一、中文部分
王雅倫（2010）。空服員之情緒智力、服務態度與退卻行為之相關研究。國立中山大學人力資源管理研究所碩士論文，未出版，高雄市。取自https://hdl.handle.net/11296/4vu7my吳宗祐、徐瑋伶、鄭伯壎（2002）。怒不可遏或忍氣吞聲：華人企業主管威權領導與部屬憤怒反應。本土心理學研究，18，3-49。
吳宗祐、鄭伯壎（2006）。難應付客戶頻次、知覺服務訓練效用兩者及情緒勞動與情緒耗竭之關係－「資源保存理論」的觀點。管理學報，23(5)，581-599。
李清燕（2009）。轉換型領導、主管部屬交換關係對退卻行為之影響－以知覺組織支持為調節變項。國立中正大學勞工所碩士論文，未出版，嘉義縣。 取自https://hdl.handle.net/11296/ys588h周君倚、陸洛（2016）。工作狂研究之回顧與前瞻。應用心理研究，(65)，61-127。
林月雲、陳怡靜（2009）。企業問卷填答意願之理論應用初探。組織與管理，2(1)，1-62。
林鉦棽、凌欣慧（2004）。雙重承諾理論系統下之生涯階段對員工組織退卻行為與組織公民行為的影響：以護理從業人員為例。朝陽商管評論，3(1)，19-54。
洪贊凱、卓明德、洪詩晴（2011）。主管知覺互動不正義、主管不當督導與部屬績效關係之研究－主管與部屬適配的干擾角色以及情緒耗竭的中介歷程。中原企管評論，9(3)，67-92。
胡昌亞、鄭瑩妮（2014）。不當督導研究回顧與前瞻。中華心理學刊，56(2)，191-214。
袁學倫（2005）內部對手的成長軌跡，經理人，134，36-39。
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。
陳彥丞（2018）。有這樣的老闆，真的很不幸！經理人大調查：6 成員工最痛恨一種主管。經理人月刊。取自https://www.managertoday.com.tw/articles/view/56477
陳莉玲（2017），從職場性別倫理談性別教學，育達科大學報，44，137-150。
潘涵筠（2010）。功高震主的權力分析：權力差距理論的驗證。國立臺灣大學心理學研究所碩士論文，未出版，台北市。 取自https://hdl.handle.net/11296/z433j9鄭仁偉、陳春希、袁梅玲、李姿瑩（2012）。不當督導、印象管理與退卻行為之研究－表層演出與深層演出的中介效果。輔仁管理評論，19(2)，1-27。
鍾苡紅（2017）。這5種領導行為的主管，千萬別跟！不幸遇到，找機會提離職吧。經理人月刊。取自https://www.managertoday.com.tw/articles/view/54978
羅建法（2005）。走出功高震主的怪圈，中國新時代，6，90-96。
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