一、中文部份
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13.林玫瑜(2013)。公營事業體公司化進程中角色衝突、工作壓力與離職傾向的關聯性研究-以高雄港務局公司為例,國立中山大學人力資源管理研究所之碩士論文,高雄。14.林家瑩(2008)。人力資源發展效能、職涯停滯對員工工作投入之影響研究,國立彰化師範大學人力資源管理研究所碩士論文。15.邱惠珍(2012)。工作鑲嵌、工作滿意度與離職意圖的-知覺主管支持與領導者與部屬交換關係的調節效果,國立台灣科技大學企業管理研究所EMBA碩士在職專班碩士論文,台北。16.柯旻君(2014)。職涯停滯對工作投入的影響:社會支持的調節效果,國立中山大學,企業管理學系研究所之碩士論文,高雄。17.洪敏莉(2010)。台灣地區大型企業經理人職涯高原認知對工作態度影響之研究,國立台北大學企業管理系博士論文。18.洪琬婷(2012)。職涯停滯在組織效能感對員工工作投入之調節效果研究,國立彰化師範大學人力資源管理研究所碩士論文。19.徐惠鈺(2007)。服務業組織社會化、工作鑲嵌與離職意圖之關係研究,國立高雄師範大學,人力與知識管理研究所碩士論文。20.張火燦(1997)。策略性人力資源管理。臺北:揚智文化。
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30.劉思吟(2012)。高績效工作系統對職涯停滯及角色績效、離職傾向之影響-以知覺主管支持為干擾變項,國立中山大學人力資源管理研究所之碩士論文,高雄。31.劉慧君(2005)。探究員工偏差行為之前因,國立台灣科技大學企業管理系碩士班碩士學位論文,台北。
32.賴群棠(2016)。志願士兵教育訓練與工作鑲嵌、離職傾向關聯性影響之研究-以空軍為例,國防大學運籌管理學系碩士論文,桃園。33.顏鴻傑(2010)。工作鑲嵌程度與員工離職傾向之關係:以國軍志願役士官為例,中華大學行政管理學系(所)碩士論文,新竹。34.蘇少荻(2006)。 成衣產業的興衰:一種文化經濟學的分析,國立清華大學,經濟學系碩士論文,新竹。35.Karl Polanyi.(1957)。鉅變: 當代政治, 經濟的起源,黃樹民譯。台北,遠流出版事業股份有限公司出版。
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