臺灣博碩士論文加值系統

面對到同事不良行為的員工可能會導致該員工想要脫離該組織。本研究以此為基礎，提出了一個有調節的中介模型，首先想要探究此一關係的內在機制為何，亦即此關係是否會透過組織承諾這個中介變項起作用；再來本研究還希望能夠釐清，當主管的領導風格為轉換型領導時所帶來的調節效果，以及產生這種調節效果的內在機制。本研究以台灣地區的在職員工為研究對象，採問卷調查法收集數據，共取得有效樣本共396份，主要得出幾點研究發現：
（一）組織承諾在反生產行為與離職傾向間有顯著的中介作用，反生產行為會透過降低組織承諾來增加個體的離職傾向。
（二）轉換型領導對組織承諾與離職傾向間的關係有顯著的調節效果，主管為高轉換型領導的個體，組織承諾與離職傾向間的負向關係會更強。
（三）反生產行為透過組織承諾對離職傾向產生的間接效果也會受到轉換型領導的調節，當員工主管為高轉換型領導時，反生產行為透過組織承諾中介影響員工離職傾向的效果就越強。

An employee who is confronted with a colleague's misbehavior may cause the employee to want to leave the organization. This study proposes a mediation-moderation model of regulation based on this model. First, to investigate the internal mechanism of this positive influence, which means whether this positive influence works through the mediating variable of organizational commitment. Second, this study also hopes to clarify the regulation effect when the leadership style of supervisors is transformational leadership, and the internal mechanism of this regulation effect. In this study, a total of 396 valid samples were collected by questionnaire survey from employees in Taiwan, and several findings were obtained.
(1) Organizational commitment has a significant mediating effect between CWB and turnover intention, and CWB positively affects the turnover intention by reducing organizational commitment.
(2) Transformational leadership has a significant moderating effect on the relationship between organizational commitment and turnover intention, and the negative relationship between organizational commitment and propensity to leave is stronger when the employee's supervisor is a high transformational leader.
(3) The indirect effect of on turnover intention through organizational commitment is also moderated by transformational leadership, and the indirect effect of CWB mediated by organizational commitment on turnover intention is stronger when the employee's supervisor is a high transformational leader.

摘要 i
Abstract ii
目錄 iii
圖目錄 iv
表目錄 v
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與問題 4
第二章 文獻探討 5
第一節 反生產行為與離職傾向 5
第二節 反生產行為、組織承諾以及離職傾向 10
第三節 轉換型領導的調節效果 14
第三章 研究方法 17
第一節 研究架構 17
第二節 研究對象 18
第三節 研究程序 20
第四節 研究工具 21
第四章 研究結果 30
第一節 描述性統計結果與各變量之相關 30
第二節 主要研究結果 33
第五章 討論與建議 40
第一節 研究結果的意涵 40
第二節 理論與實務意涵 42
第三節 研究限制與未來研究建議 43
參考文獻 44

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。doi: 10.6129/CJP.20131114
唐永泰（2006）。轉換型領導、工作動機與員工創新行為的關係。人力資源管理學報，6(4)，47– 66。https://doi.org/10.6147/jhrm.2006.0604.03
曾信超、李元墩、康榮民（2008）。轉換型領導、工作滿足與組織承諾關係之研究：以調節焦點為中介變數。企業管理學報，78，84– 121。
Allen, T. D., & Rush, M. C. (1998). The effects of organizational citizenship behavior on performance judgments: A field study and a laboratory experiment. Journal of Applied Psychology, 83(2), 247-260. https://doi.org/10.1037/0021-9010.83.2.247
Aryee, S., Budhwar, P. S., & Chen, Z. X. (2002). Trust as a mediator of the relationship between organizational justice and work outcomes: test of a social exchange model. Journal of Organizational Behavior, 23(3), 267-285. https://doi.org/https://doi.org/10.1002/job.138
Ashkanasy, N. M., & Tse, B. (2000). Transformational leadership as management of emotion: A conceptual review. In Emotions in the workplace: Research, theory, and practice. (pp. 221-235). Quorum Books/Greenwood Publishing Group.
Barker, J. R. (1993). Tightening the Iron Cage: Concertive Control in Self-Managing Teams. Administrative Science Quarterly, 38(3), 408-437. https://doi.org/10.2307/2393374
Bass, B. M. (1985). Leadership and performance beyond expectations. Free Press.
Bass, B. M., & Avolio, B. J. (1997). Full Range Leadership Development: Manual for the Multifactor Leadership Questionnaire. Mind Garden. https://books.google.com.tw/books?id=qK1ypwAACAAJ
Batt, R., & Valcour, P. M. (2003). Human resources practices as predictors of work-family outcomes and employee turnover. Industrial Relations: A Journal of Economy & Society, 42(2), 189-220. https://doi.org/10.1111/1468-232X.00287
Baumeister, R. F., Bratslavsky, E., Finkenauer, C., & Vohs, K. D. (2001). Bad is Stronger than Good. Review of General Psychology, 5(4), 323-370. https://doi.org/10.1037/1089-2680.5.4.323
Behery, M., Abdallah, S., Parakandi, M., & Kukunuru, S. (2016). Psychological contracts and intention to leave with mediation effect of organizational commitment and employee satisfaction at times of recession. Review of International Business and Strategy, 26, 184-203. https://doi.org/10.1108/RIBS-01-2014-0013
Berry, C. M., Carpenter, N. C., & Barratt, C. L. (2012). Do other-reports of counterproductive work behavior provide an incremental contribution over self-reports? A meta-analytic comparison. J Appl Psychol, 97(3), 613-636. https://doi.org/10.1037/a0026739
Bishop, G. D. (1994). Health psychology: Integrating mind and body. Allyn & Bacon.
Blankertz, L. E., & Robinson, S. E. (1997). Turnover intentions of community mental health workers in psychosocial rehabilitation services. Community Mental Health Journal, 33(6), 517-529. https://doi.org/10.1023/A:1025000703487
Blau, P. M. (1964). Exchange and power in social life. J. Wiley.
Bordia, P., Restubog, S. L. D., & Tang, R. L. (2008). When employees strike back: Investigating mediating mechanisms between psychological contract breach and workplace deviance. Journal of Applied Psychology, 93(5), 1104-1117. https://doi.org/10.1037/0021-9010.93.5.1104
Brewer, C. S., & Nauenberg, E. (2003). Future intentions of registered nurses employed in the western New York labor market: relationships among demographic, economic, and attitudinal factors. Appl Nurs Res, 16(3), 144-155. https://doi.org/10.1016/s0897-1897(03)00046-6
Buchanan, B. (1974). Government Managers, Business Executives, and Organizational Commitment. Public Administration Review, 34(4), 339-347. https://doi.org/10.2307/975244
Chang, C.-H., & Lyons, B. J. (2012). Not all aggressions are created equal: A multifoci approach to workplace aggression. Journal of Occupational Health Psychology, 17(1), 79-92. https://doi.org/10.1037/a0026073
Chang, C. H., & Lyons, B. J. (2012). Not all aggressions are created equal: a multifoci approach to workplace aggression. J Occup Health Psychol, 17(1), 79-92. https://doi.org/10.1037/a0026073
Colquitt, J. A., & Rodell, J. B. (2011). Justice, trust, and trustworthiness: A longitudinal analysis integrating three theoretical perspectives. Academy of Management Journal, 54(6), 1183-1206. https://doi.org/10.5465/amj.2007.0572
Comer, D. R. (1991). Organizational Newcomers' Acquisition of Information from Peers. Management Communication Quarterly, 5(1), 64-89. https://doi.org/10.1177/0893318991005001004
Cotton, J. L., & Tuttle, J. M. (1986). Employee turnover: A meta-analysis and review with implications for research. The Academy of Management Review, 11(1), 55-70. https://doi.org/10.2307/258331
Cropanzano, R., Rupp, D., & Byrne, Z. (2003). The Relationship of Emotional Exhaustion to Job Performance Ratings and Organizational Citizenship Behavior. The Journal of applied psychology, 88, 160-169. https://doi.org/10.1037/0021-9010.88.1.160
Curphy, G. J., Gibson, F. W., Macomber, G., Calhoun, C. J., Wilbanks, L. A., & Burger, M. J. (1998). Situational factors affecting peer reporting intentions at the U.S. Air Force Academy: A scenario-based investigation. Military Psychology, 10(1), 27-43. https://doi.org/10.1207/s15327876mp1001_3
Dalton, D. R., Krackhardt, D. M., & Porter, L. W. (1981). Functional turnover: An empirical assessment. Journal of Applied Psychology, 66(6), 716-721. https://doi.org/10.1037/0021-9010.66.6.716
DeConinck, J. B., & Stilwell, C. D. (2004). Incorporating organizational justice, role states, pay satisfaction and supervisor satisfaction in a model of turnover intentions. Journal of Business Research, 57(3), 225-231. https://doi.org/10.1016/S0148-2963(02)00289-8
Duffy, M. K., Ganster, D. C., Shaw, J. D., Johnson, J. L., & Pagon, M. (2006). The social context of undermining behavior at work. Organizational Behavior and Human Decision Processes, 101(1), 105-126. https://doi.org/10.1016/j.obhdp.2006.04.005
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived Organizational Support [Article]. Journal of Applied Psychology, 71(3), 500-507. https://doi.org/10.1037/0021-9010.71.3.500
Ertas, N. (2015). Turnover intentions and work motivations of millennial employees in federal service. Public Personnel Management, 44(3), 401-423. https://doi.org/10.1177/0091026015588193
Ferris, K. R., & Aranya, N. (1983). A comparison of two organizational commitment scales. Personnel Psychology, 36(1), 87-98. https://doi.org/10.1111/j.1744-6570.1983.tb00505.x
Folger, R. (2001). 'Fairness as deonance, '. Research in Social Issues in Management, 3-33.
Folger, R., & Cropanzano, R. (1998). Organizational justice and human resource management. Sage Publications, Inc.
Folger, R., & Skarlicki, D. P. (2005). Beyond Counterproductive Work Behavior: Moral Emotions and Deontic Retaliation Versus Reconciliation. In Counterproductive work behavior: Investigations of actors and targets. (pp. 83-105). American Psychological Association. https://doi.org/10.1037/10893-004
Fox, S., Spector, P. E., & Miles, D. (2001). Counterproductive work behavior (CWB) in response to job stressors and organizational justice: Some mediator and moderator tests for autonomy and emotions. Journal of Vocational Behavior, 59(3), 291-309. https://doi.org/10.1006/jvbe.2001.1803
Gauci Borda, R., & Norman, I. J. (1997). Factors influencing turnover and absence of nurses: a research review. Int J Nurs Stud, 34(6), 385-394. https://doi.org/10.1016/s0020-7489(97)00031-x
Grandey, A. A., Kern, J. H., & Frone, M. R. (2007). Verbal abuse from outsiders versus insiders: comparing frequency, impact on emotional exhaustion, and the role of emotional labor. J Occup Health Psychol, 12(1), 63-79. https://doi.org/10.1037/1076-8998.12.1.63
Griffeth, R. W., & Hom, P. W. (2001). Retaining Valued Employees. SAGE Publications. https://books.google.com.tw/books?id=8JLeS54I184C
Hackett, R. D., & Guion, R. M. (1985). A reevaluation of the absenteeism–job satisfaction relationship. Organizational Behavior and Human Decision Processes, 35(3), 340-381. https://doi.org/10.1016/0749-5978(85)90028-7
Hackman, J. R. (1992). Group influences on individuals in organizations. In Handbook of industrial and organizational psychology, Vol. 3, 2nd ed. (pp. 199-267). Consulting Psychologists Press.
Harold, C. M., & Holtz, B. C. (2015). The effects of passive leadership on workplace incivility. Journal of Organizational Behavior, 36(1), 16-38. https://doi.org/https://doi.org/10.1002/job.1926
Hayes, A. F. (2009). Beyond Baron and Kenny: Statistical Mediation Analysis in the New Millennium. Communication Monographs, 76(4), 408-420. https://doi.org/10.1080/03637750903310360
Hayes, A. F. (2022). Introduction to Mediation, Moderation, and Conditional Process Analysis, Third Edition: A Regression-Based Approach. Guilford Publications. https://books.google.com.tw/books?id=-P-BzgEACAAJ
Hershcovis, M. S., & Barling, J. (2010). Towards a multi-foci approach to workplace aggression: A meta-analytic review of outcomes from different perpetrators. Journal of Organizational Behavior, 31(1), 24-44. https://doi.org/https://doi.org/10.1002/job.621
Hitlan, R. T., Schneider, K. T., & Walsh, B. M. (2006). Upsetting behavior: Reactions to personal and bystander sexual harassment experiences. Sex Roles: A Journal of Research, 55(3-4), 187-195. https://doi.org/10.1007/s11199-006-9072-5
Holtom, B. C., Mitchell, T. R., Lee, T. W., & Eberly, M. B. (2008). Turnover and retention research: A glance at the past, a closer review of the present, and a venture into the future. The Academy of Management Annals, 2(1), 231-274. https://doi.org/10.1080/19416520802211552
Hu, C., Wu, T.-Y., & Wang, Y.-H. (2011). Measurement Equivalence/Invariance of the Abusive Supervision Measure Across Workers From Taiwan and the United States. The Journal of Psychology, 145(2), 111-131. https://doi.org/10.1080/00223980.2010.542505
Hunter, L. W., & Thatcher, S. M. B. (2007). Feeling the Heat: Effects of Stress, Commitment, and Job Experience on Job Performance. The Academy of Management Journal, 50(4), 953-968. http://www.jstor.org/stable/20159899
Kark, R., Shamir, B., & Chen, G. (2003). The two faces of transformational leadership: empowerment and dependency. J Appl Psychol, 88(2), 246-255. https://doi.org/10.1037/0021-9010.88.2.246
Katz, D., & Kahn, R. L. (1978). The Social Psychology of Organizations. Wiley. https://books.google.com.tw/books?id=8RRHAAAAMAAJ
Keene, J. R., & Quadagno, J. (2004). Predictors of Perceived Work-Family Balance: Gender Difference or Gender Similarity? Sociological Perspectives, 47(1), 1-23. https://doi.org/10.1525/sop.2004.47.1.1
Khatri, N., Fern, C. T., & Budhwar, P. (2001). Explaining employee turnover in an Asian context. Human Resource Management Journal, 11(1), 54-74. https://doi.org/https://doi.org/10.1111/j.1748-8583.2001.tb00032.x
Konovsky, M. A., & Pugh, S. D. (1994). Citizenship behavior and social exchange. Academy of Management Journal, 37(3), 656-669. https://doi.org/10.2307/256704
Lazarus, R. S. F. S. (1984). Stress, appraisal, and coping. http://www.dawsonera.com/depp/reader/protected/external/AbstractView/S9780826141927
LeBlanc, M. M., & Kelloway, E. K. (2002). Predictors and outcomes of workplace violence and aggression. Journal of Applied Psychology, 87(3), 444-453. https://doi.org/10.1037/0021-9010.87.3.444
Lee, T. H., Gerhart, B., Weller, I., & Trevor, C. O. (2008). Understanding voluntary turnover: Path-specific job satisfaction effects and the importance of unsolicited job offers. Academy of Management Journal, 51(4), 651-671. https://doi.org/10.5465/AMJ.2008.33665124
Leiter, M., & Maslach, C. (1988). The Impact of Interpersonal Environment on Burnout and Organization Commitment. Journal of Organizational Behavior, 9, 297-308. https://doi.org/10.1002/job.4030090402
Lewis, G. B. (1991). Turnover and the Quiet Crisis in the Federal Civil Service. Public Administration Review, 51(2), 145-155. https://doi.org/10.2307/977108
Lim, S., Cortina, L. M., & Magley, V. J. (2008). Personal and workgroup incivility: impact on work and health outcomes. J Appl Psychol, 93(1), 95-107. https://doi.org/10.1037/0021-9010.93.1.95
Liou, K. T. (1998). Employee Turnover Intention and Professional Orientation: A Study of Detention Workers. Public Administration Quarterly, 22, 161.
McNeese-Smith, D. (1996). Increasing employee productivity, job satisfaction, and organizational commitment. Hosp Health Serv Adm, 41(2), 160-175.
Meyer, J., Allen, N., & Smith, C. (1993). Commitment to Organizations and Occupations: Extension and Test of a Three-Component Conceptualization. Journal of Applied Psychology, 78, 538-551. https://doi.org/10.1037/0021-9010.78.4.538
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89. https://doi.org/https://doi.org/10.1016/1053-4822(91)90011-Z
Meyer, J. P., & Allen, N. J. (1997). Commitment in the Workplace: Theory, Research, and Application https://doi.org/10.4135/9781452231556
Miller, H. E., Katerberg, R., & Hulin, C. L. (1979). Evaluation of the Mobley, Horner, and Hollingsworth model of employee turnover. Journal of Applied Psychology, 64(5), 509-517. https://doi.org/10.1037/0021-9010.64.5.509
Miner-Rubino, K., & Cortina, L. M. (2004). Working in a Context of Hostility Toward Women: Implications for Employees' Well-Being. Journal of Occupational Health Psychology, 9(2), 107-122. https://doi.org/10.1037/1076-8998.9.2.107
Mitchell, M. S., Vogel, R. M., & Folger, R. (2015). Third parties’ reactions to the abusive supervision of coworkers. Journal of Applied Psychology, 100(4), 1040-1055. https://doi.org/10.1037/apl0000002
Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237-240. https://doi.org/10.1037/0021-9010.62.2.237
Mobley, W. H., Horner, S. O., & Hollingsworth, A. T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63(4), 408-414. https://doi.org/10.1037/0021-9010.63.4.408
Mobley, W. H., Horner, S. O., & Hollingsworth, A. T. (1978). An evaluation of precursors of hospital employee turnover. J Appl Psychol, 63(4), 408-414.
Mowday, R. T., Mowdy, R. M., Porter, L. W., & Steers, R. M. (1982). Employee-organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover. Academic Press. https://books.google.com.tw/books?id=HNO7AAAAIAAJ
O’Reilly, R. C., Bhattacharyya, R., Howard, M. D., & Ketz, N. (2014). Complementary Learning Systems. Cognitive Science, 38(6), 1229-1248. https://doi.org/https://doi.org/10.1111/j.1551-6709.2011.01214.x
Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington Books/D. C. Heath and Com.
Organ, D. W., & Ryan, K. (1995). A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior. Personnel Psychology, 48(4), 775-802. https://doi.org/10.1111/j.1744-6570.1995.tb01781.x
Parasuraman, S. (1982). Predicting turnover intentions and turnover behavior: A multivariate analysis. Journal of Vocational Behavior, 21(1), 111-121. https://doi.org/https://doi.org/10.1016/0001-8791(82)90056-2
Parker, R., & Kohlmeyer, J. (2005). Organizational Justice and Turnover in Public Accounting Firms: A Research Note. Accounting, Organizations and Society, 30, 357-369. https://doi.org/10.1016/j.aos.2004.05.001
Penhaligon, N. L., Louis, W. R., & Restubog, S. L. D. (2013). Feeling left out? The mediating role of perceived rejection on workgroup mistreatment and affective, behavioral, and organizational outcomes and the moderating role of organizational norms [https://doi.org/10.1111/j.1559-1816.2013.01026.x]. Journal of Applied Social Psychology, 43(3), 480-497. https://doi.org/https://doi.org/10.1111/j.1559-1816.2013.01026.x
Pink-Harper, S. A., & Rauhaus, B. (2017). EXAMINING THE IMPACT OF FEDERAL EMPLOYEE WELLNESS PROGRAMS AND EMPLOYEE RESILIENCE IN THE FEDERAL WORKPLACE. Journal of Health and Human Services Administration, 40(3), 353-387. https://www.jstor.org/stable/26417093
Podsakoff, P. M., & Organ, D. W. (1986). Self-reports in organizational research: Problems and prospects. Journal of Management, 12(4), 531-544. https://doi.org/10.1177/014920638601200408
Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603-609. https://doi.org/10.1037/h0037335
Preacher, K. J., Rucker, D. D., & Hayes, A. F. (2007). Addressing moderated mediation hypotheses: Theory, methods, and prescriptions. Multivariate Behavioral Research, 42(1), 185-227. https://doi.org/10.1080/00273170701341316
Price, J. L. (1977). The study of turnover James L. Price. Iowa State University Press.
Quick, J. C., & McFadyen, M. A. (2017). Sexual harassment: Have we made any progress? Journal of Occupational Health Psychology, 22(3), 286-298. https://doi.org/10.1037/ocp0000054
Raver, J. L., & Nishii, L. H. (2010). Once, twice, or three times as harmful? Ethnic harassment, gender harassment, and generalized workplace harassment. Journal of Applied Psychology, 95(2), 236-254. https://doi.org/10.1037/a0018377
Robbins, S. P. (2003). Organizational Behavior. Prentice Hall. https://books.google.com.tw/books?id=JP4bHAAACAAJ
Robbins, S. P., & Judge, T. A. (2011). Organizational Behavior. Prentice Hall. https://books.google.com.tw/books?id=RmhaAAAAYAAJ
Robinson, S., & Bennett, R. (1995). A Typology of Deviant Workplace Behaviors: A Multidimensional Scaling Study. The Academy of Management Journal, 38, 555-572. https://doi.org/10.2307/256693
Robinson, S. L., Wang, W., & Kiewitz, C. (2014). Coworkers Behaving Badly: The Impact of Coworker Deviant Behavior upon Individual Employees. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 123-143. https://doi.org/10.1146/annurev-orgpsych-031413-091225
Sakurai, K., & Jex, S. M. (2012). Coworker incivility and incivility targets' work effort and counterproductive work behaviors: The moderating role of supervisor social support. Journal of Occupational Health Psychology, 17(2), 150-161. https://doi.org/10.1037/a0027350
Scandura, T. A., & Williams, E. A. (2004). Mentoring and transformational leadership: The role of supervisory career mentoring. Journal of Vocational Behavior, 65(3), 448-468. https://doi.org/10.1016/j.jvb.2003.10.003
Shaffer, M. A., Joplin, J. R. W., Bell, M. P., Lau, T., & Oguz, C. (2000). Gender Discrimination and Job-Related Outcomes: A Cross-Cultural Comparison of Working Women in the United States and China. Journal of Vocational Behavior, 57(3), 395-427. https://doi.org/https://doi.org/10.1006/jvbe.1999.1748
Shamir, B., House, R. J., & Arthur, M. B. (1993). The motivational effects of charismatic leadership: A self-concept based theory. Organization Science, 4(4), 577-594. https://doi.org/10.1287/orsc.4.4.577
Somech, A., & Drach-Zahavy, A. (2007). Strategies for coping with work-family conflict: The distinctive relationships of gender role ideology. Journal of Occupational Health Psychology, 12, 1-19. https://doi.org/10.1037/1076-8998.12.1.1
Spector, P. E., & Fox, S. (2002). An emotion-centered model of voluntary work behavior: Some parallels between counterproductive work behavior and organizational citizenship behavior. Human Resource Management Review, 12(2), 269-292. https://doi.org/10.1016/S1053-4822(02)00049-9
Staw, B. M. (1975). Attribution of the "causes" of performance: A general alternative interpretation of cross-sectional research on organizations. Organizational Behavior & Human Performance, 13(3), 414-432. https://doi.org/10.1016/0030-5073(75)90060-4
Staw, B. M. (1977). Two sides of commitment. annual meeting of the Academy of Management, Orlando, FL,
Teo, T. (2011). Considering common method variance in educational technology research. British Journal of Educational Technology, 42. https://doi.org/10.1111/j.1467-8535.2011.01202.x
van Dam, K. (2008). Time frames for leaving: An explorative study of employees' intentions to leave the organization in the future. Career Development International, 13, 560-571. https://doi.org/10.1108/13620430810901697
Waldman, J. D., Kelly, F., Arora, S., & Smith, H. L. (2004). The shocking cost of turnover in health care. Health Care Manage Rev, 29(1), 2-7. https://doi.org/10.1097/00004010-200401000-00002
Weiss, H. M., & Cropanzano, R. (1996). Affective Events Theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. In Research in organizational behavior: An annual series of analytical essays and critical reviews, Vol. 18. (pp. 1-74). Elsevier Science/JAI Press.
Weiss, H. M., Suckow, K., & Cropanzano, R. (1999). Effects of justice conditions on discrete emotions. Journal of Applied Psychology, 84(5), 786-794. https://doi.org/10.1037/0021-9010.84.5.786
Williams, K. D. (2001). Ostracism: The power of silence. Guilford Press.
Wynen, J., & Op de Beeck, S. (2014). The Impact of the Financial and Economic Crisis on Turnover Intention in the U.S. Federal Government. Public Personnel Management, 43(4), 565-585. https://doi.org/10.1177/0091026014537043