跳到主要內容

臺灣博碩士論文加值系統

(18.204.48.64) 您好!臺灣時間:2021/08/03 12:03
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果 :::

詳目顯示

: 
twitterline
研究生:黃培文
研究生(外文):Pei-wen Huang
論文名稱:工作適性的組織、群體及職務層次對工作滿意、工作績效與工作轉換意圖的同時效果—以台灣旅館業餐飲部員工為例
論文名稱(外文):The Simultaneous Effects of Fit With Organizations, Groups, and Jobs on Job Satisfaction, Job Performance, and Job Change Intention: A Case Involving food and beverage employees in the hotel industry in Taiwan
指導教授:黃英忠黃英忠引用關係
指導教授(外文):Ing-Chuang Huang
學位類別:博士
校院名稱:國立中山大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2004
畢業學年度:92
語文別:中文
論文頁數:111
中文關鍵詞:工作適性工作滿意工作績效工作轉換意圖
外文關鍵詞:job performancejob change intentionjob congruencejob satisfaction
相關次數:
  • 被引用被引用:399
  • 點閱點閱:2557
  • 評分評分:
  • 下載下載:761
  • 收藏至我的研究室書目清單書目收藏:21
中文摘要
許多研究指出,個人與組織及個人與職務的配適度,對於個人的
工作態度有不同層次的影響力。另外,個人與群體的配適度亦被認為是工作績效與工作滿意的決定因素。工作的變異性可以由個人與組織、個人與群體或個人與職務任何一個層次單獨所解釋,但是,確認這三個層次間的關係,將更有助於我們了解為何不同層次的配適程度
對於工作滿意、工作績效與工作轉換意圖有不同的影響力,亦有助於發展工作適性策略,以提高生產力以及降低離職率。本研究的目的為探討個人與組織、個人與群體及個人與職務配適度之間的關係,及其對於工作滿意、工作績效與工作轉換意圖的影響。
研究對象為台灣旅館業的餐飲部員工,本研究要求21家同意合作研究的旅館,各挑選出旅館內某個餐廳,再針對該餐廳的員工以普查方式進行問卷施測,有效樣本數共計340名員工。統計方法上,以斯皮爾曼等級相關分析個人與環境各層次的配適度,以多元迴歸分析檢測各層次配適度對於工作態度的影響力。研究結果發現,個人與組織、群體及職務的配適程度越高,則工作滿意越高,工作績效越高,工作轉換意圖越低。其次,個人也會權衡不同層次的配適度,以決定工作態度。亦即,工作適性的組織、群體及職務層次,對於員工的工作態度具有獨立效果與交互作用效果。
SAbstract
tudies have shown that person-organization (PO) fit and person-job (PJ) fit will affect an individual’s work attitude. In addition, person-group (PG) fit has commonly been reported as a determinant to job performance and satisfaction. PO, PG or PJ fit can explain work variability separately, however, identification of their relationship will add to our understanding of why job performance, job satisfaction or job change intention differs in different levels of fit. This work will assist in the development of job congruence strategies to improve productivity and reduce turnover rates. This study examined if a directional relation exists among PO, PG and PJ fit and their impacts on job satisfaction, job performance and job change intention.
The participants in this study are food & beverage employees in the hotel industry in Taiwan. This study asked 21 cooperating hotels to choose one restaurant. Questionnaires were sent to all employees in the restaurant. The valid returned questionnaire sample was 340. The Spearman Correlation was used to analyze the fitness between the person and each level of environment. Multiple Regression was used to analyze the impact of each level of fit on job attitude. The findings showed that the higher the PO, PG and PJ fit, the higher the job satisfaction and performance and the lower the job change intention. Moreover, employees tradeoff different levels of fit in determining their job attitude. That is to say, PO, PG and PJ fit have independent and interactive impacts on job satisfaction, job performance and job change intention.
目 錄
頁次
第一章 緒論----------------------------------------------------------------------------------1
第一節 研究背景與動機----------------------------------------------------------------1
第二節 研究目的-------------------------------------------------------------------------5
第二章 文獻探討----------------------------------------------------------------------------7
第一節 工作適性的定義----------------------------------------------------------------7
第二節 工作適性的測量---------------------------------------------------------------14
第三節 工作滿意------------------------------------------------------------------------16
第四節 工作績效------------------------------------------------------------------------19
第五節 工作轉換意圖------------------------------------------------------------------22
第六節 相關實證研究------------------------------------------------------------------25
第三章 研究方法---------------------------------------------------------------------------30
第一節 分析架構------------------------------------------------------------------------30
第二節 研究假設------------------------------------------------------------------------31
第三節 抽樣與資料收集---------------------------------------------------------------35
第四節 變數與測量工具---------------------------------------------------------------36
第五節 統計分析方法------------------------------------------------------------------41
第六節 研究限制------------------------------------------------------------------------42
第四章 結果分析與討論------------------------------------------------------------------44
第一節 個人背景資料分析------------------------------------------------------------44
第二節 測量工具信度分析------------------------------------------------------------48
第三節 組織、群體與職務層次的配適度分析------------------------------------49
第四節 組織、群體與職務配適度的預測力分析---------------------------------51
第五節 假設驗證結果------------------------------------------------------------------69
第五章 結論與建議------------------------------------------------------------------------76
第一節 結論------------------------------------------------------------------------------76
第二節 建議------------------------------------------------------------------------------79
參考文獻---------------------------------------------------------------------------------------82
附錄一、研究計劃合作邀請函------------------------------------------------------------90
附錄二、問卷調查委託函------------------------------------------------------------------91
附錄三、經理級幹部問卷------------------------------------------------------------------92
附錄四、員工問卷---------------------------------------------------------------------------94
附錄五、問卷調查統計表-----------------------------------------------------------------100
附錄六、所有樣本(餐飲部員工)配適度分數統計表-----------------------------102
圖 目 錄
頁次
圖2-1 個人與組織配適的模式------------------------------------------------------------10
圖3-1 分析架構圖---------------------------------------------------------------------------30
圖4-1 組織配適與群體配適對工作滿意的交互作用---------------------------------55
圖4-2 組織配適、群體配適與職務配適對工作滿意的三階交互作用------------56
圖4-3 組織配適與職務配適對任務績效的交互作用---------------------------------57
圖4-4 組織配適與群體配適對任務績效的交互作用---------------------------------58
圖4-5 組織配適與群體配適對脈絡績效的交互作用---------------------------------59
圖4-6 組織配適與職務配適對任務績效的交互作用---------------------------------60
圖4-7 組織配適、群體配適與職務配適對脈絡績效的三階交互作用------------60
圖4-8 工作適性的獨立效果與交互作用效果的驗證---------------------------------73
圖4-9 技術層次分群的獨立效果的驗證-------------------------------------------------74
圖4-10 工作轉換頻率分群的交互作用效果的驗證------------------------------------74





















表 目 錄
頁次
表2-1 文獻回顧表---------------------------------------------------------------------------26
表4-1 經理級幹部個人背景資料分析表------------------------------------------------44
表4-2 餐飲部員工個人背景資料分析表------------------------------------------------45
表4-3 各量表信度分析---------------------------------------------------------------------48
表4-4 個人—職務配適度等級相關範例表---------------------------------------------49
表4-5 變數相關分析表---------------------------------------------------------------------53
表4-6 工作適性對工作滿意之多元層級迴歸分析表---------------------------------54
表4-7 工作適性對任務績效之多元層級迴歸分析表---------------------------------57
表4-8 工作適性對脈絡績效之多元層級迴歸分析表---------------------------------59
表4-9 工作適性對組織轉換意圖之多元層級迴歸分析表---------------------------61
表4-10 工作適性對群體轉換意圖之多元層級迴歸分析表---------------------------62
表4-11 工作適性對職務轉換意圖之多元層級迴歸分析表---------------------------63
表4-12 工作適性對工作滿意及任務績效之技術層次分群迴歸分析表------------64
表4-13 工作適性對脈絡績效及組織轉換意圖之技術層次分群迴歸分析表-------65
表4-14 工作適性對群體轉換意圖及職務轉換意圖之技術層次分群迴歸分析表-65
表4-15 工作適性對工作滿意及任務績效之工作轉換頻率分群迴歸分析表-------66
表4-16 工作適性對脈絡績效及組織轉換意圖之工作轉換頻率分群迴歸分析表-67
表4-17 研究假設驗證摘要表---------------------------------------------------------------71
參考文獻
一、中文部分
丁虹(1987),企業文化與組織承諾之關係研究,國立政治大學企業管理研究所博士論文。
李元墩、鐘志明(2001),企業文化、員工工作價值觀及組織承諾之關聯性研究—以台灣地區主要集團企業為例,長榮學報,4:2,頁1-18。
余德成(1996),品質管理人性面系統因素對工作績效之影響,國立中山大學企業管理研究所博士論文。
吳鐵雄、李坤崇、劉佑星、歐慧敏(1995a),工作價值觀量表之編製初步報告,測驗年刊,42,頁227-243。
吳鐵雄、李坤崇、劉佑星、歐慧敏(1995b),工作價值觀量表之編製研究,行政院青年輔導委員會。
林尚平、張曉毓(2002),情緒勞務構面與專業倦怠、自評績效及人力資源管理方案期望之關聯性研究:以某一遊樂事業組織為例,科技學刊,11:3,頁205-218。
林祖嘉、林建志(2002),大專畢業生第一份工作的工作轉換與在職搜尋:民國八十五年調查結果分析,國立政治大學學報,84,頁267-298。
洪瑞斌、劉兆明(2003),工作價值觀研究之回顧與前瞻,應用心理研究,19,頁211-250。
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,頁13-56。
許士軍(1994),管理學,台北:東華書局。
郭建志(1999),文化契合與效能:台灣集團企業之個案研究,國立台灣大學心理學研究所博士論文。
郭建志、鄭伯壎、王建忠(2001),文化價值契合、工作性格與員工效能:遞增效度的分析,中華心理學刊,43:2,頁175-187。
黃英忠(1993),現代管理學,台北:華泰書局。
黃英忠(2003),人力資源管理,台北:三民書局。
黃英忠、黃培文、洪先進(2000),高職餐飲教育課程設計與實務配合之研究,商管科技季刊,1:2,頁249-262。
黃英忠、趙必孝、宋清華(1994),產業結構轉變下製造業員工產業間離職因素之研究,中山管理評論,2:2,頁97-116。
黃英忠、曹國雄、黃同圳、張火燦、王秉鈞(1998),人力資源管理,台北:華泰書局。
葉椒椒(1995),工作心理學,台北:五南圖書出版有限公司。
鄭伯壎(1993),組織價值觀與組織承諾、組織公民行為、工作績效的關係:不同加權模式與差距模式之比較,中華心理學刊,35,頁43-58。
鄭伯壎(1995),組織價值的上下契合度與組織成員個人的效能,中華心理學刊,37,頁25-44。
蔡坤宏(1999),工作滿足與離職意圖關係之回顧:Meta分析,輔仁管理評論,6:1,頁21-36。

二、英文部分
Adkins, C. L., Ravlin, E. C., & Meglino, B. M. (1996). Value of congruence between co-workers and its relationship to work outcomes. Group & Organization Management, 21, 439-460.
Arnold, H. J., & Feldman, D. C. (1982). A multivariate analysis of the determinants of job turnover. Journal of Applied Psychology, 7, 350-360.
Austin, J. T., & Villanova, P. (1992). The criterion problem: 1917-1992. Journal of Applied Psychology, 77, 836-874.
Bartol, K. M., & Martin, D. C. (1988). Influences on managerial pay allocations: A dependency perspective. Personnel Psychology, 41, 361-378.
Blau, G. J. (1987). Using a person-environment fit model to predict job involvement and organizational commitment. Journal of Vocational Behavior, 30, 240-257.
Blumberg, M., & Pringle, C. D. (1982). The missing opportunity in organizational research: Some implications for a theory of work performance. Academy of Management Review, 7, 560-569.
Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt & W. C. Borman (Eds.), Personnel selection in organizations (pp. 71-98), San Francisco: Jossey-Bass.
Borman, W. C., & Motowidlo, S. J. (1997). Task performance and contextual performance: The meaning for personnel selection research. Human Performance, 10(2), 99-109.
Bowen, D. E., Ledford, G. E. Jr., & Nathan, B. R. (1991). Hiring for the organization not the job. Academy of Management Executive, 5, 35-51.
Bretz, R. D., & 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.
Bretz, R. D. Jr., Ash, R. A., & Dreher, G. F. (1989). Do people make the place? An examination of the attraction-selection-attrition hypothesis. Personnel Psychology, 42, 561-581.
Burke, R. J., & Deszca, E. (1982). Preferred organizational climates of Type A individuals. Journal of Vocational Behavior, 21, 50-59.
Cable, D. M., & Judge, T. A. (1994). Pay preferences and job search decisions: A person-organization fit perspective. Personnel Psychology, 47, 317–348.
Cable, D. M., & Judge, T. A. (1996). Person-organization fit, job choice decisions, and organizational entry. Organizational Behavior and Human Decision Process, 67(3), 294-311.
Caldwell, D. F., & O’Reilly, C. A., III (1990). Measuring person-job fit using a profile comparison process. Journal of Applied Psychology, 75, 648-657.
Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organizational psychology. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology (Vol 2, pp. 687-732.), Palo Alto, CA: Consulting Psychologists Press.
Chatman, J. A. (1989). Improving international organizational research: A model of person-organization fit. Academy of Management Review, 14, 333-349.
Chatman, J. A. (1991). Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly, 36, 459-484.
Cooksey, R. W. (1996). Judgement analysis: Theory, method, and applications. San Diego, CA: Academic Press.
Davis, K. (1980). Human Relations at work (3rd ed.). New York: McGraw-Hill.
Dessler, G. (1994). Human resource management. Englewood, NJ: Prentice-Hall.
Driskell, J. E., Hogan, R., & Salas, E. (1987). Personality and group performance. In C. Hendrick (Ed.), Review of personality and social psychology (pp. 91-112), Beverly Hills, CA: Sage.
Edwards, J. R. (1991). Person-job fit: A conceptual integration, literature review and methodological critique. International review of industrial/organizational psychology (pp. 283-357), New York: Wiley.
Goodman, S. A., & Svyantek, D. J. (1999). Person–organization fit and contextual performance: Do shared values matter? Journal of Vocational Behavior, 55, 254–275.
Guion, R. M. (1998). Assessment, measurement, and prediction for personnel selection. Mahwah, NJ: Lawrence Erlbaum.
Guzzo, R., & Salas, E. (1995). Team effectiveness and decision making in organizations. San Francisco: Jossey-Bass.
Hackman, J. R., & Morris, C. G. (1975). Group tasks, group interaction process, and group performance effectiveness: A review and proposed integration. In L. Berkowitz (Ed.), Advances in experimental social psychology (pp. 45-99), New York: Academic Press.
Harris, S. G., & Mossholder, K. W. (1996). The affective implications of perceived congruence with culture dimensions during organizational transformation. Journal of Management, 22, 527–547.
Haythorn, W. W. (1968). The composition of groups: A review of the literature. Acta Psychologica, 28, 97-128.
Hoerr, J. (1989). The payoff from teamwork, Business Week, July, 56-62.
Hogan, R. T. (1991). Personality and personality measurement. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology (Vol. 2, pp. 873-919), Palo Alto, CA: Consulting Psychologists Press.
Holland, J. L. (1997). Making vocational choices: A theory of vocational personalities and work environments (3rd ed.). Lutz, FL: Psychological Assessment Resources.
Hollenbeck, J. R. (1989). Control theory and the perception of work environments: The effects of focus of attention on affective and behavioral reactions to work. Organizational Behavior and Human Decision Process, 43, 406–430.
Hoppock, R. (1935). Job satisfaction. New York: Harper & Brothers Publishers.
Ivancevich, J. M., & Matteson, M. T. (1984). A Type A-B person-work environment interaction model for examining occupational stress and consequences. Human Relations, 37, 491-513.
Jackson, S. E. (1992). Team composition in organizational settings: Issues in managing an increasingly diverse work force. In S. Worchel, W. Wood, & J. Simpson (Eds.), Group process and productivity (pp. 138-173). Newbury Park, CA: Sage.
Jackson, S. E., Schuler, R. S., & Rivero, J. C. (1989). Organizational characteristics as predictors of personnel practices. Personnel Psychology, 42, 727-786.
Judge, T. A., & Ferris, G. R. (1992). The elusive criterion of fit in human resource staffing decisions. Human Resource Planning, 15(4), 47-67.
Katz, D., & Kahn, R. (1978). The social psychology of organizations (2nd ed.). New York: Wiley.
Klein, K. J., Dansereau, F., & Hall, R. (1994). Levels issues in theory development, data collection and analysis. Academy of Management Review, 19, 195-229.
Klimoski, R. J., & Jones, R. G. (1995). Staffing for effective group decision making: Key issues in matching people and teams? In R. Guzzo & E. Salas (Eds.), Team effectiveness and decision making in organizations (pp. 291-332), San Francisco: Jossey-Bass.
Kohlberg, L. (1984). The psychology of moral development. San Francisco: Harper & Row Publishers.
Kristof, A. L. (1996). Person–organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49, 1–49.
Kristof-Brown, A. L. (2000). Perceived applicant fit: Distinguishing between recruiters’ perceptions of person–job and person–organization fit. Personnel Psychology, 53, 643–671.
Kristof-Brown, A. L., & Stevens, C. K. (2001). Goal congruence in project teams: Does the fit between members’ personal mastery and performance goals matter? Journal of Applied Psychology, 86, 1083-1095.
Kristof-Brown, A. L., Jansen, K. J., & Colbert, A. E. (2002). A policy-capturing study of the simultaneous effects of fit with jobs, groups, and organizations. Journal of Applied Psychology, 87, 985-993.
Lauver, K. J., & Kristof-Brown, A. (2002). Distinguishing between employees’ perceptions of person–job and person–organization fit. Journal of Vocational Behavior, 59, 454-470.
Lewin, K. (1951). Field theory in social science: Selected theoretical papers. Westport, CT: Greenwood Press.
Louis, M. R. (1990). Acculturation in the workplace: Newcomers as lay ethnographers. In B. Schneider (Ed.), Organizational culture and climate (pp. 85-129). San Francisco: Jossey-Bass.
Meglino, B. M., Ravlin, E. C., & Adkins, C. L. (1989). A work values approach to corporate culture: A field test of the value congruence process and its relationship to individual outcomes. Journal of Applied Psychology, 74, 424-432.
Michaels, C. E., & Spector, P. E. (1982). Causes of employee turnover: A test of the Mobley, Griffeth, Hand and Meglino Model. Journal of Applied Psychology, 67, 53-59.
Miller, V. D., & Jablin, F. M. (1991). Information seeking during organizational entry: Influences, tactics, and a model of the process. Academy of Management Review, 16, 92-120.
Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62, 237-240.
Mobley, W. H., Griffeth, R. H., Hand, H. H., & Meglino, B. M. (1979). Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 86, 493-522.
Motowidlo, S. J., & Van Scotter, J. R. (1994). Evidence that task performance should be distinguished from contextual performance. Journal of Applied Psychology, 79, 475-480.
Nisbett, R. E., & Ross, L. (1980). Human inference: Strategies and shortcomings of social judgment. Englewood Cliffs, NJ: Prentice-Hall.
O’Reilly, C. A. III (1977). Personality–job fit: Implications for individual attitudes and performance. Organizational Behavior and Human Performance, 18, 36-46.
O’Reilly, C. A. III, Chatman, J. A., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34, 487 -516.
Patsfall, M. R., & Feimer, N. R. (1985). The role of person-environment fit in job performance and satisfaction. In H. J. Bernardin & D. A. Bownas (Eds.), Personality assessment in organizations (pp. 53-81), New York: Praeger.
Porter, L. W., & Lawler, E. E. (1968). Managerial attitudes and performance. Homnwood, IL: Richard D. Irwin.
Posner, B. Z., Kouzes, J. M., & Schmidt, W. H. (1985). Shared values make a difference: An empirical test of corporate culture. Human Resource Management, 24, 293–309.
Ravlin, E. C., & Meglino, B. M. (1987). Effect of values on perception and decision making: A study of alternative work values measures. Journal of Applied Psychology, 72, 666-673.
Robbins, S. P. (2003). Essentials of organizational behavior (7th ed.). New Jersey: Prentice-Hall.
Roberts, K. H., Hulin, C. L., & Rousseau, D. M. (1978). Developing an interdisciplinary science of organizations. San Francisco, CA: Jossey-Bass.
Rounds, J. B., & Tracey, T. J. (1990). From trait-and-factor to person– environment fit counseling: Theory and process. In W. B. Walsh & S. H. Osipow (Eds.), Career counseling: Contemporary topics in vocational psychology (pp. 1–44). Hillsdale, NJ: Erlbaum.
Salancik, G. R., & Pfeffer, J. (1977). An examination of need-satisfaction models of job attitudes. Administrative Science Quarterly, 22, 427-456.
Saks, A. M., & Ashforth, B. (1997). A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes. Personnel Psychology, 50,395–426.
Schein, E. (1992). Organizational culture and leadership. San Francisco: Jossey-Bass.
Schneider, B. (1987). The people make the place. Personnel Psychology, 40, 437–453.
Schneider, B., Goldstein, H. W., & Smith, D. B. (1995). The ASA framework: An update. Personnel Psychology, 48, 747-773.
Seashore, S. E., & Taber, T. D. (1975). Job satisfaction indicators and their correlates. American Behavioral Scientist, 18, 333-368.
Shaw, M. E. (1981). Group dynamics: The psychology of small group behavior (3rd Ed.). New York: McGraw-Hill.
Sims, R. L., & Kroeck, K. G. (1994). The influence of ethical fit on employee satisfaction, commitment, and turnover. Journal of Business Ethics, 13: 939-947.
Smith, P. C., Kendall, L. M., & Hulin, C. I (1969). The measurement of satisfaction in work and retirement. Chicago: Rand McNally.
Spokane, A. R., Meir, E. I., & Catalano, M. (2000). Person–environment congruence and Holland’s theory: A review and reconsideration. Journal of Vocational Behavior, 57, 137–187.
Tanke, M. L. (2001). Human resources management for the hospitality industry (2nd ed.). Delmar: Thomson Learning.
Tinsley, H. E. A. (2000). The congruence myth: An analysis of the efficacy of the person–environment fit model. Journal of Vocational Behavior, 56, 147-179.
Trice, H. M., & Beyer, J. M. (1993). The cultures of work organizations. Englewood Cliffs, NJ: Prentice-Hall.
Turban, D. B., & Keon, T. L. (1993). Organization attractiveness: An interactionist perspective. Journal of Applied Psychology, 78, 184-193.
Van Vianen, A. E. M. (2000). Person-organization fit: The match between newcomers'' and recruiters'' preferences for organizational cultures. Personnel Psychology, 53, 113-149.
Weldon, E., & Weingart, L. R. (1993). Group goals and group performance. British Journal of Social Psychology, 32, 307-334.
Weiss, D. J., Dawis, R. V., England, B. W., & Lofquist, L. H. (1967). Manual for the Minnesota Satisfaction Questionnaire. Minneapolis Industrial Center, University of Minnesota.
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
1. 15.吳安妮(民86)。平衡計分卡轉換策略為行動(中)。會計研究月刊,第135期,頁110-115。
2. 14.吳安妮(民86)。平衡計分卡轉換策略為行動(上)。會計研究月刊,第134期,頁133-139。
3. 12.吳安妮(民89)。績效評估之新方向。主計月報,第530 期,頁43-52。
4. 4.于泳泓(民91b)。從台灣企業成功導入平衡計分卡實例談平衡計分卡導入與企業變革管理。會計研究月刊,第200期,頁126-136。
5. 16.吳安妮(民86)。平衡計分卡轉換策略為行動(下)。會計研究月刊,第136期,頁108-117。
6. 17.吳安妮 ( 民89 )。績效評估新方向。主計月報,第530期,頁43-52。
7. 李元墩、鐘志明(2001),企業文化、員工工作價值觀及組織承諾之關聯性研究—以台灣地區主要集團企業為例,長榮學報,4:2,頁1-18。
8. 吳鐵雄、李坤崇、劉佑星、歐慧敏(1995a),工作價值觀量表之編製初步報告,測驗年刊,42,頁227-243。
9. 林尚平、張曉毓(2002),情緒勞務構面與專業倦怠、自評績效及人力資源管理方案期望之關聯性研究:以某一遊樂事業組織為例,科技學刊,11:3,頁205-218。
10. 林祖嘉、林建志(2002),大專畢業生第一份工作的工作轉換與在職搜尋:民國八十五年調查結果分析,國立政治大學學報,84,頁267-298。
11. 洪瑞斌、劉兆明(2003),工作價值觀研究之回顧與前瞻,應用心理研究,19,頁211-250。
12. 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,頁13-56。
13. 郭建志、鄭伯壎、王建忠(2001),文化價值契合、工作性格與員工效能:遞增效度的分析,中華心理學刊,43:2,頁175-187。
14. 黃英忠、黃培文、洪先進(2000),高職餐飲教育課程設計與實務配合之研究,商管科技季刊,1:2,頁249-262。
15. 黃英忠、趙必孝、宋清華(1994),產業結構轉變下製造業員工產業間離職因素之研究,中山管理評論,2:2,頁97-116。
 
1. 國民中小學行政人員人格特質、資訊素養對工作績效影響之研究—以高屏地區為例
2. 體育行政人員工作滿意、工作壓力、組織承諾與工作績效之研究
3. 支援物流中心人員與作業管理之員工工作績效推估與趨勢解析模式
4. 股票選擇權及分紅入股制對員工工作滿意、組織承諾與工作績效影響之比較研究—以台灣高科技公司為例
5. 台灣地區研發人員生涯需求、生涯發展方案、工作滿意與離職意願之研究
6. 成人教育志工工作價值、工作投入、工作滿足與組織承諾關係之研究
7. 視覺障礙者工作表現、工作角色行為及工作滿意度之研究
8. 員工性別與職業性別型態的一致性,對個人-組織契合度與個人-工作契合度影響之研究
9. 比較台灣公民營機構員工工作滿意與離職傾向:低層次需求假設的檢定
10. 台東縣國小教師養成背景對學生學業成績、工作滿意度之影響――檢證人力資本論、文化資本論與審核理論之適用性
11. 組織內部社會網絡的形成與影響:社會資本觀點
12. 大學行政人員知覺組織支持、組織創新、工作活力與工作績效關係之研究-以獲教學卓越計畫大學為例
13. 國小教師自我效能、工作特性、工作滿足、工作倦怠與組織公民行為之關係
14. 國際觀光旅館餐飲部門高階主管職涯發展及其影響因素之研究
15. 員工特徵對工作滿意,組織承諾,組織公民行為,工作績效的影響-以派遣人員為例