ㄧ、中文部份：
1. 朱建平 (2003)，組織成員的政治知覺對離職傾向之影響：工作滿足的中介效果，國立中山大學人力資源管理研究所碩士論文。2. 江育君 (2008)，高績效工作系統與組織績效之關係探討 - 智慧資本之中介效果，國立中央大學人力資源管理研究所碩士論文。3. 呂奇樺 (2007)，組織公平、企業聲望認知與組織承諾之關係探討，國立中央大學人力資源管理研究所碩士論文。4. 吳至英 (2007)，組織公平、心理契約與派外調適對組織承諾之影響研究，東吳大學國際貿易學系碩士班國際企業組碩士論文。
5. 金珮縈 (2006)，真實工作預覽對新進員工離職傾向之影響 - 以工作期望相符程度為中介變數，國立中山大學人力資源管理研究所碩士論文。
6. 柯龍光 (2004)，組織定位與工作滿意度離職傾向之關聯性研究，中原大學企業管理研究所碩士論文。7. 翁麒翔 (2007)，心理契約與外向性對派外調適與離職意向之影響研究，東吳大學國際貿易學系碩士班國際企業組碩士論文。8. 郭倍宏 (2009)，工作 - 家庭衝突、工作壓力、知覺主管支持與離職傾向關係研究：以輔導會所屬員工為例，國立中正大學企業管理研究所碩士論文。9. 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。10. 張舒涵 (2004)，大學院校約聘人員人格特質、工作滿意度及離職傾向之研究，國立中山大學人力資源管理研究所碩士論文。二、英文部份：
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