臺灣博碩士論文加值系統

本研究從社會交換理論、擴張_積聚理論出發，探討知覺主管支持與組織公民行為之間的關係，同時驗證了工作幸福感的中介效果與情感性組織承諾的調節效果。研究資料收集來自於227位全台灣全職工作者之資料，採用跨期研究法，分別在三個不同時間點予以測量。研究結果顯示，知覺主管支持對工作幸福感有正向影響;工作幸福感對組織公民行為有正向影響；工作幸福感對於知覺主管支持與組織公民行為有完全中介效果；情感性組織承諾對工作幸福感與組織公民行為具調節效果；及情感性組織承諾調節工作幸福感對知覺主管支持與組織公民行為的中介機制。

This study examines the relationship between perceived supervisor support and organizational citizenship behavior from the perspective of social exchange theory and broaden-and-build theory. It also verifies the mediating effect of job well-being and the moderating effect of affective organizational commitment. Data from 227 full-time workers in Taiwan, the study employs the inter-temporal approach to collect data at three points of time. The results show that perceived supervisor support has a positive effect on job well-being; job well-being has a positive effect on organizational citizenship behavior; job well-being has a fully mediating effect on perceived supervisor support and organizational citizenship behavior; affective organizational commitment has a moderating effect on job well-being and organizational citizenship behavior. The study also identifies the mediating mechanism with which affective organizational commitment moderates perceived supervisor support and organizational citizenship behavior.

中文摘要　　　　　　　　　　　　　　　 　　i
英文摘要　　　　　　　　　　　　　　　　 　ii
誌謝辭　　　　　　　　　　　　　　　　　　　　　　 　iii
目錄　　　　　　　　　　　　　　　　　　　　　　　　 iv
表目錄　　　　　　　　　　　　　　　　　　　　　　 vi
圖目錄　　　　　　　　　　　　　　　　　　　　　　　 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　　　　　　　　　　　　　　 3
第二章　文獻探討　　　　　　　　　　　　　　　 5
第一節 知覺主管支持　　　　　　　　 5
第二節 組織公民行為　　　　　　　　 8
第三節 幸福感　　　　　　　　　　　 12
第四節 情感性組織承諾　　　　　　　　　　　 19
第五節 假設與推導　　　　　　　　　　 22
第三章　研究方法　　　　　　　　　　　　　　　　　 30
第一節 研究架構與假設 　　　　　 30
第二節 研究對象與施測程序　　　　　　　　　 31
第三節 研究變項之操作型定義與衡量工具　　　 32
第四節 資料分析方法　　　　　　　　　　　　 37
第四章 統計分析與結果　 　　　　　　　　　　　　 39
第一節 樣本資料特性　　 　　　　　 39
第二節 敘述性統計　　　　　　　　　 40
第三節 信效度分析 　　　　　　　　　 41
第四節 相關分析　　　　　 　　　45
第五節 階層迴歸分析　 　　　 48
第五章　結論與建議　　　　　　　　　　　　　　　　 57
第一節 研究結果與討論　　　　　　　 57
第二節 理論意涵　　　　　　　　　　 60
第三節 實務管理意涵　　　 　　　　 62
第四節 研究限制　　　　　 　　　　 63
第五節 未來研究建議　　　 　　　　 64

參考文獻
中文部份　　　　　　　　　　 66
英文部份　　　　　　　　　　 70

問卷
附錄A A問卷　　　　　　　　　　 85
附錄B B問卷　　　　　　　　　　 88
附錄C C問卷　　　　　　　　　　 90

一、中文參考文獻
王怡慧(2012)。角色壓力，工作倦怠對組織公民行為影響之研究-以組織犬儒主義為干擾變數。淡江大學企業管理學系碩士在職專班學位論文。
江淑怡(2011)。線上社群之使用者認同感、幸福感及組織公民行為探討。銘傳大學資訊管理學系碩士論文。
吳宗祐(2008)。主管權威領導與部屬的工作滿意度與組織承諾：信任的中介歷程與情緒智力的調節效果。本土心理學研究，30，3-63。
李兆香(2003)。醫院組織文化、領導行為與組織公民行為關係之研究。國立中山大學人力資源管理研究所在職專班碩士論文。
李朱慧，林孟峰(2008)。以人格特質與組織文化探討高科技產業內知識分享與組織績效之研究。致遠管理論叢，3(1)，18-37。
李旭梅、林如玉(2016)。以資源保存理論，論心理資本、幸福感與組織公民行為之關聯性。人力資源管理學報，16(1)，69-89。
紀乃文(2014)。情緒勞動對組織是利是弊？探討知覺主管支持、同事支持對情緒勞動與服務績效、離職傾向關係的差異化干擾效果。組織與管理，7(1)，115-160。
卓正欽(2007)。人力資源效能知覺對組織承諾的影響。國立中央大學人力資源管理研究所博士論文。
卓正欽，劉振緯(2015)。組織公平與組織公民行為：情感型組織承諾的中介角色。明新學報，41(1)，121-134。
林子雯(1996)。成人學生多重角色與幸福感之相關研究。正修學報，13，269-290。
林淑姬(1992)。薪酬公平、程序公平與組織承諾、組織公民行為關係之研究。國立政治大學企業管理研究所博士論文。
林惠彥、陸洛、吳珮瑀、吳婉瑜(2012)。快樂的員工更有生產力嗎？組織支持與工作態度之雙重影響。中華心理學刊，5(4)，451-469。
金洪琦(2010)。個人-主管及個人-群體適合度對角色績效、工作滿足及知覺支持的影響：以航空公司空勤人員為例。國立中山大學人力資源管理研究所碩士論文。
姜定宇、鄭伯壎(2003)。組織忠誠、組織承諾、及組織公民行為研究之回顧與前瞻)。應用心理研究，19，175-209。
施欣怡(2013)，企業社會責任與員工幸福感之關連性研究。國立中山大學人力資源管理研究所碩士論文。
施建彬(1995)。幸福感來源與相關因素之探討。高雄醫學院行為科學研究所碩士論文。
高佳豪(2013)。組織公民行為、幸福感與知識分享意願關聯性之研究—以行政院海岸巡防署為例。世新大學行政管理學研究所碩士論文。
高榮奎(2003)。領導風格與組織公民行為關係之研究。國立海洋大學航運管理學系碩士論文。
張珮琦(2008)。個人背景及幸福感與工作滿意、組織承諾、離職意向之關聯。國立中央大學人力資源管理研究所碩士論文。
張雄喬(2014)。高績效工作系統、幸福感、組織公民行為與主動性人格特質之關係研究。國立中山大學人力資源管理研究所碩士論文。
許信仁(2008)。銀行理財專員職業道德知覺、單位主管支持理財工作年資對於工作績效的影響。國立中正大學企業管理所碩士論文。
許道然(2002)。組織公民行為之研究。空大行政學報，12，113。
郭建志、曹常成(2004)。內外控信念、主管支持與不安全行為：台灣製造業之研究。中華心理學刊，93(4)，293-305。
陳怡秀(2006)。員工投入驅動因子、情感性組織承諾與個人工作績效之關聯性研究。國立中央人力資源管理所碩士論文。
陳佳雯、陸洛(2003)。 大中華地區員工之工作不安全感與工作態度及行為的關聯：以情感性組織承諾為調節變項。組織與管理，6(1)，59-92。
陳建丞(2008)。員工知覺的組織支持與工作績效間的中介模型研究。管理學報，25，309-331。
陳曉萍、徐淑英、樊景立、鄭伯壎(2008)。組織與管理研究的實證方法。台北：華泰文化。
陸洛(1998)。中國人幸福感之內涵、測量及相關因素探討。國家科學委員會研究彙刊:人文及社會科學，8，115-137。
廖國鋒、費吳琛、曾鈞甫(2011)。知覺主管支持對角色傾向、主動行為及工作績效之影響－以負向情感為調節變項。國防管理學術暨實務研討會,1251-1271。
曾艷秋(2002)。已婚婦女生活目標、目標社會支持與幸福感之相關研究-以高雄市育有國小子女之已婚婦女為例。國立高雄師範大學輔導研究所碩士論文。
黃怡禎(2007)。國中資優生與一般生班級氣氛與幸福感之比較研究—以臺灣中部地區為例。國立彰化師範大學教育研究所碩士論文。
黃莉君、江淑怡(2013)。線上社群之使用者認同感、幸福感及組織公民行為探討。電子商務研究，3，289-310。
黃嘉雄(2006)。聚合或潛在概念：探討組織公民行為的構念特性。人力資源管理學報，6(1)，31-45。
楊國樞(1980)。生活素質的心理學觀。中華心理學刊，22(2)，11-24。
楊世瑩(2009)。SPSS統計分析，即學即用，台北市：碁峰資訊。
楊榮宗(2011)。工作要求、工作資源、工作倦怠、組織承諾及組織公民行為關係模式建構之研究。高雄師範大學工業科技研究所博士論文。
褚昀婷(2012)。 管理教練技能對情感性組織承諾之影響-以信任為中介變項。中央大學人力資源管理研究所碩士論文。
劉彩娥、蘇文凱、陳晴薇、李明輝(2013)。護理人員知覺主管支持程度與離職傾向關係之研究－幸福感之中介效果。經營管理論叢，9(1)，81-94。
劉敏熙、陳宥羽(2012)。承諾型人力資源管理實務對顧客滿意度之影響－以情感性承 諾、服務導向組織公民行為為中介效果。第15屆科技整合管理研討會，1-16。
蔡昆憲(2007)。以正向觀點探討資訊人員職場幸福感之研究：擴展–建立理論觀點。國立高雄大學經濟管理研究所碩士論文。
鄭伯壎、姜定宇(2000)。華人組織的主管忠誠：主位與客位概念對員工效能的效果。本土心理學研究期刊，14，65-114。
謝文亮(2014)。資源、能力與藥業員工幸福感的關聯： 知覺組織支持的調節作用。國立交通大學管理學院經營管理學程碩士論文。
蕭文瑞(2004)。組織文化與工作特性對組織公民行為之影響：台灣航空業員工為例，國立中山大學人力資源管理研究所碩士論文。
羅新興，周慧珍(2006)。組織成員知覺主管支持對其離職傾向之影響：工作負荷與成就動機之干擾作用。人力資源管理學報，6(4)，67-80。

二、英文參考文獻

Anastasi, A. (1988). Psychological testing. New York: Macmillan.
Anderson, S. E., Coffey, B. S., and Byerly, R. T.(2002). Formal Organizational Initiatives and Informal Workplace Practices: Link to Work-Family Conflict and Job-Related Outcomes.Journal of Management, 28(6)：787-810.
Andrews, F. M., & Withey, S. B. (1976). Social indicators of well-being: Americans’ perceptions of life quality. New York：Plenum.
Argyle, M. (1987). The Psychology of Happiness. New York: Routedge.
Argyle, M. (2001). The Psychology of Happiness. Hondon: Routledge.
Argyle, M., & Lu, L.(1990). The happiness of extraverts. Personality and Individual Difference, 11, 1011-1017.
Bakker, A. B., and Demerouti, E. (2008). Towards a model of work engagement. Career Development International,13(3)：209-223.
Barnard, C. I. (1938). The Functions of the Executive. Cambridge, MA：Harvard 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, 51:1173-1182.
Bateman, T. S. and Organ, D. W. (1983). Job Satisfaction and The Good Soldier: The Relationship Between Affect and Employee Citizenship. Academy of Management Journal, 26(4)：587-595.
Blau, P.M. (1964). Exchange and Power in Social Life.New York: Wiley.
Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt, & W. Borman (Eds.), Personnel selection in organizations：71-98. San Francisco,CA： Jossey-Bass.
Cacioppo, Gardner, & Berntson. (1999). The affect system has parallel and integrative processing components: Form follows function. Journal of Personality and Social Psychology, 76(5)：839-855.
Cammann, C., Fichman, M., Jenkins Jr., G. D., & Klesh, J. R. (1983). Assessing the attitudes and perceptions of organizational members. In S. E. Seashore, E. E. Lawler III, P. H. Mirvis, & C. Cammann (Eds.), Assessing organizational change: A guide to methods, measures, and practices：71-138. New York, Wiley .
Campbell, J. P., & Pritchard, R. D. (1976). Motivation theory in industrial and organizational psychology. In M. D. Dunnette(Eds.),Handbook of industrial andvorganizational psychology：63-130.Chicago: Rand-McNally.
Cardona, P., Lawrence, B. S., & Benter, P. M. (2004). The influence ofsocial exchange relationships on organizational citizenship behavior.Group & Organization Management, 29(2): 219-247.
Carmeli, A. & Freund A. (2004). International Journal of Organization Theory and Behavior. Boca Raton: Fall , 7(3)：289-309.
Carruthers, C., & Hood, C. (2004). The power of the positive: Leisure & well-being.Therapeutic Recreation Journal, 38(2)：225-245.
Carver, C. S.,Scheier, M. F.(1990).Origins and functions of positive and negative affect: and negative affect: A control-process view.Psychological Review, 97(1)：19-35.
Charles, S. T., Reynolds, C. A., & Gatz, M. (2001). Age-related differences and change in positive and negative affect over 23 years. Journal of Personality and Social Psychology, 80(1)：136-151.
Chattopadhyay, P. (1999). Beyond direct and symmetrical effects: The influence of demographic dissimilarity on organizational citizenship behavior. Academy of Management Journal, 42(3): 273-287.
Cummins, R. A. (2000). Objective and subjective quality of life: An interactive model. Social Indicators Research, 52：55-72.
Cummings, A and G. R. Oldham (1997).Enhancing Creativity: Managing Work Contexts for the High Potential Employee. California Management Review, 40(1)：22-38.
Costa P T., & McCrae R. R.(1986), Personality stability and its implications for clinical psychology.Clinical Psychology Review,6(5)：407-423.
Deci, E. L., Vallerand, R. J., Pelletier, L. G. & Ryan, R. M. (1991). Motivation and education: The self-determination perspective. Educational Psychologist, 26(3)：325-346.
DeConinck, J. B. (2010). The influence of ethical climate on marketing employees’ job attitudes and behaviors. Journal of Business Research, 63(4)：384-391.
Diener E., & Suh, D. M. (2000). Culture and subjective well-being. Cambridge: The MIP Press.
Diener, E. (1984). Subjective well-being. Psychological Bulletin, 95：542-575.
Diener, E., &; Suh, E. M. (2000). Culture and subjective well-being. Cambridge, Mass.: MIT Press.
Garmezy, N. (1991). Resilience in children's adaptation to negative life events and stressed environments. Pediatric Annals, 20(9)：459-463.
Diener, E., Sandvik, E., Seidlitz, L., & Diener, M. (1993). The relationship between income and subjective well-being: Relative or absolute? Social Indicators Research, 28(3)：195-223.
Durkheim, E. & Simpson, G. (1951). Suicide：a study in sociology. Translated by J. A. Spaulding and George Simpson. New York：The Free Press.
Eisenberger, R., R. Huntington, S. Hutchison and D. Sowa, 1986. Perceived Organizational Support. Joumal of Applied Psychology, 71 (3)：500-507.
Emmons, R. A. (1991). Personal striving, daily life events, and psychological and physical well-being . Journal of Personality, 59(3)：453-472.
Emmons, R. A., & Diener, E. (1985). Personality correlates of subjective well-being. Personality and Social Psychology Bulletin, 11(1)：89-97.
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.
Farh, J. L., Earley, P. C. and Lin, S. C. (1997) . Impetus For Action: A Cultural Analysis of Justice and Organizational Citizenship Behavior In Chinese Society. Administrative Science Quarterly, 42(3)：421-444.
Fisher, C.D. (2010). Happiness at work.International Journal of Management Reviews, 12(4)：384-412.
Fredrickson, B. L. (2001). The role of positive emotions in positive psychology. American Psychologist, 56(3)：218-226.
Gagnon, M.A. & Michael, J.H.(2004). Outcomes of perceived supervisor support for wood production employees. Forest Products Journal, 54(12) : 172-177.
Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy of Management Journal, 33(1)：64-86.
Harrison, D. A., Newman, D. A., & Roth, P. L. (2006). How important are job attitudes? Meta-analytic comparisons of integrative behavioral outcomes and time sequences. Academy of Management Journal, 49(2)：305-325.
Hayes, A. F.(2013). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. New York,NY: Guilford press.
Headey, B., & Wearing, A. (1991). Subjective well-being and coping with adversity. Social Indicators Research, 22(4)：327-349.
Heady, B., & Wearing, A. (1989). Personality, life events, and subjective well-being: Toward a dynamic equilibrium model. Journal of Personality and Social Psychology, 57(4)：731-739.
Holahan, C. K. (1988). Relation of life goals at age 70 to activity participation and health and psychological well-being among terman’s gifted men and women. Psychology and Aging, 3(3)： 286-291.
Homans, G. C. (1961). Social Behavior: Its Elementary Forms. New York: Harcourt Brace and World.
Horwitz, A. V.(1984).The economy and social pathology.American Review of Sociology,10：95-119.
Inglehart, R. (1990). Culture Shift in Advanced Industrial Society. Princeton N. J. : Princeton University Press.
Judge, T. A., & Llies, R. (2002). Relationship of personality to performance motivation: A meta-analytic review. Journal of Applied Psychology,87(4)：797-807.
Kanji, G. K., & Chopra, P. K. (2009). Psychosocial system for work well-being: Onmeasuring work stress by causal pathway. Total Quality Management and Business Excellence, 20(5)：563-580.
Kanter, R. M. (1968). Commitment and social organization：A study of commiement mechanisms in utopian communities. American Sociological Review, 33(4)：499-517.
Katz, D. and Kahn, R. (1978). The social psychology of organizations. New York: John Wiley.
Ketchand, A.A., and J.R.Strawser (2001). Multiple dimensions of organizational commitment: Implications for future accounting research. Behavioral Research in Accounting, 13(1)：1-26.
Ko J W, Price J L, Mueller C W. (1997). Assessment of myer and allen's three-component model of organizational commitment in south korea. Journal of Applied Psychology, 82(6):961-973.
Kobasa, S. C., & Puccetti, M. C. (1983). Personality and social resources in stress resistance. Journal of Personality and Social Psychology, 45(4)：839-850.
Kottke, J. L., & Sharafinski, C. E. (1988). Measuring perceived supervisory and organizational support. Educational and Psychological Measurement, 48(4)：1075-1079.
Li, N.,Liang, J.,Crant, J. M.(2010).The role of proactive personality in job satisfaction and organizational citizenship behavior: A relational perspective.Journal of Applied Psychology,95(2)：395-404.
Lu, L., and Argyle, M. (1991). Happiness and cooperation.Personality and Individual Difference ,12：1019-1030.
Lu, L., Siu, O. L., & Lu, C. Q. (2010). Does loyalty protect Chinese workers from stress? The role of affective organizational commitment in the Greater China region. Stress & Health , 26：161-168.
Maslow, A. (1970). Motivation and Personality. (2nd ed.) New York: Harper & Row.
Mathieu, J. E. and D. M. Zajac(1990).A Review and Meta-analysis of the Antecedents, Correlates, and Consequences of Organizational Commitment. Psychological Bulletin, 108(2)：171-194.
Meyer, J. P., & Allen, N. J. (1991). A Three-Component Conceptualization of Organizational Commitment. Human Resource Management Review, 1(1)：61-98.
Mikulincer, M., & Florian, V. (1998). The relationship between adult attachment styles and emotional and cognitive reactions to stressful events. In Simpson, J., & Rholes, S. (Eds.,) Attachment theory and close relationships： 143-165. New York: Guilford.
Morris, J. H., Sherman, J. D. (1981). Generalizability of an organizational commitment model. Academy of Management Journal, 24(3)：512-526.
Mowday, R. T., Porter, L. M., & Steers, R.M. (1982).Employee Organization Linkages: The Psychology of Commitment, Absenteeism, And Turnover. New York: Academic Press.
Mowday, R. T., Porter, L. W., & Steers, R. M. (1982).Employee-Organization linkages. New York: Academic Press.
Mowday, R. T., Steers, R. M., & Porter, L. W. (1982). Employee-organization linkage - The psychology of commitment absenteeism and turnover. New York: Academic Press：20-56.
Mowday, R.T., R.M. Steers, and L.W. Porter, (1979). The measure of organizational commitment. Journal of Vocational Behavior, 14(2)：224-247.
Munch, R.(1993). Sociological Theory: From the 1850s to the Present.Chicago: Nelson-Hall Publishers.
Myers, D. G.,Diener, E.(1995).Who is happy?.Psychological Science,6(1)：10-18
Ogilvie, J. R.(1986).The role of human resource management practices in predicting organizational commitment.Group & Organization Studies,11(4)：335-359.
Organ, D. W. (1988). Organizational Citizenship Behavior: The good soldier syndrome.Lexington, MA: Lexington Books.
Organ, D. W. (1990). The motivational basis of organizational citizenshipbehavior. Greenwich, CT: JAI Press.
Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. New York: Lexington Books.
Organ, D. W.,Podsakoff, P. M.,MacKenzie, S. B.(2006).Organizational citizenship behavior: Its nature, antecedents, and consequences:Sage.
Organ, D. W.,Ryan, K.(1995).A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior.Personnel Psychology,48：775-802.
Podsakoff, P. M., Ahearne, M., & MacKenzie, S. B.(1997). Organizational citizenship behavior and the quantity and quality of work group performance. Journal of Applied Psychology, 82(2): 262-270.
Podsakoff, P. M., Mackenzie, S. B., Lee, J. Y. & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5)：879-903.
Podsakoff, P. M., Mackenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000). Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26 (3): 513-563.
Porter, L. W., Steer, R. M. and P. V. Boulian(1974). Organizational Commitment Job Satisfaction, and Turnover Among Psychiatric Technician.Journal of Applied Psychology, 59(5)：603-609.
Rego, A.n.,Ribeiro, N.,Cunha, M.P.(2010).Perceptions of Organizational Virtuousness and Happiness as Predictors of Organizational Citizenship Behaviors.Journal of Business Ethics,93：215-235.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4)：698-714.
Rim, Y. (1993). Values, happiness and family structure variables. Personality and Individual Difference, 15(5)：595-598.
Rupp, D. E.,Cropanzano, R.(2002).The mediating effects of social exchange relationships in predicting workplace outcomes from multifoci organizational justice.Organizational Behavior and Human Decisision Processes,89(1)：925-946.
Seligman, M. E. P., & Csikszentmihalyi, M. (2000). Positive psychology: An introduction. American Psychologist, 55(1)：5-14.
Settoon, R. P., Bennett, N. & Linda, R. C. (1996). Social exchange inorganizations: Perceived organizational support,leader-member exchange, and employee reciprocity. Journal of Applied Psychology, 81(3)：219-227
Smith, C. A., Organ, D. W., & Near, J. P. (1983). Organization citizenship behavior: Its nature and antecedents. Journal of Applied Psychology, 68(4)：653-663.
Spector, P. E., and Fox, S. (2002). An emotion-centered model of voluntary work behavior: Some parallels between counterproductive work behavior and organizational citizenship behavior. Human Resource Management Review, 12(2)：269.
Steers, R. M. (1977). Antecedents And Outcomes of Organizational Commitment.Administrative Science Quarterly, 3(1)：46-56.
Steers, R. M., & Porter, L. M. (1977), Motivation and Work Behavior. McGraw-Hill：304.
Stone, M. J., & Kozma, A. (1985), Structual relationalships among happiness scales: a second order factorial study. Social Indicators Research, 17(1)：19-28.
Susskind, A. M.,Kacmar, K. M.,Borchgrevink, C. P. (2003).Customer service providers' attitudes relating to customer service and customer satisfaction in the customer-server exchange.Journal of Applied Psychology,88：179-187.
Schulte, P., & Vainio, H. (2010). Well-being at work-overview and perspective,.Scand J Work Environ Health, 36(5)：422-429.
Thoits, P. A. (1982). Conceptual, methodological and theoretical problem in studying social support as a buffer against life stress. Journal of Health and Social Behavior, 23(2)：145-159.
Veenhoven, R. (1993). Happiness in nations. Rotterdam, Holland: Risbo.
Warr, P. (1987). Work, Unemployment, and Metal Health. Claredon Press: Oxford.
Wayne, S. J., R. C. Liden, I. K. Graf and G. R. Ferris (1997).The Role of Upward Influnece Tactics in Human Resource Decisions.Personnel Psychology, 50(4)：979-1006.
Wayne, W. G., Shore, L. M., & R. C. Liden. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40(1)：82-111.
Whitener, E. M. (2001). Do high commitment human resource practices affect employee commitment? A cross-level analysis using hierarchical linear modeling. Journal of management, 27(5)：515-535.
Wiener, Y. (1982). Commitment in organizations: A normative view. Academy of Management Review, 7：418-428.
Williams, L.J., & Anderson, S.E. (1991). Job satisfaction and Organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of Management , 17 (3)：601-617.
Wood, W., Rhodes, N., & Whelan, M. (1989). Sex differences in positive well-belling:A consideration of emotional style and marital status. Psychological Bullentin,106(2)：249-264.
Wright, T. A., & Cropanzano, R. (2000). Psychological well-being and job satisfaction as predictors of job performance. Journal of Occupational Health Psychology, 5(1)：84–94.
Zheng, X. Zhu, W. Zhao, H. & Zhang, C. (2015). Employee well-being in organizations: Theoretical model, scale development, and cross-cultural validation. Journal of Organizational Behavior, 36 (5)：645-647.