一、中文
行政院公共工程委員會(2017).工程產業全球化推動方案(政策白皮書)
吳秉恩、黃良志,人力資源管理:理論與實務(二版),華泰文化
李隆盛, & 黃同圳. (2000). 人力資源發展. 台北: 師大書苑.
李義昭.(2012).「人力資源管理、組織效能與組織變革之關係探討」,中華管理評論國際學報,15卷1期:1~16頁。
周佩萱. (1993). 試析我國中小企業轉型困境.
周佳欣. (1997). 台灣中小企業策略性轉型之研究. 未出版之碩士論文, 私立東吳大學企管研究所, 台北市.周萍芬、蔡亞純.(2004).「企業對員工薪資管理制度之影響–個案公司為例」,遠東學報,21卷1期:1~6頁。
周瑛琪,人力資源管理:跨時代領航觀點,全華圖書股份有限公司
林文政、陳慧娟、王湧水,薪資制度與管理,國立空中大學
孫本初, & 傅岳邦. (2010). 策略性人力資源的管理與發展. 國家文官學院 T&D 飛訊.
徐聯恩. (1996). 企業變革系列研究. 華泰書局發行.
陳明璋. (1990). 企業贏的策略: 掌握成功的四項關鍵: 經理人, 接棒, 轉型, 創新.
詹中原.(2007).「組織變革之因應」,國家政策研究基金會
管倖生、阮綠茵等.(2006).設計研究方法,全華圖書股份有限公司
劉宜真、劉念琪,利益分享制度之推行—引用 Bolman & Deal 組織變革觀點
諸承明、戚樹誠、李長貴.(1998).我國大型企業薪資設計現況及其成效之研究-以「薪資設計四要素模式」為分析架構,輔仁管理評論,5卷1期:97-116頁。
賴進林. (2001). 我國中小企業轉型的個案研究, 國立中山大學人力資源管理研究所碩士論文.薛良田. (2011). 中小型工程製造業轉型策略分析-以 A 公司為例(Doctoral dissertation, 撰者).
謝安田. (1992). 企業管理. 台北: 五南圖書出版公司.
江綿綿.(2017). 影響台灣中小企業第二代經營關鍵成功因素之探討-企業轉型觀點
盧永昌.(2008). 企業轉型策略之研究-以勝華收購瀚宇彩晶生產線為例
二、英文
Arthur,J. B. (1992) The link between business strategy and industrial relations systems in American steel minimills. lndustrial and Lαhor Relations Revie 45:488-506.
Baird L.,&Meshoulam, I. (1998). Managing two fits of strategic human resource management. Academy of Management Review 13: 116-128.
Barney, J.(1991). Firm resources and sustained competitive advantage. Journal of Management. 17:99-120.
Boxall, P. & Purcell, J. (2003). Strategy and Human Resource Management. Basingstoke and New York: Palgrave Macrnillan.
Brown,S. T. & Duguid,P.(1991).0rganisational Learning and Cornmunities-of ---Practice: Toward a unified view of working,learning,and innovation. Organizational Science,2(1): 40-57.
Conner K. R. (1991). A historical perspective of resource sed theory and five schools of thought within industrial organization economics: Do we need a new theory ofthe firm? Journal of Management 17:121-154.
Cowherd, D. M. & Levine D. I. (1992). Product quality and pay equity between lower-level employees and top management:an investigation of distributive justice theory. Administrative Science Quarterly, 37:302-320.
Delery,J.E. &Doty, D. H. (1996). Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic Contingency and Configurational Performance Predictions. Academy ofManagement Journal 39 (4): 802-835.
Greer, C. R. (1995). Strategy and human resources: A general managerial perspective. Prentice Hall.
Guest D. E. & Hoqu, K.(1994). The good, the bad and the ugly: Human resource management in New Non-union establishments. Human Resource Management Journal 5(1): 1-14.
Guest D.E. (1995). Human resource management and performance: a review and research agenda. The International Journal of Humαn Resource Management 5: May267-299.
Husefid,M. K. (1995). The impact of human resource management practices on turnover productivity, and corporate fmancial performance. Academy of Management Journ38 (3): 635-672.
Jackson S. E. & Schuler R. S. (1995). Understanding human resource management in the context of organizations and their environments. Annual Review of Psychology. 46,237-264.
Kilmann, R. H., & Covin, T. J. E. (1988). Corporate transformation: Revitalizing organizations for a competitive world. Jossey-Bass.
Lengnick-Hall, C. A., & Lengnick-Hall, M. L. (1988). Strategic human resources management: A review of the literature and a proposed typology. Academy of management Review, 13(3), 454-470.
Levy, A., & Merry, U. (1988). Organizational transformation: revitalizing organization for a competitive world. Jessey-Bass Inc.
MacDuffie J. P. (1995). Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the wor1d auto industry. Industrial and Labor Relations Review 48: 197-221.
Marchington, M. & Grugulis, I. (2000). ‘Best practice'' human resource management: Perfect opportunity or dangerous illusion? International Journal of Human Resource Management, 11(6): 1104-1124.
Miles R. E. & Snow C. C. (1978). Organizational Strαtegy, Structure and Process.New York: McGraw-Hill.
Milkovic,G. T., Gerhart B. & Hannon, J. (1991). The effects ofresearch and development intensity on managerial compensation in large organizations. Journal of High Technology Management Research 2:133-150.
Olian,J. D. & Rynes S. L. (1984). Organizational staffmg: integrating practice with strategy. Industrial Relations,23: 170-183.
Pfeffer J. (1998). The Humαn Equation: Building Profits by Putting People First. Boston : Harvard Business School Press
Pfeffer , J. (1994). Competitive Advantage Through People Boston Mass: Harvard Business School Press.
Porter M. E. (1985). Competitive Advantages: Creating and Sustα,ining Superior Performance.New York: The Free Press.
Schuler , R. & Jackso, S. (1987). Linking competitive strategies and human resource management practices. Academy of Management Executive 1(3): 207-219.
Shaheen,G. T. (1994). Approach to transforrnation. Chief Executive March: 2-5.
Slocum,J. W., Cron W. L ., Hansen R. W. & Rawlings , S. (1985). Business strategy and the management of plateaued employees. Academy of Management Journal 28:133-154.
Snell S. A. & Dean Jr. J.W. (1992). Integrated Manufacturing and Human Resource Management: A Human Capital Perspective. Academy of Management Journal 35:467-504.
Snell S. A. Youndt M. A&.,Wright P. M. (1996). Establishing a framework for research in strategic human resource management: merging resource theory and organizational learning. Personnel and Human Resources Management 14,61-90.
Sonnefel,J. A. & Peiperl M. A. (1988). Staffing policy as a strategic response: A typology of caeeer systems. Academy of Management Review, 13(4): 588-600.
Ulrich, D., & Lake, D.(1990). Organizational capability: Competing from the inside out. New York: Wiley.
Wernerfelt, B. (1984). A resource‐based view of the firm. Strategic management journal, 5: 171-181.
Wright P. M., Dunford,B.B. & Snell S. (2001). Human resources and the resource-based view of the firrn. Journal of Management 21(4): 701-721.
Wright P. M.,McMahan G. C. & McWilliams A. (1994). Human resources and sustained competitive advantage: a resource-based perspective. International Journal of Human Resource Management,5(2): 299-324.
Wright, P. M. & Mc Mahan, G. C. (1992). Theoretical Perspectives for Strategic Human Resource Management. Journal of Management 18(2): 295-320.
Youndt, M. A., Snell, S. A., Dean Jr, J. W., & Lepak, D. P. (1996). Human resource management, manufacturing strategy, and firm performance. Academy of management Journal, 39(4), 836-8
三、網路
工業技術研院,2018,市場產業情報,https://www.itri.org.tw/chi/Content/NewsLetter/contents.aspx?SiteID=1&MmmID=5000&MSID=777752257610473633
中華經濟研究院WTO電子報,2009,初探我國營建服務業國際化之發展,http://web.wtocenter.org.tw/file/newsletter/OrderNewsletter/wtoepaper/article185.htm
台灣鋼鐵業之產業分析-以燁興鋼鐵為例,http://www.feu.edu.tw/adms/aao/aao95/jfeu/21/210311.pdf
石化業定義與範疇,https://www.pipo.org.tw/about/
研究方法-訪談法 Interview Method,2008, https://chuvali.tian.yam.com/posts/18350653
產業經濟統計簡訊, https://www.moea.gov.tw/Mns/dos/bulletin/Bulletin.aspx?kind=9&html=1&menu_id=18808&bull_id=3224
新南向「公共工程」潛力領域工作計畫,行政院公共工程委員會,https://www.newsouthboundpolicy.tw/Content/upload/editor/otherfiles/公共工程.pdf
管理知識中心,激勵性薪資制度之設計,https://mymkc.com/article/content/21368
臺灣煉油石化工業發展與未來展望, http://www.cie.org.tw/khc/magaz100Y/9--臺灣煉油石化工業發展與展望.pdf
薪資制度與管理, http://www106.nou.edu.tw/~dpa/400313.pdf