參考文獻 |
中文部分
方代青(2000),「工作壓力、工作滿足、組織承諾與離職傾向間關聯性之探討」,國立成功大學企業管理研究所碩士論文。
王保進(2002),「視窗版SPSS與行為科學研究」,心理出版社,台北。
石樸(1991),「企業界員工工作滿足、工作投入與離職意願之研究」,政大社會學研究所碩士論文。
余安邦(1980),「企業組織中員工離職行為之研究」,國立台灣大學心理研究所碩士論文。
吳政道(2003),「兩岸中間幹部離職因素之探討-以H公司為例」。國立中央大學人力資源管理研究所碩士論文。
李珍枚(1996),「主管領導型態、人力資源制度對百貨專櫃人員離職意願之探討」,靜宜大學管理科學研究所碩士論文。
李嘉聖、陳益世(1999),「高科技產業特性、工作壓力、工作滿意暨離職傾向之相關性研究」。人力資源學報,11,頁93-113。
周佳慧(2003),「員工個人屬性、工作價值觀與工作滿意度關係之研究」,國立中央大學人力資源管理研究所碩士論文。
林美惠(2004),「人力資源管理措施對組織績效之影響-以海峽兩岸高科技產業為例」,國立中央大學人力資源管理研究所碩士論文。
柯惠玲(1989),「工作滿足、工作績效與離職傾向之關係研究」,國立政治大學企業管理研究所碩士論文。
洪如珊(2003),「探討多國籍企業組織內部知識移轉機制之移轉效果」,國立中央大學人力資源管理研究所碩士論文。
徐佳璋(2003),「 組織公民行為、社會資本與團隊績效關係之研究」國立台灣科技大學企業管理研究所碩士論文。
洪啟方(2003),「工作滿足與員工離職傾向關係之研究─以旅館業為例」,國立台灣師範大學工業科技教育學系碩士論文。
高國騰(1993),「個人特質、工作機會、工作績效及工作滿意度四者對離職傾向之影響-以保險業務人員為例」。國立交通大學管理科學研究所碩士論文。
張火燦(1996),「策略性人力資源管理」,揚智文化事業股份有限公司,台北。
曹萃栩(1985),「我國企業界技術專業人員離職意願之探討」,國立政治大學企業管理研究所碩士論文。
許士軍(1977),「工作滿足、個人特徵與組織氣候-文獻檢討及實證研究」,國立政治大學學報,35 期,頁13-56。
陳威融(2003),人力資源部門在組織管理知識移轉中之角色~以跨國企業為例,國立中央大學人力資源管理研究所碩士論文。
黃英忠(1996),「人力資源管理的理念與應用」,中華民國人力發展月刊,34卷,頁36-45。
黃英忠、曹國雄、黃同圳、張火燦、王秉鈞(2002),「人力資源管理」,華泰文化事業股份有限公司,台北。
黃家齊(2000),「人力資源管理系統內部契合與組織績效之關聯性研究」:全形理論觀點,中山管理評論,8(3),頁511-536。
楊承亮、廖國鋒、饒新根(1997),「國軍志願役基層軍官工作滿足因素與離職傾向之關聯性研究」。國防管理學院學報,18(2),頁69-83。
葉桂珍(1995),道德倫理觀與組織承諾、工作滿意度、及離職意向之關係研究。中山管理評論,3(3),頁15-29。
歐陽玲(1994),「工作生活品質與臨床護理人員離職意願之探討-以台南地區綜合醫院為例」,私立東海大學企業管理研究所碩士論文。
謝汶岱(1996),「工作特性、組織生涯管理與離職傾向關係之研究—以海運承攬運送業為例」,國立海洋大學航運管理研究所碩士論文。
英文部分
Aaron, A.B. (1992). “Effects of employee ownership on employee attitudes,”Work and Occupations, 19 (1), pp. 59-78.
Ancona D., Kochan T., Scully M., Van Maanen J. (1996), Managing for the Future Organizational Behavior and Processes: D Eleanor Westney.
Appelbaum E., Bailey, T., Berg, P., and Kalleberg, A. (2000), Manufacturing
Advantage: Why High –Performance Work Systems Pay Off. Ithaca: Cornell University Press.
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, pp.1173-1182
Berg, P. (1999).”The effects of high performance work practices on job satisfaction in the United States steel industry,” Relations Industrielles / Industrial Relations, 54(1), pp.111-134.
Birkinshaw J., Gibson C. (2004), “Building ambidexterity into an organization,”MIT Sloan Management Review, 45 (4), pp.47-55.
Buren, V., Werner, J.(1996), “High performance work systems,” Business and
Economic Review, Columbia: 43(1), pp.15-23.
Davis, H. (1977). Human Behavior at Work: Organizational Behavior. (5th ed.),
New York: McGraw-Hill.
De Cenzo & Robbins (1996), Human Resources Management, New York: John Wiley & Sons.
Delaney, J. M., and M. A. Huselid. (1996). “The impact of human resource
management practices on perceptions of organizational performance,” Academy of Management Journal, 39(4): pp.949-969.
Dessler G.. (1997), Human Resources Management. New Jersey: Prentice Hall.
Dessler, G. (1980). Human Behavior Improving Performance at Work. New Jersey:
Englewood Cliffs.
D.G. Allen et al. (2003). “The role of perceived organizational support and
supportive human resource practices in the turnover process,” Journal of Management, 29 (1), pp.99–118
Gerhart, B., (1990), “Voluntary turnover alternative job opportunities,” ournal of Applied Psychology, 75, pp. 467-476.
Gibson,J.L.,& Klein,S.M.(1970). “Employee attitudes as a function of age and
length of service: A reconceptualization,” Academy of Management Journal, 13. pp. 411-425.
Good, L. K., Sisler, G. F., & Gentry, J. E. (1988).”Antecedence of turnover
intentions among retail management personnel,” Journal of Retailing, 64(3), pp.295-314.
Herzberg, F., (1966), Work and the Nature of Man, Cleveland:World Publishing
Co.
Herzberg, F., Mausner, B., & Snyderman, B. (1959). The Motivation to Work. N.Y.: Johnson Wiley & Sons.
Hom, P. & Griffeth, R. (1991), “Structural equations modeling test of a turnover theory:cross-sectional and longitudinal analysis,” Journal of Applied Psychology, 76,pp.350-366.
Huselid, M. A, Jackson, S. E. & Schuler, R. S. (1997). “Technical and strategic human resources management effectiveness as determinations of firm performance,” Academy of Management Journal, 40 (1), pp.171-188.
Huselid, M. A. (1995). “The impact of human resource management practices on
turnover, productivity and corporate financial performance,” Academy of Management Journal, 38, pp. 635-672.
Ichniowski, C, Shaw, K. and Prennushi, G.(1997). “The effects of human resource management practices on productivity: A study of steel finishing lines,” American Economic Review, 87(3), pp. 291–313.
Korman,A.(1968).”Task success, task popularity, and self-esteem as influences on task liking,” Journal of Applied Psychology.52, pp. 484-490.
Miller, H. E., Katerberg, R. & Hulin, C. L. (1979). “Evaluation of the Mobley, Horner, and Hollingsworth model of employee turnover,” Journal of Applied Psychology, 64(5), pp. 509-517.
Mobley, W. H. (1977). “Intermediate linkages in the relationship between job
satisfaction and employee turnover,” Journal of Applied Psychology, 62 (2), pp.237-240.
Noe,R., Hollenbeck, J., Gerhart, B., and Wright, P. (2003), Human Resources
Management. New York: McGraw Hill.
Pfeffer, J. (1994), Competitive Advantage through People:Under-standing the
Power of Force. Boston:HBS Press.
Pfeffer, J. (1996) “When it comes to “Best Practices”—Why do smart organizations occasionally do dumb things?” Organizational Dynamics, 25: pp.33-44.
Porter, L. W., & Lawler, E. E. (1968). “What job attitudes tell about motivation,”Harvard Business Review, 46(1), pp.118-126.
Porter, L. W., & Steers, R. M. (1973), “Organizational, work, and personal factors in employee turnover and absenteeism,” Psychological Bulletin, 80, pp.161–176.
Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974).
“Organization commitment, job satisfaction, and turnover among psychiatric technicians,” Journal of Applied Psychology, 59, pp.603-609.
Porter,L.W.(1962).” Job attitudes in management: Perceived deficiencies in need fulfillment as a function of job level,” Journal of Applied Psychology, 46, pp.375-384.
Reiner, D. M., & Zhao, J. (1999). “The determinants of job satisfaction among
United States Air Force Security Police,” Review of Public Personnel Administration, pp.5-18.
Robbins, S. P. (1996). Organizational Behavior. Englewood Cliffs, New Jersey
Prentice-Hall International Inc.
Robbins, S.P. (1993), Organizational Behavior Concepts, Controversies and
Application. Englewood Cliffs, New Jersey: Prentice Hall.
Rousseau, D. M.; Greller, M. M. (1994). “Human resource practices:
administrative contract makers,” Human Resource Management, 33 (3), pp.385-401.
Seashore,S.E.,& Taber,T.D. (1975).”Job satisfaction and their correlations,”
American Behavior & Scientists, 18, pp.346.
Smith,P.C.,Kendall,L., & Hulin,C.L.(1969). The Measurement of Satisfaction in
Work and retirement. Chicago: Rand McNally.
Tett, R.P.,&Meyer, J.P. 1993,”Job satisfaction, organizational commitment,
turnover intention, and turnover:Path analyses based on meta-analytic findings,” Personnel Psychology, 46, pp.259-180.
Ulrich, D.(1997). “Human Resource Champions:The Next Agenda for Adding
Value and Delivering Results”, Boston, MA: Harvard Business School Press.
Ulrich, D., Brockbank, W. & Yeung, A.,(1989), “Beyond belief: A benchmark for
human resource”, Human Resource Management, 28 (3), pp.311-335.
Van Buren, M.E., Werner, J.M., (1996), “High work performance work systems”,
Business & Economic Review, 34 (1), pp.15.
Vroom,V.H. (1964). Work and Motivation. New York:Wiley. |