中文文獻
丁姵元 審閱 郭思妤、蔡卓芬 編譯 (2012)，組織行為 (Robbins, S. P. and Judge, T. A., 2011)，普林思頓國際有限公司。
方妙玲，(2007)，「倫理領導、信任、個人需求實現對組織承諾的影響」，企業管理學報，第74期，1-40。.王郁婷，(2010)，「組織承諾與其影響因素之關聯性研究-以祖織氣候為中介變數」，國立高雄應用科技大學企業管理系碩士在職專班未出版論文。
江達隆，(2004)，「工作滿足感、組織承諾與個人-組織契合度對組織不當行為之影響研究」，大葉大學國際企業管理學系未出版碩士論文。吳成豐，(1995)，「不同組織主管價值型態的差異及其決策時影響道德的考量因素之研究」，台大管理論叢，第6卷2期，135-157。
吳成豐，(2010) ，企業倫理的實踐，台北縣：前程企管。
李湟漳，(2009)，「個人組織適配、個人工作適配對組織承諾、工作滿意度、離職傾向之研究-以中部製造某集團為例」，國立中山大學高階經理人未出版碩士論文。
林虹瑤，(2015)，「組織公平對離職傾向之影響 : 以組織承諾與組織認同為中介」，國立臺北大學企業管理學系未出版碩士論文。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，13(2)，87-108。洪春吉，（1999），「台灣地區中美日資企業之企業文化與領導行為關係比較」，屏東科技大學學報，第8卷2期，157-172。
張嘉真，(2005)，「內部行銷企業文化對工作績效之結構話模式分析─以組織承諾與工作滿足為中介變數」，南台科技大學行銷育流通管理系碩士論文。莊璦嘉、林惠彥，（2005），「個人環境適配對工作態度與行為之影響」，台灣管理學刊，第5卷1期，123-148。
莊瑷嘉、蘇弘文，(2005)，「主觀適配的特質環境前因與工作態度後果之探討」，人力資源管理學報，第5卷1期，1-27。
黃婉婷， (2004)，「倫理領導的內涵及其在學校行政的應用」，人文計社會科學教育通訊，第15卷2期，104-122。
英文文獻
Adams, J. S., (1965), “Inequity in Social Exchange”, in Berkowitz, L. (ed.), Advances in Experimental Social Psychology, Ney Yorl: Academic Press, 267-299.
Angela J. Xu, L. Raymond, and Y. N. Hang, (2016), “Ethical Leadership Behavior and Employee Justice Perceptions: The Mediating Role of Trust in Organization”, J Bus Ethics, 134, 493-504.
Adkins, C. L., C. J. Russell, and J. D. Werbel, (1994), “Judgments of fit in the Selection Process: The Role of Work Value Congruence”, Personnel Psychology, 47, 605-623.
Ambrose, M. L. and M. Schminke, (2003), “Organization Structure as a Moderator of the Relationship between Procedural Justice, Interactional Justice, Perceived Organizational Support, and Supervisory Trust”, J Appl Psychol, 88(2), 295-305.
Ambrose, M. L. and M. Schminke, (2009), “The Role of Overall Justice Judgments in Organizational Justice Research: A Test of Mediation”, Journal of Applied Psychology, 94(2), 491–500.
Anderson, J. C. and D. W. Gerbing, (1988), “Structural Equation Modeling in Practice: A Review and Recommended Two - Step Approach”, Psychological Bulletin, 103, 411-423.
Angelidis, J. and A. I. Nabil, (2011), “The Impact of Emotional Intelligence on the Ethical Judgment of Managers”, Journal of Business Ethics, 99(1), 111-119.
Angle, H. L. and J. L. Perry, (1981), “An Empirical Assessment of Organizational Commitment and Organizational Effectiveness”, Administrative Science Quartly, 26, 1-14.
Autry, C. W. and P .J. Daugherty, (2003), “Warehouse Operation Employees: Linking Person-Organization Fit, Job Satisfaction and Coping Response”, Journal of Business Logistic, 24(1), 171-197
Bagozzi, R. P. and Y. Yi, (1988), “On the Evaluation of Structural Equation Models”, Academic of Marketiong Science, 16(1), 76-94.
Bass, B. M. and P. Steidlmeier, (1999), “Ethics, Character and Authentic Transformational Leadership Behavior”, The Leadership Quarterly, 10(2), 181-217.
Bernard, M. and P. Steidlmeier, (1999), “Ethics, Character and Authentic Transformational Leadership Behavior”, Leadership Quarterly, 10(2), 181-217.
Becker, H. S., (1960), “Notes on the Concept of Commitment”, Americon Journal of Society, 66(1), 32-40.
Bies, R. J. and J. F. Moag, (1986), “Interactional Justice: Communication Criteria of Fairness”, in Lewick, R. J., Sheppard, B. H. and Bazerman, M. H. (ed.), Research on Negotiations in Organizations, Greenwich, CT: JAI Press, 42-55.
Blau, G. J. and K. B. Boal, (1987), “Conceptualizing How Job Involvement and Organizational Commitment Affect Turnover and Absenteeism”, Academy of Management Journal, 12, 288-300.
Bowen, D. E., G. E. Ledford, and B. R. Nathan, (1991), “Hiring for the Organization, Not the Job”, The Executive, 5(4), 35-51.
Bretz Jr., R. D., S. L. Rynes, and B. Gerhart, (1993), “Recruiter Perceptions of Applicant Fit: Implications for Individual Career Preparation and Job Search Behavior”, Journal of Vocational Behavior, 43, 310-327.
Bretz, R. D., R. A. Ash, and G. F. Dreher, (1989), “Do People Make the Place? An Examination of the Attraction-Selection-Attrition Hypothesis”, Personnel Psychology, 42(3), 561-581.
Brkich, M., D. Jeffs, and S. A. Carless, (2002), “A Global Self-report Measure of Person-Job Fit”, European Journal of Psychological Assessment, 18, 43-51.
Brockner, J. and P. Siegel, (1996), “Understanding the Interaction Between Procedural and Distributive Justice”, in Kramer, R. M. and Tyler, T. R. (ed.), Trust in Organizations：Frontiers of Theory and Research, Thousand Oaks, CA: Sage Publications, 331-356.
Brown, N. E. and M. S. Mitchell, (2010), “Ethical and Unethical Leadership”, Exploring New Avenues for Future Research, 20(4), 583-616.
Brown, M. E. and L. K. Trevin˜o, (2006), “Ethical Leadership: A Review and Future Directions”, The Leadership Quarterly, 17(6), 595-616.
Brown, M. E., L. K. Trevin˜o, and D. A. Harrison, (2005), “Ethical Leadership: A Social Learning Perspective for Construct Development and Testing”, Organizational Behavior and Human Decision Processes, 97(2), 117-134.
Buchanan, A. and M. Norko, (2011), The Psychiatric Report: Principles and Practice of Forensic Writing, Cambridge University Press: Cambridge: Cambridge, 178.
Cable, D. M. and T. A. Judge, (1996), “Person-organization Fit, Job Choice Decision, and Organization Entry”, Organizational Behavior and Human Decision Process, 67, 294-311.
Cable, D. M. and D. S. DeRue, (2002), “The Convergent and Discriminant Validity of Subjective Fit Perceptions”, Journal of Applied Psychology, 87, 875-884.
Cable, D. and T. A. Judge, (1994), “Pay Preferences and Job Search Decisions: A Person-Organization Fit Perspective”, Personnel Psychology, 47, 317-348.
Cable, D. M. and T. A. Judge, (1997), “Interviewers' Perceptions of Person–Organization Fit and Organizational Selection Decisions”, Journal of Applied psychology, 82(4), 546.
Chatman, J., (1989), “Improving Interactional Organizational Research: A Model of Person-Organization Fit”, Academy of Management Review, 14, 333-349.
Chen, C. Y., C. H. Yen, and F. C. Tsai, (2014), “Job Crafting and Job Engagement: The Mediating Role of Person-Job Fit”, International Journal of Hospitality Management 37, 21-28 ·
Chuang, A., (2001), “The Perceived Importance of Person-Job Fit and Person-Organization Fit Between and Within Interview Stages”, Doctoral Dissertation, University of Minnesota, Minnepolis.
Chuang, A. (2001). The perceived importance of person-job fit and person-organization fit between and within interview stages. Doctoral dissertation, University of Minnesota, Minneapolis.
Colquit, J. A., D. E. Conlon, M. J. Wesson, C. O. L. H. Porter, and N. K. Yee, (2001), “Hustice at the Millennium: A Meta-analysis Review of 25 Years of Organizational Justice Research”, Journal of Applied Psychology, 83, 425-445.
Colquitt, J. A., (2001), “On the Dimensionality of Organizational Justice: A Construct Validation of a Measure”, Journal of Applied Psychology, 83, 386-400.
Coppola, D. L. (1998), Moral Leadership: A Proposed Theory Illustrated by Select Catholic Secondary School Principals, AAT: Fordham University.
Cooke, R. A. and D. M. Rousseau, (1988), “Behavioral Norms and Expectations: A Quantitative Approach to the Assessment of Organizational Culture”, Group and Organization Studies, 13, 245-273.
Cooper, T. L. (1990), The Responsible Administrator: An Approach to Ethics for the Administrative Role (3rd ed.), San Francisco: Jossey-Bass.
Coyle-Shapiro, J. A-M. and L. M. Shore, (2007), “The Employee–Organization Relationship: Where Do We Go from Here? ”, Human resource management review 17(2), 166-179.
Cropanzano, R. and J. Greenberg, (1997), “Progress in Organizational Justice: Tunneling Through the Maze”, in Cooper, C. and Roberson, I. T. (ed.), International Review of Iindustrial and Organizational Psychology, New York: Wiley, 312-372.
Demirtas, O., (2015), “Ethical Leadership Influence at Organizations: Evidence from the Field”, Journal of Business Ethics, 126(2), 273-284.
Edwards, J. R., (1991), “Person-job Fit: A Conceptual Integration, Literature Review, and Methodological Critique”, in Cooper, C. L. and Robertson, I. T. (ed), International Review of Industrial and Organizational Psychology, New York: Wiley, 283-357.
Edwards, J. R., (1996), “An Examination of Competing Versions of the Person-Environment Fit Approach to Stress”, Academy of Management Journal, 39, 292-339.
Emery, C. R. and K. J. Barker, (2007), “The Effect of Transactional and Transformational Leadership Styles on the Organizational Commitment and Job Satisfaction of Customer Contact Personnel”, Journal of Organizational Culture, Communications and Conflict, 11(1), 77-90.
Epstein, R., (1983), “Resurgence of Previously Reinforced Behavior During Extinction”, Behavior Analysis Letters, 3, 391-397.
Folger, R. and M. A. Konovsky, (1989), “Effects of Procedural and Distributive Justice on Reactions to Pay Raise Decisions”, The Academy of Management Journal, 32(1), 115-130.
Folger, R. and J. Greenberg, (1985), “Procedural Justice: An Interpretive Analysis of Personnel Systems”, Personnel and Human Resources Management, 13, 141-183.
Fortin, M. (2008), “Perspectives on Organizational Justice: Concept Clarification, Social Context Integration, Time and Links with Morality”, International Journal of Management Reviews, 10(2), 93–193.
Fornell, C. and D. Larcker, (1981), “Evaluating Structural Equation Models with Observable Variables and Measurement Error”, Journal of Marketing Research, 28, 39-50.
Frisch, C. and M. Huppernbauer, (2014), “New Insights into Ethical Leadership: A Qualitative Investigation of the Experiences of Executive Ethical Leaders”, Journal of Business Ethics, 123(1), 23-43.
Greenberg, J., (1987), “A Tazonomy of Organizational Justice Theories”, Academy of Management Review, 12, 9-22.
Greenberg, J., (1990), “Employee Theft as a Reaction to Underpayment Inequity: The Hidden Cost of Pay Cuts”, Journal of Applied Psychology, 75, 561-568.
Greenberg, J., (1993), “The Intellectual Adolescence of Organizational Justice: You’ve Come a Long Way, Maybe”, Social Justice Research, 6(1), 135-148.
Greenberg, J. (2011). Behavior in organizations (10th ed.), UK: Pearson.
Greguras, G. J. and J. M. Diefendorff, (2009), “Different Fits Satisfy Sifferent Needs: Linking Person-environment Fit to Employee Commitment and Performance Using Self-determination Theory”, Journal of Applied Psychology, 94(2), 465-477.
Hair, J. F., R. E. Anderson, R. L. Tatham, and W. C. Black, (1998), Multivariate Data Anlysis, 5th ed., NY : Prentice-Hall International, 102-113.
Harris, S. G. and K. W. Mossholder, (1996), “The Affective Implications of Perceived Congruence with Culture Dimensions During Organizational Transformation”, Journal of Management, 22, 527-547.
Harrison, R. (1972), “Understanding Your Organization's Character”, Harvard Business Review, 4, 119-28.
Hassan, S. and M. U. Hassan, (2015). “Testing the Mediating Role of Perceived Organizational Support Between Leadership Styles, Organizational Justice and Employees' Behavioral Outcomes”, Pakistan Journal of Commerce and Social Sciences, 9(1), 131-158.
Hecht, T. and N. Allen, (2005), “Exploring Links Between Polychronicity and Well-being from the Perspective of Person–job Fit: Does It Matter If You Prefer to Do Only One Thing at a Time?”, Article in Organizational Behavior and Human Decision Processes, 98(2), 155-178 ·
Holland, J. L., (1973), Making Vocational Choices: A Theory of Careers, Englewood Cliffs, NJ: Prentice Hall.
Hudson, J., (1997), “Ethical Leadership: The Soul of Poliey Making”, Journal of School Leadership, 7(5), 506-520.
Hrebiniak, L. G. and J. A. Alutto, (1972), “Personal and Role-Related Factors in the Development of Organizational Commitment”, Administrative Science Quarterly, 17, 555-573.
Ilies, R., J. D. Nahrgang, and F. P. Morgeson, (2007), “Leader–member Exchange and Citizenship Behaviors: A Meta-analysis”, Journal of Applied Psychology, 92(1), 269-277.
Iqbal, Q., (2016), “Job-Crafting and Organizational Commitment: Person-Job Fit as Moderator in Banking Sector of Pakistan”, International Journal of Management, Accounting and Economics, 3(12), 837-851.
Jõreskog, K. and D. Sõrbom, (1993), LISREL 8, A Guide to the Program and Application, Chicago, Chicago: SPSS INC.
Judge, T. A. and R. D. Bretz, (1992), “The Effects of Work Values on Job Choice Decisions”, Journal of Applied Psychology, 77, 261-271.
Kalshoven, K., D. N. Hartog, and A. H. B. Hoogh, (2011), “Ethical Leadership at Work Questionnaire: Development and Validation of a Multidimensional Measure”, Leadership Quarterly, 22(1), 51-69.
Kernan, M. C. and P. J. Hanges, (2002), “Survivor Reactions to Reorganization: Antecedents and Consequences of Procedural, Interpersonal and Information Justice”, Journal of Applied Psychology, 87(5), 916-928.
Konovsky, M. A., S. D. Pugh, (1994), “Citizenship Behavior and Social Exchange”, Academy of Management Journal, 37(3), 656-669.
Kristof, A. L., (1996), “Person-organization Fit: An Integrative Review of Its Conceptualizations, Measurement, and Implications”, Personnel Psychology, 49(1), 1-49.
Kristof-Brow, A. L., R. D. Zimmerman, and E. C. Johnson, (2005), “Consequences of Individuals’ Fit at Work: A Meta-analysis of Person-job, Person-organization, Person-Grop, and Person-supervisor Fit”, Personnel Psychology, 58, 281-342.
Kulik, C. T., G. R. Oldham, and J. R. Hackman, (1987), “Work design as an Approach to Person-environment Fit”, Joutnal of Vocational Behavior, 31, 278-296.
Laurie, L. B., A. H. Christine and K. W. Sally, (2009), “A Path Model Examining the Relations Among Strategic Performance Measurement System Characteristics, Organizational Justice, and Extra- and In-role Performance”, Accounting, Organizations and Society, 34(3), 305–321.
Leventhal, G. S., (1980), “What Should be Done with Equity Theory? New Approaches to the Study of Fairness in Social Relationship”, in Gergen, K. J., Greenberg, M. S. and Willis, R. H. (ed.), Social Exchange: Advances in Theory and Research, Springer, Boston, MA, 27-55.
Lin, C. P., W. T. Hung, and C. K. Chiu, (2008), “Being Good Citizens: Understanding a Mediating Mechanism of Organizational Commitment and Social Network Ties in OCBs”, Journal of Business Ethics, 81(3), 561-578.
Mayer, D. M., K. Aquino, R. L. Greenbaum, and M. Kuenzi, (2012), “Who Displays Ethical Leadership, and Why Does It Matter? An Examination of Antecedents and Consequences of Ethical Leadership”, Academy of Management Journal, 55(1), 151-171.
Meyer, J. P. and N. J. Allen, (1991), “A Three-Component Conceptualization of Organizational Commitment”, Human Resource Management Review, 1(1), 61-98.
Meyer, J. P. and N. J. Allen, (1997), Commitment in the Workplace: Theory, Research and Application, CA: Sage, 1-150.
Mischel, W. (1968), Personality and Assessment, New York: Wiley.
Morgan, R. M., (1994), “The Commitment-Trust Theory of Relationship Marketing”, Journal of Marketing, 58(3), 20-38
Morris, L. H. and J. D. Sherman, (1981), “Generalizability of an Organizational Commitmentmodel”, Academy of Management Journal, 24, 512-526.
Mowday R. T., L. M. Porter, and R. M. Steers, (1979), “The Measurement of Organizational Commitment”, Journal of Vocational Behavior, 14, 224-247.
Mowday R. T., L. M. Porter, and R. M. Steers, (1982), Employee-Organization Linkage: The Psychology of Commitment, Absenteeism, and Turnover, New York, Academic Press.
Mulaik S. A., L. R. James, J. Van Alstine, N. Bennett, S. Lind, and C. D. Stilwell, (1989), “Evaluation of Goodness-of Fit Indices for Structural Equation Models”, Psychological Bulletin, 105(3), 430-445.
Neubert, M. J., C. Wu, and J. A. Roberts, (2013), “The Influence of Ethical Leadership and Regulatory Focus on Employee Outcomes”, Business Ethics Quarterly, 23(2), 269-296.
Niehoff, B. P. and R. H. Moorman, (1993), “Justice as a Mediator of the Relationship Between Methods of Monitoring and Organizational Citizenship Behavior”, Academy of Management Journal, 36(3), 527-556.
NNunnally, J. C., (1978), Psychometric Theory, 1st ed., NY: Mcgraw-Hill, 435-526.
O’Reilly, C., (1989), “Corporations, Culture, and Commitment: Motivation and Social Control in Organizations”, California Management Review, 31(4), 9-25.
Ozgur, D. and A. A. Akdogan, (2015), “The Effect of Ethical Leadership Behavior on Ethical Climate, Turnover Intention, and Affective Commitment”, Journal of Business Ethics, 130 (1), 59-67.
Porter, L. W. and F. J. Smith, (1970), “The Etiology of Organizational Commitment”, Working Parper, University of California, Irvine.
Porter, L. W., R. M. Steers, R. T. Mowday, and P. V. Boulian, (1974), “Organizational Commitment, Job Satisfaction and Turnover among Psychiatric Technicians”, Journal of Applied Psychology, 59(5), 603-609.
Rhoades, L., R. Eisenberger, and S. Armeli, (2001), “Affective Commitment to the Organization: The Contribution of Perceived Organizational Support”, Journal of Applied Psychology, 86(5), 825-836.
Robbins, S. P. and T. A. Judge, (2001), Organizational Behavior, 9th, ed., New Jersey: Prentice-Hall.
Robbins, S. P. and T. A. Judge, (2012), Essentials of Organizational Behavior, 11th, ed., New Jersey: Prentice Hall.
Roch, S. G. and L. R. Shanock, (2006), “Organizational Justice in an Exchange Framework: Clarifying Organizational Justice Distinctions”, Journal of Management, 32(2), 299-322.
Rupp, D. E. and R. Cropanzano, (2002). “The Mediating Effects of Social Exchange Relationship in Predieting Workplace Outcomes from Multifoci Organizational Justice”, Organizational Behavior and Human Decision Processes, 89, 925-946.
Rynes, A. L. and B. Gerhart, (1990), “Interviewer Assessments of Applicant Fit: An Exploratory Investigation”, Personnel Psychology, 43, 13-35.
Saks, A. M. and B. E. Ashforth, (1997), “A longitudinal Investigation of the Relationships Between Job Information Sources, Applicant Perceptions of Fit, and Work Outcomes”, Personnel Psychology, 50(2), 395-426.
Schneider, B., (1987), “The People Make the Place”, Personnel Psychology, 40, 437-453.
Sekiguchi, T., (2004), “Person-Organization Fit and Person-Job Fit in Employee Selection: A Review of the Literature”, Osaka Keidai Ronshu, 54(6), 179-196.
Shah, S., M. Waqas, and R. Saleem, (2012), “Organizational Justice and Job Satisfaction: The Mediating Role of Trust in Supervisor”, International Journal of Human Sciences, 9(1), 672-721
Sheldon, M. E. (1971), “Investments and Involvements as Mechanisms Producing Commitment to the Organization”, Administrative Science Quarterly, 16 (2), 143-150.
Steensma, H. and E. Visser, (2007), “Procedural Justice and Supervisors’ Personal Power Bases: Effects on Employees’ Perceptions of Performance Appraisal Sessions, Commitment, and Motivation”, Journal of Collective Negotiatins, 31(2), 101-118.
Steers, R. M. (1977), “Antecedents and Outcomes of Organizational Commitment”, Administrative Science Quarterly, 3(1), 46-56.
Taylor, F. W. (1911), The Principles of Scientific Management, New York, NY, USA and London, UK: Harper and Brothers.
Tekleab, A. G., R. Takeuchi, and M. S. Taylor, (2005), “Extending the Chain of Relationships Among Organizational Justice, Social Exchange, and Employee Reactions: The Role of Contract Violations”, Academy of Management Journal, 48, 146-57.
Thibaut, J. W. and L. Walker, (1975), Procedural Justice: A Psychological Analysis, New Jersey: Lawrence Erlbaum.
Tom, V. R., (1971), “The Role of Personality and Organizational Images in the Recruiting Process”, Organizational Behavior and Human Performance, 6, 573-592.
Trevin˜o, L. K., L. P. Hartman, and M. Brown, (2000), “Moral Person and Moral Manager: How Executives Develop a Reputation for Ethical Leadership”, California Management Review, 42, 128-142.
Trevin˜o, L. K., M. Brown, and L. P. Hartman, (2003), “A Qualitative Investigation of Perceived Executive Ethical Leadership: Perceptions from Inside and Outside the Executive Suite”, Human Relations, 55, 5-37.
Trevin˜o , L. K., N. A. den Nieuwenboer, and J. J. Kish-Gephart, (2014), “ (Un)Ethical Behavior in Organizations”, Annual Review of Psychology, 65(1), 635-660.
Turban, D. B. and T. L. Keon, (1993), “Organizational Attractiveness: An Interactionist Perspective”, Journal of Applied Psychology, 78(2), 184-193 ·
Van Vianen, A. E. M., (2000), “Person-organization Fit: The Match Between Newcomers’ and Recruiters’ Preferences for Organizational Cultures”, Personnel Psychology, 53,113-149.
Vancouver, J. B. and N. W. Schmitt, (1991), “An Exploratory Examination of Person-Organization Fit: Organizational Goal Congruence”, Personnel Psychology, 44, 333-352.
Vancouver, J. B., R. E. Millsap, and A. Peter, (1994), “Multiple Lever Analysis Organizational Goal Congruence”, Journal of Applied Psychology, 79(5), 666-679.
Viela, B. B., J. A. V. Gonzalez, and P. F. Ferrin, (2008), “Person-Organizational Fit, OCB and Performance Appraisal: Evidence from Matched Supervisor-Salesperson Data Set in a Spanish Context”, Industrial Marketing Management, 37(8), 1005-1019.
Weiss, J. W., (1994), Business Ethics: A Managerial Stakeholder Approach, Belmont, CA, Wadsworth Publishing.
Werbel, J. D. and S. W. Gilliland, (1999), “Person–environment Fit in the Selection Process”, Research in Human Resources Management, 17, 209-243.
Whyte, W. H., (1956), The Organization Man, NY: Simon and Schuster.
Yukl, G. A., (2002), Leadership in Organizations, 5th ed., NJ: Prentice Hall.