一、中文部份
1. 吳統雄 (1985),「態度與行為之研究的信度與效度:理論、應用、反省」,民意學術專刊,夏季號,頁29-53。
2. 黃國隆 (1986),「中學教師的組織承諾與專業承諾」,國立政治大學學報,第53卷,頁55-83。3. 李慕華 (1992),「組織忠誠的內涵意義、影響因素與行為結果之探討—以台灣中小企業為例」,私立輔仁大學應用心理研究所碩士論文。4. 賴明政 (1994),「企業倫理行為、組織承諾、工作滿足與組織公民行為關係之研究」,企業管理學報,第60期,頁31-60。5. 林淑姬、樊景立、吳靜吉、司徒達賢 (1994),「薪酬公平、程序公正與組織承諾、組織公民行為關係之研究」,管理評論,第十三卷,第二期,頁87-108。6. 湛瑄宇 (2000),「員工薪資滿足之前因後果之研究」,中原大學企業管理學系碩士論文。7. 馬樹榮 (2001),「組織公平與組織承諾關係之研究—檢驗薪資制度知覺的調節效果」,國立中山大學人力資源研究所碩士論文。8. 高聖凱、江逸之、黃駿元 (2003),「台灣晉商俊傑 郭台銘統領鴻海」,華夏經緯網。
9. 陳惠芳、洪嘉徽 (2005),「員工知覺薪酬公平與賦權對組織承諾影響之研究」,東吳經濟商學學報,第五十二期。10. 林贊正 (2006),「台灣金控公司之組織變革、組織公平、員工工作壓力與組織承諾關聯之研究」,南華大學管理科學研究所碩士論文。11. 鄭澍 (2006),「企業技術工人公平感與工作滿意和組織承諾關係的實證研究」,全國中文核心期刊,第483期。
12. 汪新艷、廖建橋 (2007) ,「組織公平感對員工工作績效的影響機制研究」,江西社會科學。
13. 呂奇樺 (2007),「組織公平、企業聲望讀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。14. 戴有德、陳冠仰、陳偉仁 (2007),「旅行業員工組織公平、工作滿意度、組織承諾與組織公民行為關係之研究」,管理學域學術研討會論文集,第八屆。
15. 尤子彥 (2009),「嚴凱泰關鍵一戰:造自己的子彈打天下!」,商業周刊,第1140期。
16. 李強 (2009),「公平敏感性視角下組織公平感與員工績效的關係研究」,武漢大學學報,第62卷,第3期。
17. 馬飛、孔凡晶 (2010),「基於組織承諾的組織公平與離職傾向關係的實證研究」,現代管理科學,第11期。
18. 嚴丹、張立軍 (2010),「組織公平與組織公民行為—組織承諾的調節作業實證研究」,工業工程期刊,第13卷,第5期。
二、英文部份
1. Adams, J.S. (1963), “Toward an understanding of inequity,” Journal of Abnormal and Social Psychology, 67, No. 3, pp.422-436
2. Alexander, S., & Ruderman, M. (1987), “The Role of Procedural and Distributive Justice in Organizational Behavior”, Social Justice Research, No. 1, pp.177-198
3. Becker, H.S. (1960), “Notes on the concept of commitment”. American Journal of Sociology, 66, pp.32-42
4. Berscheid, E. & Walster, E.H. (1978), “Inerpersonal Attraction”, 2nd ed., Reading, MA: Addison-Wesley.
5. Dowling, P.J., D.E. Welch and R.S. Schuler (2004), International Human Resource Management-Managing People in a Multinational Context, Fourth Edition, Cincinnati, Ohio : South-Western College Publishing.
6. Folger, R & J. Greenberg (1985), “Procedural Justice: An Interpretative Analysis of Personnel Systems,” Research in Personnel and Human Resource Management, 3, p.141-183.
7. Folger, R., & Konovsky, M.A. (1989), “Effects of Procedural and Distributive Justice on Reactions to Pay Raise Decisions”, Academ of Management Journal, No. 32, pp.115-130
8. Klein, S.M. (1973), “Pay factors as predictors to satisfaction: A comparison of reinforcement, equity, and expectancy,” Academy of Management Journal, 16, No. 4, pp.598-610
9. Leventhal, G.S. (1980), “What should be done with equity theory? New approaches to the study of fairness in social relationships,” In Social Exchange: Advances in Theory and Research, edited by K. Gergen. M. Greenberg, and R. Willis, pp.27-55. New York: Plenum Press
10. Leventhal, G.S., Karuza, J. and Fry, W.R. (1980), “Beyond fairness: A theory allocation preference.” In G. Mikula (Ed.), Justice and social interaction, pp.128-167. New York: Springer-Verleg.
11. Martin, C.L., & N. Bennett (1996), “The role of justice in explaining the relationship between job satisfaction and organizational commitment,” Group and Organization Management, 21 (March), pp.84-104.
12. McFarlin, D.B., & P.D. Sweeney (1992), “Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes.” Academy of Management Journal 35, pp.626-637.
13. Meyer, J., & Allen, M. (1991), “A three-component conceptualization of organizational commitment.” Human Resources Management Review, 1, pp.61-89.
14. Ouchi, W.G. (1980), “Markers, Bureaucracies and Clans,” Administrative Science Quarterly, Vol. 25, pp.125-141.
15. Rupp, D.E. & Cropanzano, Russell (2002), “The Mediating Effects of Social Exchange Relations in Predicting Workplace Outcomes from Multifoci or Ganizational Justice,” Organizational Behavior and Human Decision Processes, Vol. 89, No. 1, pp.925-946.
16. Steer, R.M. (1977), “Antecedents and Outcomes of Organizational Commitment”, Administrative Science Quarterly, 22, pp.46-56
17. Thibaut, J., and L. Walker (1978), “A Theory of Procedure,” Dalifornia Law Review, 66:541-566