參考文獻
一、中文部分
于潔、張麗萍(2008)。中美權力距離文化淵源研究。船山學刊,1(67),193-196。
中山大學企業管理學系主編(2007)。管理學:整合觀點與創新思維(三版)。臺北:前程文化。
方敏兒(2011)。人格特質、信任與知識分享意願關係之研究-以某國立大學大學部學生為例。國立高雄師範大學人力與知識管理研究所碩士論文,高雄。
毛筱豔、簡元瑜(2010)。員工積極上行溝通與個人-工作契合度之關係-以主管-部屬交換關係為干擾變數。北商學報,17,63-72。朱景山(2014)。權力距離對員工意見保留的作用:內在過程分析。澳門科技大學商學院博士論文,澳門。
朱慶龍(2003)。五大人格特質、工作價值觀和工作滿意三者相互關係之研究。國立政治大學心理學研究所碩士論文,臺北。
江美華(2001)。從五倫論儒家倫理觀的主體性。花蓮師院學報,13,87-104。江錦樺(2001)。人格特質與組織文化之適配性對工作績效之影響-以高科技F公司為例。國立中央大學人力資源管理研究所碩士論文,桃園。李式薇(2006)。臺北縣國民小學教師專業角色知覺與教師效能關係之研究。輔仁大學教育領導與發展研究所碩士論文,臺北。李宛真(2010)。部屬知覺上下關係對組織公民行為之影響-以權力距離為調節變項,銘傳大學管理研究所碩士論文,臺北。李筱婷、郭俊良、吳珮琪、朱財義(2012)。探究臺灣船員與外籍船員工作態度對離職傾向之影響。航運季刊,21(3),71-95。沈進成、陳紫玲、林惠敏(2010)。觀光旅館業組織文化對組織績效影響關係之研究—以臺灣高雄地區為例。中華管理評論13(1),1-20。吳政達、湯家偉、羅清水(2007)。心理契約、組織公平、組織信任與組織公民行為結構關係之驗證: 以臺北地區國民中學學校組織為例。教育政策論壇,10(1),133-159。吳隆增、曹昆鵬、陳苑儀、唐貴瑤(2011)。變革型領導行為對員工建言行為的影響研究。管理學報,8(1),61-66。
吳秉恩、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)。臺北:華泰文化。
林文政(2012年8月)。挑對組織、跟對老闆,別讓你的好能力被環境埋沒,經理人月刊,93,34。
林孟韋(2008)。印象管理、規避衝突、權力距離及非真誠效忠主管。國立中正大學心理學研究所碩士論文,嘉義。林絲蓉(2015)。首季景氣熱?企業仍樂觀!上班族偏保守!yes123求職網,線上檢索日期 2015年01月20日。網址:
http://www.yes123.com.tw/admin/aboutwork/article.asp?w_id=3289
周建濤、廖建橋(2012)。權力距離導向與員工建言: 組織地位感知的影響。管理科學,25(1),35-44。
邱漢誠(2009)。軍校生個人-組織契合對組織公民行為影響之研究。復興崗學報95,81-101。姚思羽(2012)。主管與部屬關係交換品質與尋求回饋行為關連性之研究-權力距離之調節效果。國立中央大學人力資源管理研究所碩士論文,桃園。洪懿妍(2013年8月)。「薪水太低」是幌子?7個離職真心話。Cheers雜誌,155,線上檢索日期 2015年01月19日。
網址:http://www.cheers.com.tw/article/article.action?id=5050937&page=1
洪贊凱、曾鈺雯(2012)從印象管理觀點探討組織個體政治技巧與建言行為之關係。人力資源管理學報,12(2),1-23。胡政源、林曉芳(2004)。企業研究方法SPSS的應用實例。臺北:鼎茂圖書出版股份有限公司。
紀乃文、陳皓怡、楊美玉、鄭妃君、蔡維奇(2008)。個人-工作適配,量表發展:多元構面觀點。管理學報,25(5),577-598。倪家珍(2005)。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。中國文化大學國際企業管理學系博士論文,臺北。張承(2011)。管理學(一版)。臺北:鼎茂圖書出版有限公司。
張春興(1989)。張氏心理學辭典。臺北:東華書局。
陳映羽(2005)。餐飲業員工之溝通滿意度與個人-工作契合程度對個人-組織契合度之影響研究。旅遊管理研究,5(1),55-75。陳星宏(2011)。家長式領導、差序式領導與部屬反應:文化價值的調節效果。國立中正大學心理學研究所碩士論文,嘉義。陳智遠(2005)。人與組織契合類型的區分:組織社會化之應用。中原大學心理學研究所碩士論文,桃園。陳靚芸(2014)。人格特質與建言行為。國立成功大學企業管理學系碩士在職專班碩士論文,臺南。陳曉鈴(2013)。凝聚力在主動性格與建言行為/助人行為關係的調節效果。國立屏東科技大學企業管理研究所碩士論文,屏東。郭建志(1992)。組織價值觀與個人效能:符合度研究途徑。國立臺灣大學心理學研究所碩士論文,臺北。許惠珊(2012)。倫理領導與員工建言行為之關連性研究-感受當責與信任主管之中介效果。國立臺灣科技大學企業管理研究所碩士論文,臺北。莊璦嘉、林惠彥(2005年2月)。個人與環境適配對工作態度與行為之影響。臺灣管理學刊,5(1),123-148。
黑立言(2014年10月)。企業要長久成功,你首先該問:員工怎麼看待自己的公司與工作?經理人月刊,119,120。
湯明哲(2008年4月23日)。制度還是人才重要?天下雜誌。線上檢索日期2014年11月13日。
網址:http://www.cw.com.tw/article/article.action?id=5002855
黃文聖(2010)。差序式領導對知識分享之影響-以工作契合度、心理契約、工作家庭衝突為調節因子。南臺科技大學企業管理研究所碩士論文,臺南。黃怡禎(2003)。心理契約、組織承諾與組織公民行為之關聯性研究-知識工作者與非知識工作者之比較。國立雲林科技大學企業管理研究所碩士論文,雲林。黃家齊(譯)(2011)。S. P. Robbins & T. A. Judge著。組織行為學(十三版)。臺北:華泰文化。
楊世誠(2006)。主管-部屬相似性對垂直溝通行為的影響:組織沉默氣候的調節。中原大學心理學研究所碩士論文,桃園。楊承穎(2012)。內隱建言信念對員工沉默行為之研究:建言氣候知覺與感受建言義務的干擾角色。國力彰化師範大學人力資源管理研究所碩士論文,彰化。廖建橋、趙君、張永軍(2010)。權力距離對中國領導行為的影響研究。管理學報,7(7),988-992。
蔡孟真(2003)。角色定義幅度與組織公民行為:前置要素之探討。中原大學心理學系研究所碩士論文,桃園。
蔡松純、鄭伯壎、周麗芳、姜定宇、鄭弘岳(2009)。領導者上下關係認定與部屬利社會行為:權力距離之調節效果。中華心理學刊。51(1),121-138。蔡維奇(2000)。招募策略—精挑細選之戰術,人力資源管理的12堂課,李誠主編,天下遠見出版股份有限公司,62-63。
劉耀隆(2012)。探討自我效能及參與式領導對員工建言行為之影響:跨層次之研究。國防大學管理學院資源管理及決策研究所碩士論文。桃園。鄭仁偉、郭智輝(2004)。個人與組織契合,工作滿足與組織公民行為關係之研究。人力資源管理學報,4(4),85-104。鄭伯壎、姜定宇(2003)。組織忠誠,組織承諾及組織公民行為研究之回顧與前瞻。應用心理學研究,19,5-209。
魯二斌、劉霞、謝振凱(2010)。GIGIP關於感知資訊的概念問題淺析。現代營銷,11,60。
賴炘緯(2014)。轉換型領導對認知公平及心理契約違反之影響-權力距離的調節作用。靜宜大學企業管理研究所碩士論文,臺中。魏瑞芬(2009)。心理契約違反與員工建言行為關係的研究-個人與工作適配的調節效果。國立臺灣科技大學企業管理研究所碩士論文,臺北。盧智芳、吳凱琳(2008)。對事不對人?2種自以為貼心、其實最失禮的說話法。天下雜誌。線上檢索日期: 2015年04月24日。
網址:http://www.cw.com.tw/article/article.action?id=5005313
簡元瑜(2009)。員工積極上行溝通對個人與工作契合度的影響。中國文化大學國際企業管理研究所碩士論文,臺北。顏弘欽(2013)。教師個人-工作適配與工作角色行為之關聯性。臺中教育大學學報,27(1),19-37。
羅啓峰(2008)。組織國際化對員工與組織契合度之影響。中國文化大學國際企業管理研究所碩士論文,臺北。
蘇瑋婷(2013)。工作鑲嵌對職業價值觀和離職傾向之中介作用-組織氣氛之調節效果。國立高雄師範大學人力與知識管理研究所碩士論文,高雄。二、英文部分
Allport, G.W.(1961).Pattern and Growth in Personality. New York: Holt, Rinehart & Winston.
Antonioni, D. (1998). Relationship between the big five personality factors and conflict management styles. International Journal of Conflict Management,9(4), 336-355.
Aryee, S., Chen. Z. X., Sun, L.Y., & Debrah, Y. A. (2007).Antecedents and outcomes of abusive supervision: Test of a trickle-down model. Journal of Applied Psychology, 92, 191-201.
Baer, M., & Oldham, G. R. (2006). The curvilinear relation between experienced creative time pressure and creativity: Moderating effects of openness to experience and support for creativity. Journal of Applied Psychology, 91(4), 963.
Bandura, A. (1977). Self-efficacy: Toward a unifying theory of behavioral change. Psychological Review,84(2), 191-215.
Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta‐analysis. Personnel psychology, 44(1), 1-26.
Begley T. M., Lee, C., Fang, Y., Li, J., & China, B. (2002). Power distance as a moderator of the relationship between justice and employee outcomes in a sample of Chinese employees. Journal of Managerial Psychology, 17, 692-711. behavior: A field study of restaurant employees.
Bingham,T & Galagan,P.(2008,June). Doing good while doing well. T+D.62(6), 32-34.
Block, J. (1971). Lives through Time. Berkeley, CA: Bancroft Books.
Bond, M. H., Wan, K. C., Leung, K., & Giacalone, R. A. (1985). How are responses to verbal insult related to cultural collectivism and power distance?.Journal of Cross-Cultural Psychology, 16(1), 111-127.
Bowen, D. E., Ledford, G. E., & Nathan, B. R. (1991). Hiring for the organization, not the job. Academy of Management Executive, 5(4), 35-51.
Bretz Jr., 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(1), 32-54.
Bretz Jr, R. D., Ash, R. A., & Dreher, G. F. (1989). Do people make the place? An examination of the attraction-selection-attrition hypothesis. Personnel Psychology, 42, 561–580.
Brockner, J., Ackerman, G., Greenberg, J., Gelfand, M. J., Francesco, A. M., Chen, Z. X.,Leung, K., Bierbrauer,G., Gomez,C.,Kirkman, B. L. & Shapiro, D. (2001). Culture and procedural justice: The influence of power distance on reactions to voice. Journal of Experimental Social Psychology, 37(4), 300-315.
Cable, D. M., & DeRue, D. S.(1997). Interviewers’ perceptions of person-organization fit and organizational selection decisions. Journal of Applied Psychology, 82(4),576-561.
Cable, D. M., & DeRue D. S.(2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875-884.
Cable, D. M., & Edwards, J. R. (2004). Complementary and supplementary fit: A theoretical and empirical integration. Journal of applied psychology, 89(5), 822-834.
Cable, D. M., & Judge, T. A. (1994). Pay preferences and job search decisions: A person‐organization fit perspective. Personnel Psychology, 47(2), 317-348.
Cable, D. M., & Judge, T. A. (1996). Person-organization fit, job choice decisions,and organizational entry. Organizational Behavior and Human Decision Processes, 67(3),294-311.
Cable, D. M., & Judge, T. A. (1997). Interviews’ perceptions of person-organziation fit and organizational selection decisions. Journal of Applied Psychilogy,82(4),
546-561.
Caldwell, D. F., & O’Reilly, C.A.Ⅲ(1990). Measuring person-job fit with a profile- comparison process. Journal of Applied Psychology, 75(6), 648-657.
Caplan, R. D.(1987). Person-environment fit theory and organizations:commensurate dimensions, time perspectives, and mechanisms. Journal of Vocational Behavior 31,248-267.
Chatman, J. A. (1989). Improving international organizational research: A model of person-organization fit. Academy of Management Review, 14(3), 333-349.
Chiaburu, D. S., Oh, I.-S., Berry, C. M., Li, N., & Gardner, R. G. (2011). The five-factor model of personality traits and organizational citizenship behaviors: A Meta-Analysis. Journal of Applied Psychology, 96(6), 1140-1166.
Clugston, M., Howell, J. P., & Dorfman, P. W. (2000). Does cultural socialization predict multiple bases and foci of commitment?. Journal of Management, 26(1), 5-30.
Costa, P. T., & McCrae, R. R. (1992). Revised NEO personality inventory (NEO-PI-R) and NEO Five-factor (NEO-FFI) inventory: Professional Manual. Odessa, FL: Psychological Assessment Resources.
Davis, K., & Newstron, J. W. (1985). Human Behavior at Work: Organizational Behavior. New York: McGraw Hill.
Day, D. V., & Silverman, S. B. (1989). Personality and job performance: evidence of incremental validity. Personnel Psychology, 42(1), 25-36.
De Clercq, S., Fontaine, J. R., & Anseel, F. (2008). In search of a comprehensive value model for assessing supplementary person-organization fit. The Journal of Psychology, 142(3), 277-302.
Detert, J. R., & Burris, E. R. (2007). Leadership behavior and employee voice: is the door really open?. Academy of Management Journal, 50(4), 869-884.
Deter, J. R., & Edmondson.(2011). Implicit voice theories: Taken-for-granted rules of self-censorship at work. Academy of Management Journal, 54(3), 461-488.
Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350-383.
Edwards, J.R.(1991).Person-job fit: A conceptual integration, literature review, and methodological critique. In: Cooper C.L.& Robertson, I.T.ed. International Review of Industrial and Organizational Psychology,6,283-357.
Egberink, I. J. L., Meijer, R. R., & Veldkamp, B. P. (2010). Conscientiousness in the workplace: Applying mixture IRT to investigate scalability and predictive validity. Journal of Research in Personality, 44(2),232–244.
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L.(2001).Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42.
Farh, J-L., Hackett, R. D.,& Liang, J. (2007). Individual-level cultural values as moderators of perceived organizational support-employee outcome relationships in China: Comparing the effects of power distance and traditionality. Academy of Management Journal,50(3), 715-729.
Farrell, D. (1983). Exit, voice, loyalty, and neglect as responses to job dissatisfaction: A multidimensional scaling study. Academy of Management Journal, 26(4), 596-607.
Frese, M., & Fay, D. (2001). Personal initiative: An active performance concept for work in the 21st century. Research in Organizational Behavior, 23, 133-187.
Gatewood, R. D., & Field, H. S. (1998) Human Resource Selection (4th ed.). The Dryden Press Richard.
Goldberg, L. R. (1981). Language and individual differences: The search for universals in personality lexicons. In L. Wheeler(Ed), Review of Personality and Social Psychology (Vol. 2, pp. 141-165). Beverly Hills, CA:Sage.
Goldberg, L. R. (1990). An alternative" description of personality": the Big-five factor structure. Journal of Personality and Social Psychology, 59(6), 1216-1229.
Gosling, S. D., Rentfrow, P. J., & Swann Jr, W. B. (2003). A very brief measure of the Big-Five personality domains. Journal of Research in Personality, 37(6), 504-528.
Grant, A. M., Parker, S., & Collins, C. (2009). Getting credit for proactive behavior: Supervisor reactions depend on what you value and how you feel. Personnel Psychology, 62(1), 31-55.
Greenberg, J., & Liebman, M. (1990). Incentives: the missing link in strategic performance. Journal of Business Strategy, 11(4), 8-11.
Guilford, T. P. (1959). Personality. New York: Megraw-Hill.
Hirschman, A. O. (1970). Exit, voice, and loyalty: Responses to decline in firms,organizations, and states, Harvard University Press.
Hoekstra, H. (1993).Work and personality. Paper presented at the 6th meeting of International Society for the Study of Individual Differences, Baltimore, Maryland.
Hofstede, G. H.(1980). Culture's Consequences: International Differences in Work-related values. Beverly Hills, CA: Sage.
Hofstede, G. H (1991). Cultures and Organizations: Software of the Mind. Berkshire, U.K.: McGraw-Hill.
Holland, J .L.(1959). A theory of vocational choice. Journal of Counseling Psychology,6(1),34-45.
Jaccard, J., Wan, C. K., & Turrisi, R. (1990). The detection and interpretation of interaction effects between continuous variables in multiple regression. Multivariate Behavioral Research, 25(4), 467-478.
James, R.D. & Ethan, R. B.(2007). Leadership behavior and employee voice: is the door really open?Academy of Management Journal,50(4),869-884.
John, O. P. (1989, November). Big Five prototypes for the Adjective Check List using observer data. In O. P. John (Chair). The Big Five: Historical perspective and current research. Symposium conducted at the annual meeting of the Society for Multivariate Experimental Psychology. Honolulu.
John, O. P., & Srivastava, S. (1999). The Big Five trait taxonomy: History, measurement, and theoretical perspectives. Handbook of Personality: Theory and Research, 2(1999), 102-138.
Johnson, J. A., & Ostendorf, F. (1993). Clarification of the five-factor model with the Abridged Big Five Dimensional Circumplex. Journal of Personality and Social Psychology, 65(3), 563.
Judge, T. A., & Bono, J. E. (2001). Relationship of core self-evaluations traits-self-esteem, generalized self-efficacy, locus of control, and emotional stability-with job satisfaction and job performance: A meta-analysis. Journal of applied Psychology,86(1), 80.
Judge, T. A., Van Vianen, A. E., & De Pater, I. E. (2004). Emotional stability, core self-evaluations, and job outcomes: A review of the evidence and an agenda for future research. Human performance, 17(3), 325-346.
Judge, T. A., Cable, D.M., Boudreau J.W., & Bretz. R. D. (1995) An empirical investigation of the predictors of executive career success, Personnel Psychology,48(3),485-519.
Jurgensen, C. E. (1978). Job preferences (What makes a job good or bad?). Journal of Applied Psychology,63(3), 267-276.
Karasek, R. A. (1979). Job demands, job decision latitude, and mental strain: implications for job redesign. Administrative Science Quarterly, 24(2), 285-308.
Katz, D. (1964). Motivational basis of organizational behavior. Behavioral Science, 9,131-146.
King, A. Y., & Bond, M. H. (1985). The Confucian paradigm of man: A sociological view. Chinese Culture and Mental Health, 29-45.
Kish-Gephart, J. J., Detert, J. R., Treviño, L. K., & Edmondson, A. C. (2009).Silenced by fear:: The nature, sources, and consequences of fear at work. Research in Organizational Behavior, 29, 163-193.
Kristof‐Brown, A.L.(1996) Person-organization fit : an integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1),1-49.
Kristof‐Brown, A. L. (2000). Perceived applicant fit: distinguishing between recruiters'perceptions of person‐job and person‐organization fit. Personnel psychology, 53(3), 643-671.
Kristof-Brown, A.L., Zimmerman R.D. & Johnson E.C (2005) Consequences of individual’s fit at meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology ,58(2),281-342.
Lauver, K. J., & Kristof-Brown, A. (2001).Distinguish between employees’perceptions of person-job and person-organization fit. Journal of Vocational Behavior, 59, 454-470.
Lefcourt, H. M. & Davidson-Katz, K. (1991). Locus of control and health. In C. R.Snyder& D. R. Forsyth (Eds), Handbook of Social and Clinical Psychology: The Health Perspective. New York: Pergamon.
Leone, L., Van der Zee, K. I., Van Oudenhoven, J. P., Perugini, M., & Ercolani, A.P.(2005). The cross-cultural generalizability and validity of the Multicultural Personality Questionnaire. Personality and Individual Differences, 38(6), 1449-1462.
LePine, J. A., & Van Dyne, L. (1998). Predicting voice behavior in work groups.Journal of Applied Psychology, 83(6), 853-868.
LePine, J. A., & Van Dyne, L. (2001). Voice and cooperative behavior as contrasting forms of contextual performance: Evidence of differential relationships with Big Five personality characteristics and cognitive ability. Journal of Applied Psychology,86(2),326-336.
Leung, S. L. & Bozionelos, N.(2003). Five-factor model traits and the prototypical image of the effective leader in the Confucian culture. Employee Relations, 26(1), 62-71.
Lewin, K. (1951) Field Theory in Social Science: Selected Theoretical Papers. Ed:Cartwright D. Greenwood Press, Publishers.
Liang, J., Farh, C. I., & Farh, J.L. (2012). Psychological antecedents of promotive and prohibitive voice: A two-wave examination. Academy of Management Journal,55(1), 71-92.
Liu, W., Zhu, R., & Yang, Y. (2010). I warn you because I like you: Voice behavior,employee identifications, and transformational leadership. The Leadership Quarterly, 21(1), 189-202.
Lussier, R. N. (2000). Management Fundamentals : Concepts, Applications, Skill Development. Cincinnati : South-Western College Publishing.
Maslow, A. (1943).A theory of human motivation, Psychological Review, 50(1), 32-39.
McClelland, D. C. & Atkinson, J. W. (1948). The projective expression of needs: I. The effect of different intensities of the hunger drive on perception, Journal of Psychology,25, 205-222.
McCrae, R. R., & Costa, P. T. (1987). Validation of the five-factor model of personality across instruments and observers. Journal of Personality and Social Psychology, 52(1), 81-90.
McCrae, R. R., & Costa, P. T. (1997). Personality trait structure as a human universal. American Psychologist, 52(5), 509-516.
McCrae, R. R., & John, O. P. (1992). An Introduction to the Five-Factor model and its applications. Journal of Personality, 60(2), 175-215.
McCrae. R. R., Costa, P. T., & Busch, C. M. (1986). Evaluating comprehensiveness in personality systems: The California Q-Set and the five-factor model. Journal of Personality, 54, 430-446.
Morrison, E. W. (1993). Longitudinal study of the effects of information seeking on newcomer socialization. Journal of Applied Psychology, 78(2),173-183.
Morrison, E. W., & Milliken, F. J. (2000). Organizational silence: A barrier to change and development in a pluralistic world. Academy of Management Review, 25(4), 706-725.
Morrison, E. W., Chen, Y. R., & Salgado, S. R. (2004). Cultural differences in newcomer feedback seeking: A comparison of the United States and Hong Kong. Applied Psychology, 53(1), 1-22.
Mowday, R. T. (1978). The exercise of upward influence in organizations. Administrative Science Quarterly, 23,137-156.
Myung, J., & Lee, M.Y. (2012). The effects of autonomy, experience, and person.
organization fit on job satisfaction: The case of public sector. International Journal of Social Sciences, 6(1) 18-44.
Nemeth, C. J., & Staw, B. M. (1989). The tradeoffs of social control and innovation in groups and organizations. In L. Berkowitz (Ed.), Advances in Experimental Social Psychology, 22,175-210. New York: Academic Press.
Netemeyer, R. G., Boles, J. S., McKee, D. O., & McMurrian, R. (1997). An investigation into the antecedents of organizational citizenship behaviors in a personal selling context. The Journal of Marketing,61, 85-98.
Powell, G.N. (1984). Effects of job attributes and recruiting practices on applicant decisions: A comparison. Personnel Psychology, 37(4), 721-732.
Ronen, S., & Shenkar, O. (1985). Clustering countries on attitudinal dimensions: A review and synthesis. Academy of Management Review, 10(3), 435-454.
Ross, S. R., & Canada, K.E. (2003) Competition and cooperation in the Five-Factor model: Individual differences in achievement orientation. The Journal of model: Individual differences in achievement orientation. The Journal of Psychology, 137,323-337.
Rousseau, D. M., & Greller, M. M. (1994). Human resource practices: Administrative contract makers. Human Resource Management, 33, 385-401.
Saks, A. M., & Ashforth, B. E. (1997). A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes. Personnel Psychology, 50(2), 395-426.
Salgado, J. F. (1997). The Five factor model of personality and job performance in the European community. Journal of Applied Psychology, 82(1), 30-43.
Scandura T. A.(2014,May). Engagement: The Search for Meaning at Work.
Virginia:Scandura. Retrieved November 14,2014 from the World Wide Web:http://www.astd.org/Publications/Blogs/Management-Blog/2014/05/Engagement -the-Search-for-Meaning-at-Work?mktcops=c.mgmt& mktcois= c.engagement~c.management-development~c.trends&mkttag=c.
Schilit, W. K., & Locke, E. A. (1982). A study of upward influence in organizations.Administrative Science Quarterly, 27,304-316.
Schneider, B. (1987). The people make the place. Personnel Psychology, 40,437-453.
Schneider, B. (2001). Fits about fit. Applied Psychology: An International Review,50 (1),141–152.
Schneider, B., & Reichers, A. (1983). On the etiology of climates. Personnel Psychology,36, 19-39.
Scroggins, W. A. (2003). Selection, meaningful work and employee retention: A self-concept based approach to person-job fit. Dissertation Abstracts International Section A: Humanities and Social Sciences, 64, 1754.
Shiva, G.G. & Linda, C. G.(2006). Distinctions among agency, communication, and unmitigated agency and communication according to the interpersonal circumplex, Five-Factor model, and social emotional correlates. Journal of Personality Assessment, 86(1), 77-88.
Siegrist, J. (1996). Adverse health effects of high-effort/low-reward conditions.Journal of Occupational Health Psychology, 1(1), 27-41
Simmering, M.J.,Colquitt, J.A.,Noe, R.A., & Porter,C. O. L. H. (2003).Conscientiousness,autonomy fit, and development: A longitudinal study. Journal of Applied Psychology, 88, 954-963.
Stamper, C. L., & VineDyne, L.(2001). Work status and organizational citizenship behavior: A field study of restaurant employees. Journal of Organizational Behavior, 22(5), 517-536.
Trice, H. M., & Beyer, J. M. (1984). Studying organizational cultures through rites and ceremonials. Academy of Management Review, 9(4), 653-669.
Turban, D. B., & Keon, T. L. (1993). Organizational attractiveness: An interactionist perspective. Journal of Applied Psychology, 78(2), 184-193.
Vancouver, J. B., & Schmitt, N.W. (1991). An exploratory examination of person-organization fit: Organizational goal congruence. Personnel Psychology, 44(2), 333-352.
Van Der Zee, K. I., & Van Oudenhoven, J. P. (2000). The multicultural personality questionnaire: A multidimensional instrument of multicultural effectiveness. European Journal of Personality, 14(4), 291-309.
Van Dyne, L., & LePine, J. A. (1998). Helping and voice extra-role behaviors: Evidence of construct and predictive validity. Academy of Management Journal, 41(1),108-119.
Van Dyne, L., Ang, S., & Botero, I. C.(2003). Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of Management Studies. 40(6),1359-1392.
Van Dyne, L., Cummings, L. L., & Parks, J. M. (1995). Extra-role behaviors-In pursuit of construct and definitional clarity (a bridge over muddied waters). Research in Organizational Behavior: An Annual Series of Analytical Essays and Critical Reviews,17, 215-285.
Van Vianen, A. E. (2000). Person‐organization fit: The match between newcomers'and recruiters' preferences for organizational cultures. Personnel Psychology, 53(1), 113-149.
Whiting,S. W., Podsakoff, P. M.&Pierce, J.R.(2008). Effects of task performance,helping, voice, and organizational loyalty on performance appraisal ratings. Journal of Applied Psychology,93,125-139.
Wilk, S. L., & Sackett, P. R. (1996) Longtiudinal analysis of ability job complexity fit and job change. Personnel Psychology, 49(4), 937-967.
Zimmerman, R. D. (2008). Understanding the impact of personality traits on individuals' turnover decisions: A meta-analytic path model. Personnel Psychology, 61(2), 309-348.