一、中文部分:
方妙玲(2008)。道德成熟度,道德強度以及組織倫理氣候對員工個人倫理決策意向的影響之研究。中原企管評論,6(1),127-152。
朱育萱(2011)。負向生活事件與大學生憂鬱或主觀幸福感之關係: 以壓力因應方式為調節變項。成功大學行為醫學研究所學位論文,台南市。
何苔麗、徐慧霞、章家誠(2012)。手機應用程式服務使用態度及再購意願研究--以蘋果公司的 App Store 為例。中華科技大學學報(50),166-186。何淑熏、柯盈吟、黃瓊慧(2007)。從網路銀行自助服務探討創新對顧客價值之影響。電子商務研究,5(4),463-483。吳孟玲、江達隆(2005)。組織不當行為影響因素之探討-以服務業及製造業為例。管理學報,22(3),329-340。吳宗祐(2008)。主管威權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。吳秉恩(1994)。教育的本質、內涵與實踐。第六屆全國管理教育研討會。
吳淑敏、唐國銘(2009)。決策者價值觀、組織氣候與組織績效之關聯性研究:以高科技產業為例。中華管理評論國際學報,12(2)。吳瑞堯、李坤清、張達仁(2008)。企業資源規劃系統導入對資訊部門組織氣候及工作滿意度之影響。電子商務研究,6(2), 229-248。呂惠富(2013)。運動參與、人口統計變項與主觀幸福感之相關研究
-以台北市士林區居民為例。台灣運動心理學報,13(1),41-64。
李吉立(2009)。組織氣候、獎勵制度、領導型態與工作績效之關係—以海運承攬運送業為例。國立海洋大學航運管理學系碩士論文,基隆市。李宇青(2011)。員工偏差行為之跨層次分析-以跨國企業員工為例。 大葉大學國際企業管理學系碩士論文,彰化縣。李宜玲(2009)。休閒產業員工職場霸凌經驗、工作情感與反生產行為相關性之研究---員工逆境回應能力之調節效應。行政院國家科學委員會專題研究計畫(國科會,NO.NSC 98-2410-H-324-009-),台北:行政院國家科學委員會。
李楠楠、陳偉娜、凌文輇(2009)。組織中的不當督導及相關研究。心理科學進展,17(5)。
沈六(2002)。道德發展的家庭脈絡因素。公民訓育學報,11,1-38。房美玉(2002)。台灣半導體產業之組織文化對於內外工作動機與工作績效及工作滿意度間關連性的影響。管理評論,21(3),69-96。林淑惠、黃韞臻(2008)。高中職學生學校生活與主觀幸福感關係之研究。輔導與諮商學報,30(2),83-104。
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,54(4),451-469。林麗滿(2011)。從領導角色談護理實務之倫理氣候。長庚護理, 22(3),341-350。邱皓政、溫福星(2007)。脈絡效果的階層線性模型分析:以學校組織創新氣氛與教師創意表現為例。國立政治大學教育與心理研究,30(1),1-35。段錦雲、詹玉雲、唐琳琳、鐘建安(2008)。負面組織行為研究進展。人類工效學,14(4),57-60。
洪瑞斌、李志鴻、周志明、劉兆明(2007)。從組織文化角度探究健康組織之意涵。應用心理研究(台灣),(36),151-191。洪嘉琳(2008)。不當督導行為與偏差行為之關係─ 相對剝奪感之中介效果。東吳大學心理學系碩士論文,台北市。洪贊凱、卓明德、洪詩晴(2011)。主管知覺互動不正義,主管不當督導與部屬績效關係之研究-主管與部屬適配的干擾角色以及情緒耗竭的中介歷程。中原企管評論,9(3),67-92。苗元江、王青華(2009)。大學生社會幸福感調查研究。贛南師範學院學報,第四期。
范熾文、周宛蓉(2009)。國民小學組織倫理氣候之研究。學校行政(63),1-24。徐志航(2008)。倫理氣候認知對員工偏差行為影響之探討-以某國營事業為例。國立東華大學企業管理學系碩士論文,花蓮縣。翁若雲(2011)。大學生生涯自我效能、生涯成熟與心理幸福感之結構方程模式分析。台南大學諮商與輔導學系碩士論文。馬靖惟(2013)。個體差異與賦閒受害之關係探討。大葉大學國際企業管理學系碩士論文,彰化縣。
張海波(2012)。新生代農民工的社會幸福感。電子科技大學學報 (社科版),14(1)。
張惠棉(2013)。國際觀光旅館餐飲部中階主管職場幸福感與留職傾向之探討。靜宜大學觀光學系碩士論文,台中市。張維修(2007)。倫理性組織文化與領導行為之相關性初探,國立政治大學公共行政學系碩士論文,台北市。許遠理、趙玉紅(2010)。論影響幸福感因素的整合趨向。信陽師範學院學報:哲學社會科學版,30(003),30-33。
陳嘉林(2013)。賦閒受害之後果探討。大葉大學國際企業管理學系碩士論文,彰化縣。
曾文志(2007)。大學生對美好生活的常識概念與主觀幸福感之研究。國立臺灣師範大學教育心理輔導學系教育心理學報,38(4),417-441。黃良志、黃家齊、溫金豐、廖文志、韓志翔(2010)。人力資源管理:理論與實務(二版)。台北:華泰文化。
廖健良(2010)。國小教職員知覺組織正義的調節效果在不當督導與工作不滿足間對創意表現的影響。國立中正大學管理學高齡者教育研究所碩士論文,嘉義縣。廖韻淳(2010)。企業倫理氣候與員工偏差行為之關聯性:主管德行領導的調節效果。國防大學管理學院碩士論文,台北市。趙至嫻(2010)。據理力爭或唯命是從?不當領導對部屬行為反應之影響─知覺主管權力的調節效果。銘傳大學管理研究所碩士論文,台北市。劉秀慧(2010)。工作組織中的不當督導。屏東科技大學企業管理系所學位論文,屏東縣。
劉盈均(2009)。員工負向情感特質對職場偏差行為之影響: 以倫理氣候為干擾變數。臺北科技大學商業自動化與管理研究所學位論文,1-66。
樊景立、鄭伯壎(2000)。華人組織的家長式領導:一項文化觀點的分析。本土心理學研究,(13),126-180。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。鄭嘉麟(2007)。領導風格與領導效能之研究。國立中山大學人力資源管理研究所碩士論文,高雄市。鍾育明、黃識維(2012)。不當督導對工作壓力與工作倦怠感影響之研究。2012年彰雲嘉大學校院聯盟學術研討會。
鍾燕宜、鍾祥玥、蔡金記(2012)。照顧服務員正向情緒及情緒感染力與住民幸福感之關聯性研究-探討住民情緒易感性之干擾中介效果。健康管理學刊,10(2),150-165。蘇國楨、陳榮德(2003)。服務業主管領導行為,組織文化和領導效能之研究。人力資源管理學報,3(4),65-91。
二、英文部分:
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