臺灣博碩士論文加值系統

處在瞬息萬變的知識經濟時代中，擁有知識與能力的高績效員工掌握了組織的關鍵生產力。因此，如何留住高績效員工使其具忠誠與認同度，將成為重要的議題。而本研究即在探討高績效員工之特徴以及組織與員工自我評定工作績效的適配度對組織認同的影響。
本研究選擇兩家位於台灣中部地區之高科技製造業。針對二家績優個案公司之各部門員工及基層主管（僅選符合工作績效基準的前20%與後20%者），各發放360份及160份問卷，有效回收率為68.5%。隨之，進行Logistic迴歸以及階層多元迴歸分析。研究結果發現員工之「情緒穩定」特徵會顯著增加成為高績效員工的機率。再者，不論是A公司亦或是B公司,其高績效員工自我認知皆與該公司認知之特徵具有一致性，僅其重視與特徵順序有所不同。同時，被評定為高績效員工者對於組織認同具顯著之正向影響。此外，不論是適配優等、適配自我低估以及適配自我高估者都較適配劣者對組織認同具有顯著正向影響。最後，依研究結果提出具體管理意涵及未來研究建議，提供實務界採用與後續研究者未來研究方向之參考。

In the age of the knowledge-based Economy, the workers who have knowledge and ability are the high performance person. The high performance employees play the important role in the environment of Global competition. Hence, it is a critical issue on how to build up the high performance employees’ loyalty and identification to one company. This study would like to explore the traits of the high performance employees and the influence of fitting or the work performance between organization and employees on the identification of the organization.
In this study, we selected the top 20% and the bottom 20% of the employees and line managers who accord with the performance baseline. The effective response rate was 68.5 percent among 360 surveys from Company A and 160 surveys from Company B. We apply the Logistic regression and multiple regression to analyze two outstanding high-tech manufacturing firms in central Taiwan.
We found the emotion stable could influence the traits of the high performance employee. Moreover, no matter were company A or B, the perception of high performance employees’ traits was consistent between employees and organization managers, only difference on the order. At mean time, Assessed high performance employees had a significant and positive impact on the organizational identification. However, no matter perfect fitting, fitting underestimate or fitting overrate person had more positive influences on organization identification, compared with fitting inferior person.
Implications of the results and suggestions for the future researches are discussed in the end of this research.

中文摘要 ……………………………………………………………………… Ⅰ
Abstract …………………………………………………………………… Ⅱ
目錄 …………………………………………………………………………… Ⅲ
表目次 ………………………………………………………………………… Ⅴ
圖目次 ………………………………………………………………………… Ⅶ
第一章 緒論 ……………………………………………………………… 1
第一節 研究背景與動機 ………………………………………………… 1
第二節 研究目的 ………………………………………………………… 6
第三節 研究範圍 ………………………………………………………… 6
第四節 研究流程 ………………………………………………………… 7
第五節 名詞釋義 ………………………………………………………… 10
第二章 文獻探討 ………………………………………………………… 12
第一節 高績效員工 ……………………………………………………… 12
第二節 高績效員工特徵 ………………………………………………… 14
第三節 組織認同 ………………………………………………………… 34
第三章 研究方法 ………………………………………………………… 40
第一節 研究架構與假設 ………………………………………………… 40
第二節 研究對象 ………………………………………………………… 42
第三節 研究工具 ………………………………………………………… 44
第四節 調查實施 ………………………………………………………… 63
第五節 資料分析 ………………………………………………………… 63
第四章 研究結果與討論 ………………………………………………… 67
第一節 樣本描述 ………………………………………………………… 67
第二節 高績效員工自我認知徵對組織評定高績效員工與否
之影響 …………………………………………………………… 72
第三節 高績效員工自我認知特徵與組織重視高績效員工特徵
之一致性 ………………………………………………………… 77
第四節 組織評定高績效員工與否對組織認同之影響 ………………… 79
第五節 組織評定與員工自我評定高績效員工與否的適配度
對組織認同度之影響 …………………………………………… 83
第五章 結論與建議 ……………………………………………………… 87
第一節 研究主要發現 …………………………………………………… 87
第二節 研究結論 ………………………………………………………… 93
第三節 研究建議 ………………………………………………………… 97
第四節 研究限制 ………………………………………………………… 103

參考文獻 ……………………………………………………………………… 104

附錄
附錄一 正式問卷 ………………………………………………………… 121
附錄二 個案公司訪談與會人員………………………………………… 127



表目次
表2-1： 人格學派類型………………………………………………… 17
表2-2： 五大人格特質說明…………………………………………… 20
表3-1： 個案公司背景資料…………………………………………… 43
表3-2： 自主性信效度分析…………………………………………… 46
表3-3： 逆境商數信效度分析………………………………………… 47
表3-4： 管理傾向信效度分析………………………………………… 48
表3-5： 嚴謹自律信效度分析………………………………………… 50
表3-6： 情緒穩度信效度分析………………………………………… 50
表3-7： 溝通傾向信效度分析………………………………………… 52
表3-8： 創造力信效度分析…………………………………………… 53
表3-9： 團隊精神信效度分析………………………………………… 54
表3-10： 組織認同信效度分析……………………………………….. 56
表4-1： 樣本特性統計………………………………………………… 70
表4-2： 各研究向度之描述性統計…………………………………… 71
表4-3： 影響高績效員工與否之特徴Logistic階層迴歸
（合併資料）………………………………………………… 73
表4-4： A與B公司影響高績效員工與否之特徴Logistic階層迴歸 76
表4-5： 個案公司認知高績效員工應有特徵之順序……………… 77
表4-6： 個案公司高績效員工自我特徵認知順序………………… 78
表4-7： 個案公司與其高績效員對特徵認知之比較……………… 78
表4-8： 評定高績效員工與否對組織認同之階層迴歸（合併資料）… 80
表4-9： A與B公司評定高績效員工與否對組織認同之階層迴歸…. 82
表4-10： 組織與員工自我評定為高績效員工之適配度對組織認同
之階層迴歸（合併資料）……………………………………… 84

表4-11： A、B公司與員工自我評定為高績效員工之適配度對
組織認同之階層迴歸……………………………………… 86
表5-1： 資料分析結果彙整…………………………………………… 87
表5-2： 顯著影響高績效員工與否之特徵彙整……………………… 89
表5-3： 影響評定高績效員工與否對組織認同顯著性因素彙整…… 91
表5-4： 影響組織與員工自我評定為高績效員工之適配度對
組織認同顯著性因素彙整…………………………………… 92

圖目次
圖1-1： 本研究之研究流程…………………………………………… 9
圖2-1： 個人-組織適配概念模型說明……………………………… 32
圖2-2： 組織認同的模型說明………………………………………… 38
圖3-1： 研究架構……………………………………………………… 42
圖3-2： 本研究適配分類說明………………………………………… 63
圖3-3： 資料分析方法………………………………………………… 65

參考文獻
一、中文部分
王震武（2001）。心理學。台北：學富。
天下編輯（2006）。天下1000大：創新致勝。天下雜誌，345。
Jerry, M. B.(1997/2003). Personality.
林宗鴻（譯）。人格心理學。台北：揚智。
行政院主計處，國內生產各業產值雙面平減表，94年，
取自http://www.dgbas.gov.tw/ct.asp?xItem=14616&CtNode=3566
行政院勞工委員會統計處，職類別薪資調查動態查詢，94年7月，取自http://statdb.cla.gov.tw/psdn/query/
沈聰益（2003）。人格五因素模式預測保險業務員銷售績效的效度─NEO-PI-R量表之跨文化檢驗與人際特質架構之實證探討。國立交通大學經營管理研究所博士論文，未出版，新竹。
李雯娣（2000）。國小兒童性格特質之研究。國立屏東師範學院國民教育研究所碩士論文，未出版，屏東。
林欽榮（2002）。工業心理學。台北：揚智。
林幸台、金樹人、陳清平、張小鳯（2005）。成人生涯興趣量表。台北：測驗。
Vernon, G. Z. (1996/1996). Career Counseling Applied Concepts of Life Planning.
吳芝儀（譯）。生涯發展的理論與實務。台北：揚智。
Duane, S.與Sydney, E. S. (1994/1997). Theories of Personality.
車先蕙、李璨如、帥文慧、陳正文、劉南琦（譯）。人格理論。台北：揚智。
邱皓政（2002）。社會與行為科學的量化研究與統計分析：SPSS中文視窗版資分析範例解析。台北，五南。
吳明隆與涂金堂（2005）。SPSS與統計應用分析。台北：五南。
Jim, C. (2001/2002).Good to Great－Why some companies make the leap…and others don’t .
齊若蘭（譯）。從A到A+。台北：遠流。
徐瑋伶，鄭伯壎（2002）。組織認同：理論與本質之初步探索分析。中山管理評論，10(1)，45-64。
陳福來（1990）。台灣省鄉鎮市公所公務人員組織認同之研究。東海大學公共行政學系碩士論文，未出版，台中。
陳義勝（1989）。企業主持人人格特質、組織結構與組織效果關係之研究。國立政治大學企業管理學系博士論文，未出版，台北。
梁雙蓮（1984）。中央行政機關公務員組織認同之研究。國立台灣大學政治學系博士論文，未出版，台北。
Lawrence, A. P.(1994/1995). Personality.
洪光遠與鄭慧玲（譯）。人格心理學。台北：桂冠。
黃至賢（2003）。客服人員的人格特質對其工作績效之影響。國立政治大學企業管理學系碩士論文，未出版，台北。
黃堅厚（1999）。人格心理學。台北：心理。
楊力彥（2001）。團隊績效獎勵制度知覺對於員工薪資滿意度與工作態度之影響。國立中央大學企業管理學系所碩士論文，未出版，桃園 。
楊桂鳳（2005）。工作特性、個人與群體屬性對個人創造力的影響─知識管理與知識屬性之調和作用。國立成功大學企業管理學系碩士論文，未出版，台南。
蔡宏明（2004）。台灣經貿發展對兩岸關係之影響。大選後兩岸經貿事務研討會，台灣綜合研究院。
盧盛忠（1997）。組織理論行為與實務。台北：五南。
羅虞村（1986）。領導理論研究。台北：文景。
譚啟文（2005）。領導效能知覺與組織認同間關係之研究－以全家便利商店加盟者為例。國立高雄第一科技大學行銷與流通管理系碩士論文，未出版，高雄。
二、英文部分
Amy, L. K. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and implications Personnel Psychology, 49(1), 1-49.
Ashforth, B. E., & Mael, F. (1989). Social identity and the organization. Academy of Management review, 14(1), 20-39.
Amy, L. K. (2000). Perceived applicant fit: Distinguishing between recruiters’ perceptions of person-job and person-organization fit. Personnel Psychology, 53.(3), 643-671.
Abrams, D., Ando, K., & Hinkle, S. (1998). Psychological attachment to the group: Cross-cultural differences in organizational identification and subjective norms as predictors of workers' turnover intentions. Personality and Social Psychology Bulletin, 24(10), 1027-1039.
Andy, H. (2002). Finding the right fit. Canadian Business, 75(22), 119-122.
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization, Journal of Occupational Psychology, 63(1), 1-18.
Allport, G. W. (1961). Pattern and growth in personality. New York: Holt, Riehart, & Winston.
Anderson, N., & Cunningham-Snell, A. (2000). Personnel selection. In N. Chmiel(Ed.). Work and organizational psychology. Oxford: Blackwell.
Albert, S., Ashforth, B. E., & Dutton, J. E. (Eds.) (2000). Organizational identity and identification [Special issue]. Academy of Management Journal, 25.
＊Assouline, M., & Meir, E. I. (1987). Meta-analysis of the relationship between congruence and well-being measures, Journal of Vocational Behavior, 31, 319-332.
Anonymous. (2002). The SoftwareCo approach to retaining Key workers. Human resource management International Digest, 10(6), 15-16.
Anonymous. (1985). Finding the high-performance employee. Security Management, 29(11), 84-86.
Ashforth, B. E., Saks, A. M. (1996). Socialization tactics: Longitudinal effects on newcomer adjustment. Academy of Management Journal, 39(1), 149 -179.
Brooklyn, D. C, Candace, J., & Edmund, L. T. (1988). Managing high-potential employees: Current practices in thirty-three U.S. corporations. Human Resource Management (1986-1998), 27(3), 273-291.
Benkhoff, B. (1997a). A test of the HRM model: Good for employers and employees. Human Resource management Journal, 7(4), 44-60.
Brown, M. E. (1969). Identification and some conditions of organizational involvement. Administrative Science Quarterly, 14, 346-355.
Brown, R., & Williams, J. (1984). Group identification: The same thing to all people？ Human Relations, 37(7), 547-564.
Boas, S., & Ronit, K. (2004). A single item graphic scale for the measurement of organizational identification. Journal of Occupational and Organizational Psychology, 77, 115-123.
Bill, H. (2005). Land that star employee. Landscape Management, 44(10), 80-83.
Borman, W. C., Penner, L. A., Pulakos, E. D., & Motowidlo, S. (2001). Personality predictors of citizenship performance. International Journal of Selection and Assessment, 9, 52-69.
Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1-26.
Barrick, M. R., Mount, M. K., & Judge, T. (2001). Personality and performance at the beginning of the new millennium: What do we know and where do we go next? International Journal of selection and Assessment, 9, 30.
Bretz, R. J., Judge, T. A. (1994). Person-organization fit and the theory of work adjustment: Implications for satisfaction, tenure, and career success. Journal of Vocational Behavior, 44, 32-54
＊Chockalingam, V., Frank, L. S., & Diniz, S. O. (2005). Is there a general factor in ratings of job performance? A meta-analytic framework for disentangling substantive and error influences. Journal of applied psychology, 90(1), 108-131.
＊Cheney, G. (1983). On the various and changing meanings of organizational membership: A field study of organizational identification. Communication Monographs, 56, 287-306.
Chatman, J. A. (1989). Improving interactional organizational research: A model of person-organization fit. Academy of Management Review, 14, 333-349.
Caroline, A. B. (2001). Social comparisons in boundary-spanning work: Effects of community outreach on members' organizational identity and identification. Administrative Science Quarterly, 46(3), 379-415.
Claire, O. (2005). Building your people for the profit of your business. Human Resource Management International Digest, 13(5), 3-4.
Cheney, G. (1982). Organizational identification as process and product: A field study Unpublished master's thesis, West Lafayette, IN: Purdue University.
Costa, P. T., & McCrae, R. R. (1992). Revused NEO personality inventory(NEO-PI-R) and NEO five-factor (NEO-FFI) inventory professionalmanual . Odessa, FL：PAR.
Costa, P. T., & McCrace, R. R. (1985). The NEO personality inventory manual, Odessa, FL：PAR.
Cable, D.　M., & Judge, T.　A. (1997). Interviewers’ perceptions of person-organization fit and organizational selection decisions. Journal of Applied Psychology, 82(4), 546-561.
Charles, E., Robert, J. V., & Robin, M. S. (2000). Latent growth models of individual change: The case of newcomer adjustment.Organizational Behavior and Human Decision Processes, 83(1), 107.
Corporate leadership council (2003). Defining and assessing potential. Washington, DC: Corporate Executive Board.
Dominic, A., Kaori, A., & Steve, H. (1998). Psychological attachment to the group: Cross-cultural differences in organizational identification and subjective norms as predictors of workers' turnover intentions. Personality and Social Psychology Bulletin, 24(10), 1027-1040.
Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational images and member identification. Administrative Science Quarterly, 39(2), 239-263.
Daniel, M. C., & Timothy A. J. (1997). Interviewers’ perceptions of person-organization fit and organizational selection decisions. Journal of Applied Psychology, 82(4), 546-561.
Denis, S. A. (2000).Ten way to retain high-performance employees. The Canadian Manager, 25(2), 21-22.
Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational images and member identification. Administrative Science Quarterly, 39(2), 239-263.
Daniel, M. C., Scott, D. D. (2002). The convergent and discriminate validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875-884.
Duran, R. L., ＆ Kelly, L. (1988). An investigation into the cognitive domain of competence: The relationship between communicative competence and interaction involvement. Communication Research Reports, 5, 91-96.

Elsbach, K.D. (1999). An expanded model of organizational identification. Research in Organizational Behavior, 21(1), 163-200.
Ellemers, N., de Gilder, D., & van den Heurel, H. (1998). Career-oriented versus team-oriented commitment and behavior at work. Journal of Applied Psychology, 83(5), 717-730.
Ferrara, J. V. (1983). Dialog: A key manager and high-potential employee development seminar program. HR. Human Resource Planning, 6(4), 249-251
Feldman, J. M. (1981). Beyond attribution theory: Cognitive processes in performance appraisal. Journal of Applied Psychology, 66(2), 127-148.
Goldberg, L. R. (1990). An alternative description of personality. The big five factor. Journal of personality and Social Psychology, 59(6), 1216-1229.
Griffin,R.W., & Bateman, T. S. (1986). Job satisfaction and organizational commitment. In C.L. Cooper & I. Robertson (Eds.). International review of industrial and organizational psychology. New York: Wiley.
Hall, D. T., Schneider, B., & Nygren, H. T. (1970). Personal factors in organizational identification. Administrative Science Quarterly, 15, 176-190.
Haslam, S. A. (2001). Psychology in organizations: The social identity approach. London: Sage.
Hough, L.M., Hanser, L. M., & Eaton, N. K. (1988). Literature review: Utility of temperament, biodata, and interest assessment for predicting job performance. Alexandria, VA: U.S. Army, Research Institute for the behavioral and Social Sciences
Harvey, W. R. (1978). Proper insurance coverage- A must for small business survival. Journal of Small Business Management, 16(3), 7-11.
Ioannis, N. (2003). Fitting the person to the organization: examining the personality-job performance relationship from a new perspective. Journal of Managerial Psychology, 18(7/8), 639-648.
Jesus, F. S. (2003). Predicting job performance using FFM and non-FFM personality measures. Journal of Occupational and Organizational Psychology, 76, 323-346.
Jandeska, K. E., & Kraimer, M. L. (2005). Women’s perceptions of organization culture, work attitudes, and role modeling behaviors. Journal of Managerial Issues, 17(4), 461-478.
Judge, T. A., & Cable, D. M. (1997). Applicant personality, organizational culture, and organization attraction. Personnel Psychology, 50(2), 359-394.
Kevin, S. D. (2006). Key employee life insurance－The right tool？Club Management, 85(1), 20.
Kelman, H. C. (1961). Processes of opinion Change. Public Opinion quarterly, 25, 57-78.
Kristof, A. L. (1996). Person-organization fit : An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1-49.
Marc, N. (2005). Take action to retain star employees. New York Construction, 52(11), 133.
Lee, S. M. (1969). Organizational identification of scientists. Academy of Management Journal, 12(3), 327-337.
Lena, M. B.(2006).Mind the gap: Knowing what employees want Is key.Employee Benefit Plan Review, 61(5), 20-22.
Miller, V. D., Allen, M., Casey, M. K., & Johnson J. R. (2000). Reconsidering the organizational identification questionnaire. Management Communication Quarterly, 13(4), 626-658.
Margaret, B., & Bill, R. (2004). Corporate MVPs: managing your company's most valuable performers. Ohio: John Wiley & Sons.
McCrae, R. R. & Costa, P. T. (1986). Four ways five factors are basic. Personality and Individual Differences, 13, 653-665.
McCrae, R. R., & Costa, P. T. (2003). Personality in adulthood: A five-factor theory perspective, New York: guilford.
Martin, L. L. (2000). Franchise labor. Financial Analysts Journal, 56(2), 68-76.

Mchenry, J. J., Hough, L. M., Toquam, J. L., Hanson, M. A., & Ashworth, S. (1990). Project A validity results: The relationship between predictor and criterion domains. Personnel Psychology, 43(2), 335-367.
Michael, D. J., Frederick, P. M., Daniel, R. I., & Chrisopher, J. M., James, W. L. (2006). Multiple professional identities: Examining differences in identification across work-related . Journal of Applied Psychology, 91(2), 498-506.
Mael, F. A., & Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13(2), 103-123.
Moel, F. A. (1998). Organizational identification: Construct redefinition and a field application with organizational alumni. Unpublished doctoral dissertation, Wayne State University, Detroit, MI.
Mathieu, J. E., & Aajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108(2), 171-194.
＊Michael, R.(2005). Organizational identification: A meta-analysis. Journal of Vocational Behavior, 66(2), 358-384.
Marcia, J. S., Jason, A. C., Raymond A. N., Christopher O. L. H. P.(2003).Conscientiousness, autonomy fit, and development: A longitudinal study.Journal of Applied Psychology, 88(5), 954.
Motowidlo, S. J., Borman, W. C., & Schmit, M. J. (1997). A theory of individual differences in task and conceptual performance. Human Performance, 10, 71-83.
Mark, A. H., Richard, W. B., & Brian, E. B.(2005). A Players or A Positions? Harvard Business Review, 83(2), 110.
Neil, A. (2001). Handbook of industrial, work and organizational psychology. London : Sage.
Norton, R. W. (1983). Communicator style: Theory, application, and measure. Beverly Hills, CA: Sage.
＊Nathan, B. R., & Alexander, R. A. (1988). A comparison of criteria for test validation: A meta-analytical investigation. Personnel Psychology, 41, 517-535.
Ones, D. S., & Viswesvaran, C. (1996). Bandwidth-fidelity dilemma in personality measurement for personnel selection. Journal of organizational behavior, 17(6), 609-626.
Ones, D. S., & Viswesvaran, C. (2001). Integrity tests and others criterion-focused occupational personality scales(COPS) used in personnel selection. International Journal of selection and Assessment, 9, 31-39.
＊O’Reilly III C., & Chatman J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification and internalization on prosaically behavior. Journal of Applied Psychology, 71(3), 492-499.
O’Reilly, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34(3), 487-516.
Ouwerkerk, J. W., Ellemers, N., & de Gilder, D. (1999). Group commitment and individual effort in experimental and organizational contexts. In N. Ellemers, R. Spears, & B. Doosje(Eds.), Social identity. Oxford: Blackwell.
Patchen, M. (1970).Participation, Achievement, and Involvement on the job, Englewood Cliffs, NJ: Prentice Hall.
Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59, 603-609.
Pradeep, K. (2003). Reating the best. Human Resource Management International Digest, 11(1), 2-3.
Pratt, M. G. (1998). To be or not to be: Central questions in organizational identification. In D. A. Whetten & P.C. Godfrey (Eds.), Identity in organizations: Building theory through conversation.Thousand Oaks, CA: Sage.
Rhule, K. J. (2004). The effects of the manager’s behavior on the retention of high-potential employees from different generations. Pittsburgh, PA: Duquesne University.
＊Rotondi, T. (1975a). Organizational identification: Issues and implications. Organizational Behavior and Human Performance, 13(1), 95-109.
＊Rotondi, T. (1975b). Organizational identification and group involvement. Academy of Management Journal, 18(4), 892-897.
Rosseau, D. M. (1998). Why workers still identify with organizations. Journal of Organizational Behavior, 19(3), 217-233.
Shamir, B. (1990). Calculations, values and identities: The sources of collectivistic work motivation. Human Relations, 43(4), 313-332.
Simmering, M. J., & Colquitt, J. A., & Neo, R. A. (2003). Conscientiousness, autonomy fit, and development：A longitudinal study. Journal of Applied Psychology, 88(5), 954-963.
Smidts, A., Pruyn, A. T. H., & van Riel, C. B. M. (2001). The impact of employee communication and perceived external prestige on organizational identification. Academy of Management Journal, 44(5), 1051-1062.
Stoltz, P.G. (1997). Adversity quotient: Turning obstacles into opportunities. New York: Wiley.
Spokane, A. R. (1985). A review of research on person-environment congruence in Holland’s theory of careers. Journal of Vocational Behavior, 26, 306-343.
Salgado, J. F. (1998a). Big five personality dimensions and job performance in army and civil occupations: A European perspective. Human Performance, 11, 271-288.
Steven, B. (2006). How to keep a players productive. Harvard Business Review, 84(9), 104.
Saks, A. M., & Ashforth, B. E. (1997). A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes. Personnel Psychology, 50(2), 395-342.
Scott, C. R. (1995). Self-reports and expressions of identification among organizational teams using a group decision support system. Paper presented at the Annual Conference of the Speech Communication Association. Texas: San Antonio.
Scott, C. R. (1997). Identification with multiple targets in a geographically dispersed organization. Management communication Quarterly, 11(4), 491-522.
Terence, R. M., Brooks, C. H., & Thomas, W. L. (2001). How to keep your best employees: Developing and effective retention policy, The Academy of Management Executive, 15(4), 96-109.
Todd, K. (2003). Very promising , very demanding: High potential employees often avoid lateral moves that would help them in the future, Canadian HR Reporter, 16(16), 15-17.
＊Timothy A. J., & Joyce, E. B. (2001). Relationship of core self-evaluations traits－self-esteem, generalized self-efficacy, locus of control, and emotional stability －with job satisfaction and job performance: A meta- analysis. Journal of Applied Psychology, 86(1), 80-92.
Vianen, A. E. (2000). Person-organization fit: The match between newcomers’ and recruiters’ preferences for organizational cultures. Personnel Psychology, 53(1), 113-149.
van Knippenberg, D., & Hogg, M. (Eds.). (2002). Social identity processes in organizations [Special issue]. Group Processes and Intergroup Relations, 4.
Wan Huggins, V. N., Riordan, C. M., & Griffcth, R.W. (1998). The development and longitudinal test of a model of organizational identification. Journal of Applied Social Psychology, 28, 724-749.
Xiang, Y., & Jin, F. U. (2006). Relationship between organizational socialization and organization identification of professionals: Moderation effects of personal work experience and growth need strength. Journal of American Academy of Business, 10(1), 362-371.
Zhou, j., & George, M. G. (2001). When job dissatisfaction leads to creativity: Encouraging the expression of voice.Acdemy of Management Journal, 44(4), 682-696.