一、中文部分
王輝、李曉軒與羅勝強（2003）。任務續效輿情境績效兩因素績效模型的驗證。中國管理科學，11（4），79-84。
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高日光（2009）。破壞性領導會是組織的害群之馬嗎？中國組織情境的破壞性領導行為研究。管理世界，9，124-132，147。
許順旺與呂佳蓉（2009）。國際觀光旅館餐飲部門服務氣候、服務導向公民行為與工作績效之相關研究。2009餐旅管理與產業發展國際學術研討會，302-318。台北：輔仁大學餐旅管理學系。
許含笑、黃欣怡、林鉦棽與彭台光（2015）。好員工，你累了嗎？從資源保存觀點探討不同本質角色外行為及調節焦點特質對情緒耗竭之影響。組織與管理，8（1），41-76。彭台光、高月慈與林鉦棽（2006）。管理研究中的共同方法變異：問題本質、影響、測試與補救。管理學報，23（1），77-98。
羅人林（2003）。中小型醫院員工情緒勞務負荷與顧客導向行為關係之研究─以自我監控、內部行銷為干擾變項。國立中山大學人力資源管理研究所碩士論文，未出版，高雄。鄭伯壎（1995）。差序格局與華人組織行為。本土心理學研究，3，142-219。韓貴香與李美枝（2008）。捨近求遠的求助模式：「面子威脅」對華人選擇求助對象的影響。中華心理學刊，50（1），31-48。
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