一、中文部份
王勇、陳萬明（2013），真誠領導感知、心理資本與工作嵌入關係研究，華東經濟管理，27（5），123-127。
宋萌、楊崇耀、唐中君（2015），真誠型領導對員工主觀幸福感的影響：基於社會學習理論的解釋。中南大學學報 （社會科學版），5，146-153。
李茂林、李秋楓、孔茗（2018），真誠領導力: 緩解新生代員工的職場“七年之癢”。現代經濟信息，2，100-101。
李婷婷、賈林祥（2019），青少年學生心理賦權現狀研究－以徐州市為例。陝西行政學院學報 ，33（1），122-128。
張光曦、許勤、陳道（2019），社會比較與親組織不道德行為：社會比較理論的多層次視角。應用心理學, 26（1），30-38。
許綉青（2008），實施利益分享制度對心理賦權感及工作滿意之影響。國立中央大學人力資源管理研究所碩士論文。郭建志、蘇嫚、張守中（2014），個人-組織的雇用關係:負向認同與職場偏差行為之研究。中華心理學刊，56（1），31-47。
陳世寶（2008），轉型領導與組織公民行為：心理賦權之中介效果與自我效能之干擾效果-以某分布全國之警政單位為例。國立屏東科技大學高階經營管理碩士學位論文。
陳惠芳、陳怡菁（2006），工作特性變動與心理賦權對組織承諾之影響研究-以民營化中之公營事業為例。人力資源管理學報，6（2），49-69。
陶厚永、胡文芳（2015），社會比較交換關係對新生代員工職業成功的影響研究。管理學報，12（12），1764-1772。
曾筱珍（2009），轉換型領導與創新工作行為之關聯：以心理賦權為中介效果，元智大學領導研究所碩士論文。楊曉、師萍、譚樂（2015），領導成員交換社會比較，內部人身份認知與工作績效：領導-成員交換關係差異的作用。南開管理評論，18（4），26- 35。
趙鵬、劉曉冰（2015），知識型團隊領導-成員交換關系差異對工作嵌入的影響：成員公平感的中介效應。科技與管理，17(5)，115-120。
劉冰、齊蕾、徐璐（2017），棍棒之下出“孝子”嗎—員工職場偏差行為研究。南開管理評論，20（3），182-192。
劉馨蔚（2016），真誠領導的研究綜述。現代商業，8，112-113。
鄭清揚（2011），心理賦權與職場偏差行為之研究。多國籍企業管理評論，5（2）， 59-77。
鄭曉旭、陳嬌、駱瑒、孟慧（2019），社會自我效能感與工作倦怠的關係：社會交換視角下有調節的中介模型。心理科學，42（2），350-357。
謝衡曉（2007），誠信領導的內容結構及其相關研究，暨南國際大學經濟與貿易學院博士論文。
鍾燕宜、謝岱紋、蘇文凱（2015），以負向情緒的中介效果探討不適應性完全主義對職場偏差行為的影響。管理實務與理論研究，9（2），1-19。
簡琬蓓（2012），管理教練技能對職場個人學習之影響：以心理賦能為中介變項，國立中央大學人力資源管理研究所碩士論文。蘇浤毅（2008），職場友誼對職場偏差行為的影響：以工作滿意為中介變項，國立台中技術學院事業經營研究所碩士論文。Chien, C. J., Cheng, B. S., & Lien, Y. H.（2019）。真誠崇拜或真誠感染﹖真誠領導的雙路徑模式。中華心理學刊，61（1），1-23。
Dalton, J. H., Elias, M. J., & Wandersman, A. （2010）。社區心理學（第二版）：Community psychology linking individuals and communities. 北京市：中國人民大學出版社。
二、英文部份
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