一、中文部分
王成、劉志廣 (2006)。決策關鍵點。台北：聯經出版事業股份有限公司。
田靜婷 (2003)。影響高科技產業研發團隊學習績效相關因素之研究(博士論文，彰化師範大學，彰化市)。朱有鈺（2002）。台北縣國民中學教師團隊學習SWOT分析研究。國立台灣師範大學社會教育研究所碩士論文，未出版，台北。宋鎮照 (1997)。社會學。台北：五南。
吳齊殷(譯) (1999)。量表發展：理論與應用。台北：弘智文化。(DeVellis, R. F. ,1991)
李青芬、李雅婷、趙慕芬(譯) (2006)。組織行為學。台北：華泰。(Stephen P. Robbins, 2005)
李茂興(譯) (2001)。組織行為。台北：揚智文化。(Stephen. P. Robbins, 1999)
李誠 (2006)。產業環境變遷與人力資源管理。載於李誠(主編)。人力資源管理的12堂課(第三版，頁1-20)。台北：天下遠見。
李漢雄 (2000)。人力資源策略管理。台北：揚智文化。
房美玉 (2000)。企業人力資源管理策略和政府相關策略規劃之契合度分析。取自行政院經濟建設委員會網址http://www.cepd.gov.tw/m1.aspx?sNo=0008926。
張火燦 (1998)。策略性人力資源管理。台北：揚智文化。
張育銘 (2011)。承諾型人力資源管理實務與工作生活平衡之關係－組織氣候的中介效果(未出版碩士論文)。東吳大學，台北市。張善智(譯)(2003)。人力資源管理。台北：學富文化公司。(John M. Ivancevich, 2003)
張耀宗 (2006)。從團體動力特質探討專題基礎團隊學習。萬能商學報，12，00-01。
黃英忠 (1997)。人力資源管理。台北，華泰書局。
黃英忠 (2007)。人力資源管理概論。高雄市，麗文文化事業。
黃英忠、曾國雄、黃同圳、張火燦、王秉鈞(2002）。人力資源管理(第二版）。台北：華泰書局。
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)，511-536。黃家齊 (2002) 。人力資源管理系統與組織績效-智慧資本觀點。管理學報，19(3)，415-450。溫福星 (2006)。階層線性模式：理論、方法與應用。台北：雙葉書廊有限公司。
溫福星、邱皓政 (2009）。組織研究中的多層次調節式中介效果：以組織創新氣氛、組織承諾與工作滿意的實證研究為例。管理學報，26(2)，189-211。溫福星、邱皓政 (2011)。多層次模型方法論：階層線性模式的關鍵問題與試解。台北：鼎茂。
褚麗絹、許秀琴與陳淑慧 (2005)。司法矯正人員角色衝突、工作態度、工作壓力與離職傾向關係之研究。經營管理論叢，1(1)，00-01。
劉念琪、王志袁、劉雯中 (2010)。工作與家庭措施之使用度、知覺組織支持與員工工作態度關聯性之探討。組織與管理，3 (1)，41-66。劉鎮寧 (2003)。國民中小學學習型學校指標建構之研究(未出版博士論文)。國立中正大學，嘉義縣。陳世哲、許淑君 (1999)。競爭策略、人力資源管理系統與組織績效之研究。亞太管理評論，4(4)，413-429。蕭佳純、董旭英 (2007)。教師參與團隊學習行為之跨層次分析：層級線性模式之應用。師大學報，52(3)，65-89。
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謝孟蓉 (2012)。高績效人力資源實務、員工幸福感及員工態度與行為之關係(未出版碩士論文)。國立中山大學，高雄市。薑占魁 (1996)。組織行為與行政管理。台北：協銘書局。
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二、英文部分
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