Bolino, M. C. (2002) . Not seeing eye to eye: Differences in supervisor and subordinate perceptions of and attributions for psychological contract breach. Journal of Organizational Behavior, 23 (1) , 39-56.
Levinson, H., Price, C., Munden, K., Mandl, H., & Solley, C., (1962) . Men, Management, and Mental Health, Cambridge, MA: Harvard University Press.
Liao, H., Toya, K., Lepak, D. P., & Hong, Y. (2009) . Do they see eye to eye? Management and employee perspectives of high-performance work systems and influence processes on service quality. Journal of Applied Psychology, 94 (2) , 371.
Liden, R. C., & Maslyn, J. M. (1998) . Multidimensionality of leader-member exchange: An empirical assessment through scale development. Journal of Management, 24 (1) , 43-72.
Lievens, F., Decaesteker, C., Coetsier, P., & Geirnaert, J. (2001) . Organizational attractiveness for prospective applicants: A person–organisation fit perspective. Applied Psychology, 50 (1) , 30-51.
Low, C. H., & Bordia, P. (2011) . A career stage perspective on employees′ preferred psychological contract contributions and inducements. Journal of Management & Organization, 17 (6) , 729-746.
Lv, Z., & Xu, T. (2018) . Psychological contract breach, high-performance work system and engagement: the mediated effect of person-organization fit. The International Journal of Human Resource Management, 29 (7) , 1257-1284.
Macey, W. H., & Schneider, B. (2008) . The meaning of employee engagement. Industrial and Organizational Psychology, 1 (1) , 3-30.
Macky, K., & Boxall, P. (2007) . The relationship between ‘high-performance work practices’ and employee attitudes: an investigation of additive and interaction effects. The International Journal of Human Resource Management, 18 (4) , 537-567.
Macneil, I. R. (1985) . Relational contract: What we do and do not know. Wis. L. Rev., 483.
Markos, S., & Sridevi, M. S. (2010) . Employee engagement: The key to improving performance. International Journal of Business and Management, 5 (12) , 89-96.
Marstand, A. F., Martin, R., & Epitropaki, O. (2017) . Complementary person-supervisor fit: An investigation of supplies-values (SV) fit, leader-member exchange (LMX) and work outcomes. The Leadership Quarterly, 28 (3) , 418-437.
Maslach, C., Jackson, S. E., & Leiter, M. P. (1997) . Maslach burnout inventory. Scarecrow Education.
Mathieu, J. E., & Farr, J. L. (1991). Further evidence for the discriminant validity of measures of organizational commitment, job involvement, and job satisfaction. Journal of Applied Psychology, 76(1), 127-133.
May, D. R., Gilson, R. L. and Harter, L. M. (2004) . The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational & Organizational Psychology, 77, 11-37.
McDonald, D. J., & Makin, P. J. (2000) . The psychological contract, organisational commitment and job satisfaction of temporary staff. Leadership & Organization Development Journal, 21, 84-91.
Memon, M. A., Salleh, R., & Baharom, M. N. R. (2015) . Linking Person-Job Fit, Person-organization fit, employee engagement and turnover intention: A three-step conceptual model. Asian Social Science, 11 (2) , 313-320.
Morrison, D. E. (1994) . Psychological contracts and change. Human Resource Management, 33 (3) , 353-372.
Morrison, E. W., & Robinson, S. L. (1997) . When employees feel betrayed: A model of how psychological contract violation develops. Academy of Management Review, 22 (1) , 226-256.
Muchinsky, P. M., & Monahan, C. J. (1987) . What is person-environment congruence? Supplementary versus complementary models of fit. Journal of Vocational Behavior, 31 (3) , 268-277.
Naami, A. Z., & Piriaei, S. (2011) . The relationship between dimensions of self-determined work motivation with job engagement in employees of Esfahan Steel Company. Quart J Career Organiz Counsel, 3 (9) , 23-41.
Nahrgang, J. D., Morgeson, F. P., & Hofmann, D. A. (2011) . Safety at work: a meta-analytic investigation of the link between job demands, job resources, burnout, engagement, and safety outcomes. Journal of Applied Psychology, 96 (1) , 71-94.
Nwokocha, I. (2015) . Linkage between psychological contract and employee retention, performance and productivity in organizations in Nigeria. International Journal of Development and Management Review, 10 (1) , 30-38.
Oh, I. S., Guay, R. P., Kim, K., Harold, C. M., Lee, J. H., Heo, C. G., & Shin, K. H. (2014) . Fit happens globally: A meta‐analytic comparison of the relationships of person–environment fit dimensions with work attitudes and performance across East Asia, Europe, and North America. Personnel Psychology, 67 (1) , 99-152.
Orvis, K. A., Dudley, N. M., & Cortina, J. M. (2008) . Conscientiousness and reactions to psychological contract breach: A longitudinal field study. Journal of Applied Psychology, 93 (5) , 1183-1193.
Ostroff, C., & Kozlowski, S. W. (1992) . Organizational socialization as a learning process: The role of information acquisition. Personnel Psychology, 45 (4) , 849-874.
Park, J., & Gursoy, D. (2012) . Generation effects on work engagement among US hotel employees. International Journal of Hospitality Management, 31 (4) , 1195-1202.
Parshuram, C. S., Dhanani, S., Kirsh, J. A., & Cox, P. N. (2004) . Fellowship training, workload, fatigue and physical stress: a prospective observational study. Cmaj, 170 (6) , 965-970.
Payne, S. C., Culbertson, S. S., Lopez, Y. P., Boswell, W. R., & Barger, E. J. (2015) . Contract breach as a trigger for adjustment to the psychological contract during the first year of employment. Journal of Occupational and Organizational Psychology, 88 (1) , 41-60.
Peng, J. C., Lee, Y. L., & Tseng, M. M. (2014) . Person–organization fit and turnover intention: Exploring the mediating effect of work engagement and the moderating effect of demand–ability fit. Journal of Nursing Research, 22 (1) , 1-11.
Prasongthan, S., & Suveatwatanakul, C. (2017) . Employee engagement model: a study of Thai hotel industry. In Proceedings from: ISER 50th International Conference, Tokyo, Japan, 29th-30th January.
Protsiuk, O. (2019) . The relationships between psychological contract expectations and counterproductive work behaviors: Employer perception. Central European Management Journal, 27 (3) , 85-106.
Psychological contract breach and job-related attitudes. European Journal of Work and Organizational Psychology, 18, 442–463.
Ramsay, H., Scholarios, D., & Harley, B. (2000) . Employees and high‐performance work systems: Testing inside the black box. British Journal of Industrial Relations, 38 (4) , 501-531.
Rayton, B. A., & Yalabik, Z. Y. (2014) . Work engagement, psychological contract breach and job satisfaction. The International Journal of Human Resource Management, 25 (17) , 2382-2400.
Restubog, S. L. D., Bordia, P., & Tang, R. L. (2006) . Effects of psychological contract breach on performance of IT employees: The mediating role of affective commitment. Journal of Occupational and Organizational Psychology, 79 (2) , 299-306.
Restubog, S. L. D., Zagenczyk, T. J., Bordia, P., Bordia, S., & Chapman, G. J. (2015) . If you wrong us, shall we not revenge? Moderating roles of self-control and perceived aggressive work culture in predicting responses to psychological contract breach. Journal of Management, 41 (4) , 1132-1154.
Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010) . Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53 (3) , 617-635.
Richter, P., & Hacker, W. (1998) . Workload and strain: Stress, fatigue, and burnout in working life. Heidelberg, Germany: Asagner.
Rigotti, T. (2009) . Enough is enough? Threshold models for the relationship between psychological contract breach and job-related attitudes. European Journal of Work and Organizational Psychology, 18 (4) , 442-463.
Robinson, D., Perryman, S., & Hayday, S. (2004) . The drivers of employee engagement. Institute for Employment Studies.
Robinson, S. L. (1996) . Trust and breach of the psychological contract. Administrative Science Quarterly, 574-599.
Robinson, S. L., & Wolfe Morrison, E. (2000) . The development of psychological contract breach and violation: A longitudinal study. Journal of Organizational Behavior, 21 (5) , 525-546.
Rousseau, D. M. (1989) . Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2 (2) , 121-139.
Rousseau, D. M., & Parks, I. M. (1993) . The contracts of individuals and organizations. Research in Organizational Behavior, 15, 41-43.
Ruiz-Palomino, P., & Martínez-Cañas, R. (2014) . Ethical culture, ethical intent, and organizational citizenship behavior: The moderating and mediating role of person–organization fit. Journal of Business Ethics, 120 (1) , 95-108.
Ryan, R. M., & Deci, E. L. (2000) . Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55 (1) , 68-78.
Rynes, S., & Gerhart, B. (1990) . Interviewer assessments of applicant “fit”: An exploratory investigation. Personnel Psychology, 43 (1) , 13-35.
Saks, A. M. (2006) . Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21 (7) , 600-619.
Saks, A. M. (2008) . The meaning and bleeding of employee engagement: How muddy is the water?. Industrial and Organizational Psychology, 1, 40–43.
Salanova, M., & Schaufeli, W. B. (2008) . A cross-national study of work engagement as a mediator between job resources and proactive behaviour. The International Journal of Human Resource Management, 19 (1) , 116-131.
Salanova, M., Agut, S., & Peiró, J. M. (2005) . Linking organizational resources and work engagement to employee performance and customer loyalty: the mediation of service climate. Journal of Applied Psychology, 90 (6) , 1217-1227.
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.
Schaufeli, W. B., & Bakker, A. B. (2004) . Job demands, job resources, and their relationship with burnout and engagement: A multi‐sample study. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25 (3) , 293-315.
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006) . The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66 (4) , 701-716.
Schaufeli, W. B., & Bakker, A. B. (2010) . Defining and measuring work engagement: Bringing clarity to the concept. Work engagement: A Handbook of Essential Theory and Research, 12, 10-24.
Schneider, B. (1987) . E= f (P, B) : The road to a radical approach to person-environment fit. Journal of Vocational Behavior, 31 (3) , 353-361.
Schneider, B. (1987) . The people make the place. Personnel psychology, 40 (3) , 437-453.
Schneider, B., Goldstiein, H. W., & Smith, D. B. (1995) . The ASA framework: An update. Personnel Psychology, 48 (4) , 747-773.
Sekiguchi, T. (2004) . Person-organization fit and person-job fit in employee selection: A review of the literature. Osaka Keidai Ronshu, 54 (6) , 179-196.
Seong, J. Y. (2011) . The effects of high performance work systems, entrepreneurship and organizational culture on organizational performance. Seoul Journal of Business, 17.
Shahidan, A. N., Hamid, S. N. A., & Ahmad, F. (2018) . Mediating Influence of Work Engagement between Person-Environment Fit and Adaptive Performance. Journal of Business and Social Review in Emerging Economies, 4 (1) , 17-26.
Shin, Y. (2005) . The effect of perceived team person-environment fit on team performance in Korean Firms: An examination of mediating and moderating effects. Columbia University.
Shore, L. M., Coyle-Shapiro, J. A., Chen, X. P., & Tetrick, L. E. (2009) . Social exchange in work settings: Content, process, and mixed models. Management and Organization Review, 5 (3) , 289-302.
Sutton, G., & Griffin, M. A. (2004) . Integrating expectations, experiences, and psychological contract violations: A longitudinal study of new professionals. Journal of Occupational and Organizational Psychology, 77 (4) , 493-514.
Takeuchi, R., Lepak, D. P., Wang, H., & Takeuchi, K. (2007) . An empirical examination of the mechanisms mediating between high-performance work systems and the performance of Japanese organizations. Journal of Applied Psychology, 92 (4) , 1069-1083.
Theorell, T., Karasek, R. A., & Eneroth, P. (1990) . Job strain variations in relation to plasma testosterone fluctuations in working men‐a longitudinal study. Journal of Internal Medicine, 227 (1) , 31-36.
Topcic, M., Baum, M., & Kabst, R. (2016) . Are high-performance work practices related to individually perceived stress? A job demands-resources perspective. The International Journal of Human Resource Management, 27 (1) , 45-66.
Towers & Watson. Employee Engagement Statistics.
Retrieved from: https:／／employeeengagement.com／towers-watson-employee-engagement-statistics／ (Oct 31, 2021)
Tremblay, M., Hill, K., & Aubé, C. (2017) . A time-lagged investigation of the mediating role of person–organization fit in the relationship between leader–member exchange and employee affective organizational commitment. European Journal of Work and Organizational Psychology, 26 (1) , 53-65.
Turnley, W. H., & Feldman, D. C. (2000) . Re‐examining the effects of psychological contract violations: unmet expectations and job dissatisfaction as mediators. Journal of Organizational Behavior, 21 (1) , 25-42.
Turnley, W. H., Bolino, M. C., Lester, S. W., & Bloodgood, J. M. (2003) . The impact of psychological contract fulfillment on the performance of in-role and organizational citizenship behaviors. Journal of Management, 29 (2) , 187-206.
Vaishnav, C., Khakifirooz, A., & Devos, M. (2006) . Punishing by rewards: When the performance bell-curve stops working for you. In Nijmegen: International Conference of System Dynamics.
Valentine, S., Godkin, L., & Lucero, M. (2002) . Ethical context, organizational commitment, and person–organization fit. Journal of Business Ethics, 41, 349–360.
Van den Broeck, A., Vansteenkiste, M., De Witte, H., & Lens, W. (2008) . Explaining the relationships between job characteristics, burnout, and engagement: The role of basic psychological need satisfaction. Work & Stress, 22 (3) , 277-294.
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.
Vancouver, J. B., & Schmitt, N. W. (1991) . An exploratory examination of person‐organization fit: Organizational goal congruence. Personnel Psychology, 44 (2) , 333-352.
Vigoda‐Gadot, E. R. A. N., & Meiri, S. (2008) . New public management values and person‐organization fit: A socio‐psychological approach and empirical examination among public sector personnel. Public Administration, 86 (1) , 111-131.
Witt, L. A. (1998) . Enhancing organizational goal congruence: A solution to organizational politics. Journal of Applied Psychology, 83 (4) , 666.
Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2009) . Reciprocal relationships between job resources, personal resources, and work engagement. Journal of Vocational Behavior, 74 (3) , 235-244.
Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2007) . The role of personal resources in the job demands-resources model. International Journal of Stress Management, 14 (2) , 121-141.
Zacharatos, A., Barling, J., & Iverson, R. D. (2005) . High-performance work systems and occupational safety. Journal of Applied Psychology, 90 (1) , 77-93.
Zhang, J., Akhtar, M. N., Bal, P. M., Zhang, Y., & Talat, U. (2018) . How do high-performance work systems affect individual outcomes: a multilevel perspective? Frontiers in Psychology, 9, Article 586.
Zhao, H. A. O., Wayne, S. J., Glibkowski, B. C., & Bravo, J. (2007) . The impact of psychological contract breach on work‐related outcomes: a meta‐analysis. Personnel Psychology, 60 (3) , 647-680. |
[Endnote RIS 格式]
[相關文章]
[文章引用]
[完整記錄]
[館藏目錄]
[檢視]
plurk
funp
live
udn
HD
myshare
netvibes
friend
youpush
delicious
baidu
Google bookmarks
del.icio.us
hemidemi
facebook
twitter
google
reddit