|
中文部分 104人力銀行(2022年8月23日)。2022人資F.B.I.研究報告,檢索於2023年7月24日,取自:https://vip.104.com.tw/preLogin/recruiterForum/post/81718 LinkedIn網站(無明確日期)。2022全球人才趨勢―重塑公司文化,檢索於2022年5月22日,取自:https://business.linkedin.com/zh-cn/talent-solutions/webinars/2022/june/2022 Global_Talent_Report 于乃玲、胡瑞桃、周碧琴、賴瑞月(1999)。某區域醫院護理人員工作滿意度與留任意願相關性之探討。長庚護理,10(3),28-38。 中華民國護理師護士公會全國聯合會網站(無明確日期)。台閩地區護理人員統計表-112年7月,檢索於2023年7月25日,取自:https://www.nurse.org.tw/publicUI/H/H10201.aspx?arg=8DB7BAD13D18094058 王大明、黃永全、林若蕎(2018)。工作價值觀、組織承諾、工作滿足與留任意願關係之研究-以國籍民航機師為例。 觀光產業與航空管理期刊, 1(1), 70-94。 王桂英、周傳姜、黃瑞蘭(2010)。臨床護理人員工作價值觀、專業承諾與離職傾向及其相關因素之探討。護理雜誌,57(1),22–34。 王叢桂(1993)。三個世代大學畢業工作者的價值觀。本土心理學研究,2,206-250。 王叢桂(2002)。價值研究需面對的問題。應用心理研究,15,11–13。https://www.airitilibrary.com/Publication/alDetailedMesh?DocID=15609251-200209-x-15-11-13-a 尹祚芊、楊克平、劉麗芳(2001)。台灣地區醫院護理人員留任措施計畫成效之評值。護理研究,9(3),247-258。 江旭新、游司宇(2020)。雇主品牌管理與員工品牌權益:跨層次之中介與調節影響效果。管理評論,40 (1),47-74。 行政院主計總處(2022)。109年事業人力僱用狀況調查統計結果,檢索於2022年5月24日,取自https://www.stat.gov.tw/News_Content.aspx?n=3703&s=27441 汪素敏、龍愛玲、劉倩毓(2009)。某區域教學醫院個別輔導對新進人員留任意願之成效探討。領導護理,10(1),25-37。 呂椬圳、朱淑真 (2016)。台灣設計業者之逆境商數、工作壓力、工作價值觀與離職傾向之相關研究。創新研發學刊, 12(1), 1–18。 冷妍芝、劉淑芬、高靖秋(2018)。勞動條件、工作生活平衡與護理人員留任。領導護理,19(2),12–23。 李元墩、鐘志明(2001)。企業文化、員工工作價值觀及組織承諾之關聯性研究—以台灣地區主要集團企業為例。長榮學報,4(2),1–18。 李佩欣、林弘昌(2022)。激勵制度影響非營利組織專職人員留任意願之探討。科技與人力教育季刊,8(4),47-65。 李欽明、曾盟鈞、呂瓊瑜 (2015)。國際觀光旅館員工之工作價值觀與滿意度對服務 品質影響之探討-以臺北圓山飯店為例。管理實務與理論研究,9(2),99–134。 李琪、王帥 (2017)。雇主品牌與員工工作績效關係研究。山東社會科學,11,171–176。 吳昆明、李城忠. (2022)。希望感、工作價值觀與生活滿意度之研究。 社會發展研究學刊,(29),66-87。 吳斯茜 (2019)。探討千禧世代警察工作價值觀及激勵之道。中央警察大學警察行政管理學報,(15),73-84。 吳鐵雄、李坤崇、劉佑星、歐慧敏(1996)。工作價值觀量表之編製研究。行政院青年輔導委員會。 余華、黃希庭 (2000)。大學生與內地企業員工職業價值觀的比較研究。心理科學,6,739–740。 何玉菁、王淑珍、徐傑冠、傅美瓊、邢鴻君、李幸樺(2022)。護理人員情緒勞務、情緒智力、工作壓力與留任意願之關聯性探討。醫院,55(2),46-60。 金盛華、李雪 (2005)。大學生職業價值觀:手段與目的。心理學報,5,23–28。 林怡君、黃能堂 (2020)。員工工作價值觀,工作投入與離職傾向關係之研究。樹德科技大學學報,22(2),57-72。 林虹伶、朱益賢(2016)。不同世代血液透析護理人員工作價值觀之差異研究。科技與人力教育季刊,2(3), 15-34。 林素鉁、侯東旭、趙正敏 (2020)。那些因素決定了護理人員留任意願? 醫院社會責任與心理契約觀點。醫務管理期刊,21(3),161–180。 林惠彥、陸洛 (2012)。工作價值之群體差異―全台代表性樣本分析。台灣管理學刊,12(1),99–116。 林惠彥、陸洛、佘思科 (2011)。工作價值落差與工作態度之關聯。 彰化師大教育學報,19,13–30。 林進田(1993),抽樣調查:理論與應用。華泰出版社。 邱皓政(2013),量化研究與統計分析(五版)。五南圖書出版股份有限公司。 邱雅萍、蘇中南(2022)。越南台商外派人員之領導部屬交換對職場偏差行為之影響-以外在工作價值與工作不安全感為調節變項。中原企管評論,20(1),77–96。 孟躍(2007),第三種品牌:雇主品牌 (一版)。清華大學出版社。 洪瑞斌、劉兆明 (2003)。工作價值觀研究之回顧與前瞻。應用心理研究,19,211-250。 侯烜方、李燕萍、涂乙冬.(2014)。新生代工作價值觀結構、測量及對績效影響。 心理學報, 46(6),823-840。 皇甫剛、呂峰、孫道君、肖春錦與司莙鵬 (2016)。雇主品牌結構與求職傾向關係。心理與行為研究,14 (5),647-656。 柏映萱、林弘昌 (2020)。雙因子影響證券業內勤人員留任意願之探討。科技與人力教育季刊,7(1),73-92。 胡海霞、張敏敏、高玉霞 (2012)。長春市部分社區護士職業價值觀與工作倦怠狀況的相關性。解放軍護理雜誌,18,25–28。 徐侑瑩、唐婉如、張玉坤、馬素華(2013)。台灣男性護理人員工作價值觀及其相關影響因素之初探。護理雜誌,60(2),50-60。 凌文輇、方俐洛、白利剛 (1999)。我國大學生的職業價值觀研究。心理學報,33(3),342-348。 財團法人工業技術研究院(2021)。110 年「精準健康產業專業人才需求調查」成果報告 。檢索於2022年9月6日,取自https://ws.ndc.gov.tw/001/administrator/18/relfile/6037/9621/60ea7a75-4292-4aef-9151-f5c0e3bb3bd4.pdf 秦啟文、姚景照、李根強 (2007)。企業員工工作價值觀與組織公民行為的關係研究。心理科學,30(4),985-960。 夏林清、游慧卿 (1984)。工作價值觀問卷介紹與初步修訂報告。測驗與輔導雙 月刊,60,1030-1036。 梁亞文、黃立琪、尹裕君、陳文意、莊家綾、李卓倫 (2010)。護理人力對病患結果影響之文獻探討。護理雜誌,57 (5),77-82。doi:10.6224/jn.57.5.77 許順旺、葉欣婷. (2010)。國際觀光旅館員工工作價值觀, 工作態度與工作績效之相關研究-以主管領導風格為干擾變項。企業管理學報,87,77-110。 許順旺、嚴雯聖、鍾碧姮、伍逸博 (2020)。工作價值觀調節員工之工作壓力、職業倦怠與服務品質之相關研究-以國際觀光旅館為例。企業管理學報,45(1),121-150。 陳弘彬、鄭桂玫 (2009)。中等學校羽球教練工作價值與工作壓力之研究。運動知識學報,6,58-68。 陳怡君、劉廷揚(2019)。外包人員留任因素研究:交通運輸公司之個案研究。政策與人力管理,10(2),1-29。 陳孟修、盧淵源(2000)。團隊特性與工作價值觀對員工的組織承諾及工作投入的影響之研究。商學學報,8,201-241。 陳欣欣(2013)。台北市國際觀光旅館員工人格特質,工作價值觀與工作滿意度之關聯性研究。明新學報, 39(2), 121–141. 陳思蓓、林弘昌 (2022)。X世代和Y世代人力資源人員工作價值觀之差異研究。科技與人力教育季刊,8(4),1-21。 陳宥蓁、徐明儀 (2021)。護理實習學生工作價值觀及其影響因素探討。領導護理, 22(2),30-47。 莊逸洲、黃崇哲 (2001)。醫療機構人力資源管理 (二版)。華杏。 張曉鳳、林育秀、王素美、饒育華、吳芯霈、梁亞文 (2010)。醫療服務人員工作壓力源與離職意願之探討。澄清醫護管理雜誌,6(1),21-31。 陸洛、林惠彥、楊士倫 (2015)。經濟誘因之外—雇主品牌吸引力與員工工作後果之關聯。商略學報,7 (2),113–128。 曾旭民、陳慧玲、莊月娥、黃瑋婷 (2019)。護理人員留任意願之相關因素探討: 護理工作環境與性格特質的交互作用。台灣公共衛生雜誌,38(1),42-52。 程姿螢、張詠婷、宋曜廷.(2016)。大專學生工作價值組合量表之編製及信效度研究。教育心理學報, 48 (1), 91-112。 黃同圳(1993)。青年勞工工作價值觀與組織向心力之研究。行政院青年輔導委員會。 黃建中、賴佩絹、曾文盛、賴明材(2010)。醫事放射師離職傾向影響因素之探討。中華放射線技術學雜誌,34(1),68-73。 楊佩瑄、陳美杏、陳麗琴、林淑媛. (2019)。醫學中心護理人員工作負荷感受及留任意願之相關因素探討。高雄護理雜誌,36(1),1-11。 劉廷揚、黃筑萱、許祺妮 (2013)。品質體驗、企業形象對服務業雇主品牌之影響—以外部招募線索為干擾變項之台灣高鐵實驗研究。全球商業經營管理學報,5,19-30。 劉廷揚、蘇琪婷、蔡易庭 (2006)。醫院內醫技人員領導型態,工作價值觀,組織承諾及離職傾向之研究-以高雄某區域醫院為例. 亞太經濟管理評論,10(1),135-155。 潘憶文 (2018)。醫院組織功能與管理 (一版)。華杏。 蔡宗廷、張育菱(2015)。金融人才性格測驗對工作滿意、工作績效與留任意願之效標關聯驗證。兩岸金融季刊,3(3),1-46。 蔡淑妙、盧美秀 (1998)。護理人員生涯發展及其與留任意願相關性之研究。護理研究,6(2),96-108。 霍娜、李超平 (2009)。工作價值觀的研究進展與展望。心理科學進展,17 (4),795-801。 蕭正祥(2021年9月24日)。醫事人員人力圖像。國家人力資源論壇,9。檢索於2023年7月25日,取自:https://www.exam.gov.tw/NHRF/News_EpaperContent.aspx?n=3778&s=43452&type=A22859B204186560 鍾宜芬、陳俞成(2020)。護理人員人格特質、工作滿意度、留任意願之探討。醫院雜誌,53(2),1-11。 鍾燕宜、紀乃文、陳景元 (2008)。銷售工作價值觀量表之發展與評量。臺大管理論叢,19(1),51-81。 魏岑印、趙必孝、蕭岳誌 (2022)。新創公司員工之工作價值觀、工作不安全感、工作樂趣與工作投入對留任意願之研究。 量化分析與研究,1,32-48。 闕庭諭、劉瓊文(2009)。醫院特質、人力資本對醫院經營績效影響之研究。健康管理學刊,2 (2),177-193。 韓沂、林雪蓉、史麗珠 (2019 )。桃園地區藥師在健保總額預算期間的工作倦怠及離職意向。中華職業醫學雜誌,26(4),263-276。 謝秀英、謝曼盈 (2022)。麻醉護理師的壓力、身心健康、專業承諾與留任意願之關係研究。慈濟大學教育研究學刊,18,137-166。 謝秀梅、黃慧文、呂旻芬、許靖岱、黃芷苓 (2021)。都會區及鄉鎮區醫院護理人員專業承諾、工作價值、工作環境與留任意願之相關性研究。台灣醫學,25(1),36-45。 英文部分 Aaker, D. A. (1991). Managing Brand Equity:Capitalizing on the Value of a Brand ame .Free Press. AbuAlRub, R. F., & Nasrallah, M. A. (2017).Leadership behaviours, organizational culture and intention to stay amongstJordanian nurses. International Nursing Review, 64(4), 520–527. Al‐Hamdan, Z., Oweidat, I. A., Al‐Faouri, I.,& Codier, E. (2017). Correlating emotional intelligence and job performanceamong Jordanian hospitals’ registered nurses. In Nursing Forum, 52(1),12-20. Ambler, T. & Barrow, S. (1996). The employerbrand. Journal of Brand Management, 4,185-206. Andolsek, D. M., & Stebe, J. (2004).Multinational perspectives on work values and commitment. International Journalof Cross Cultural Management, 4(2), 181-209. Apasu, Y. (1987). The importance of valuestructures in the perception of rewards by industrial salespersons. Journal ofthe Academy of Marketing Science, 15(1), 1–10. Backhaus, K. (2016). Employer branding revisited.Organization Management Journal, 13 (4), 193-201. Backhaus,K., & Tikoo, S., (2004).Conceptualizing and researching employer branding. Career DevelopmentInternational, 9(4), 501-517. Balmer, J. M., & Gray, E. R. (2003). Corporatebrands: What are they? What of them? European Journal of Marketing , 37(7/8),972-997. https://doi.org/10.1108/03090560310477627. Barney, J. A. (1991). Firm resources and sustainedcompetitive advantage. Journal of Management, 17(1), 99-120. Bartel, A. P., Phibbs, C. S., Beaulieu, N., &Stone, P. (2011). Human Capital and Organizational Performance: Evidence fromthe Healthcare Sector. NBER Working Paper Series (17474), fromhttp://www.nber.org/paper/w17474 Basha, H. A., Rajitha, M. N., & Afreen, M. R.(2020). Employer branding: A new facet of health care sector. InternationJournal of Engineering Research Technology, 9(11), 224-228. Berings, D., De Fruyt, F., & Bouwen, R.(2004). Work values and personality traits as predictors of enterprising andsocial vocational interests. Personality and Individual Differences, 36(2),349-364. Berkup, S. B. (2014). Working with generations Xand Y in generation Z period: Management of different generations in businesslife. Mediterranean journal of social Sciences, 5(19), 218-228. Berry, L. L. (1983). Relationship marketing.Emerging Perspectives on Services Marketing, 66 (3), 33-47. Berthon, P., Ewing, M., & Hah, L. L. (2005).Captivating company: Dimensions of attractiveness in employer branding.International Journal of Advertising, 24(2), 151–172. Boyatzis, R. E., & Skelly, F. R. (1991). Theimpact of changing values on organizational life. The Organizational BehaviorReader, 5, 1-16. Boyle D. K., Bott, M. J., Hansen, H.E., Woods,C.Q., & Taunton, R.L. (1999). Managers’ leadership and critical carenurses’ intent to stay. American Journal of Critical Care , 8(6), 361-371. Britnell, M. (2019). Human: Solving the GlobalWorkforce Crisis in Healthcare (1st ed.). Bell & Bain Ltd. Brown, D. (2002). The role of work and culturalvalues in occupational choice, satisfaction and success: A theoreticalstatement. Journal of Counseling and Development, 80(1), 48-56. Buchelt, B., Ziębicki, B., Jończyk, J., &Dzieńdziora, J. (2021). The enhancement of the employer branding strategies ofPolish hospitals through the detection of features which determine employerattractiveness: a multidimensional perspective. Human Resources for Health, 19,1-14. Burmann, C., & Zeplin, S. (2005). Buildingbrand commitment: A behavioural approach to internal brand management. Journalof Brand Management, 12, 279-300. Cable, D. M. & Turban, D. B. (2003). The valueof organizational reputation in the recruitment context: A brand-equityperspective, Journal of Applied Social Psychology, 33(11), 2244–2266. Campbell, W. K., Campbell, S. M., Siedor, L. E.,& Twenge, J. M. (2015). Generational differences are real and useful.Industrial and Organizational Psychology, 8(3), 324-331. Carpentier, M., Van Hoye, G., Stockman, S.,Schollaert, E., Van Theemsche, B., & Jacobs, G. (2017). Recruiting nursesthrough social media: Effects on employer brand and attractiveness. Journal of AdvancedNursing, 73(11), 2696-2708. Chambers, E. G., Foulon, M., Handfield-Jones, H.,Hankin, S. M., & Michaels, E. G. I. (1998). The war for talent. TheMcKinsey Quarterly, 3, 44-57. Chandler, G. E. (1990). Retention: Has itobstructed nursing's view? Nursing Administration Quarterly, 14(4), 70-75. Chen, C. L., & Chen, M. H. (2021). Hospitalityindustry employees’ intention to stay in their job after the COVID-19 pandemic.Administrative Sciences, 11(4), 1-10. Chen, C. T., & Chen, C. F. (2018). Investigationon psychological capital, work values, and career choice intention. 交大管理學報, 38(1), 101-136. Chen, L. C., Perng, S. J., Chang, F. M., &Lai, H. L. (2016). Influence of work values and personality traits on intent tostay among nurses at various types of hospital in Taiwan. Journal of NursingManagement, 24(1), 30-38. Cheng, P. Y., Yang, J. T., Wan, C. S. & Chu,M. C. (2013) Ethical contexts and employee job responses in the hotel industry:The roles of work values and perceived organizational support. InternationalJournal of Hospitality Management, 34, 108-115. Cho, S., Johanson, M. M., & Guchait, P.(2009). Employees intent to leave: A comparison of determinants of intent toleave versus intent to stay. International Journal of Hospitality Management, 28(3),374-381. CIPD (2009). Taking the Temperature of Coaching,CIPD. Collins, C. J., & Stevens, C. K. (2002). Therelationship between early recruitment-related activities and the applicationdecisions of new labor-market entrants: A brand equity approach to recruitment.Journal of Applied Psychology, 87(6), 1121. Cowden, T. L., & Cummings, G. G. (2012).Nursing theory and concept development: A theoretical model of clinical nurses’intentions to stay in their current positions. Journal of Advanced Nursing,68(7), 1646-1657. Cox, K. S., Teasley, S. L., Zeller, R. A., Lacey,S. R., Parsons, L., Carroll, C. A., & Ward-Smith, P. (2006). Know staff’s“intent to stay”. Nursing Management, 37(1), 13-15. https://doi.org/10.1097/00006247-200601000-00004 Dalton, D. R., & Todor, W. D. (1979). Turnoverturned over: An expanded and positive perspective. Academy o f Management, 4,225-235. Dalton, D. R., Todor, W. D., & Krackhardt, D.M. (1982). Turnover overstated: The functional taxonomy. Academy o f ManagementReview, 7, 117-123. Das, B. L., & Baruah, M.(2013). Employeeretention: A review of lterature. Journal of Business and Management(IOSR-JBM), 14(2), 8-16. Dell, D., & Ainspan, N. (2001). Engagingemployees through your brand: Conference Board Report No. R-1288-01-RR.–Washington:Conference Board. Deshwal, S.(2015). Employee retention :Prespective of employees. International Journal of Applied Research, 1(6),344-345. Dose, J. J. (1997). Work values: An integrativeframework and illustrative application to organizational socialization. Journalof Occupational and Organizational Psychology, 70, 219–240. Drucker, P., (1999) Management for the 21stCentury. Harper Collins. Edwards, M. R. (2010). An integrative review ofemployer branding and OB theory. Personnel Review, 39(1),5-23. Efendi, F., Kurniati, A., Bushy, A., &Gunawan, J. (2019). Concept analysis of nurse retention. Nursing & HealthSciences, 21(4), 422-427. https://doi.org/10.1111/nhs.12629 Elizur, D. (1994). Gender and work values: Acomparative analysis. The Journal of Social Psychology, 134(2), 201-212. Elizur, D., & Sagie, A. (1999). Facets ofpersonal values: A structural analysis of life and work values. Applied Psychology: An International Review,48(1), 73-87. Ellenbecker, C.H.(2004). A theoretical model ofjob retention for home health care nurses. Journal of Advanced Nursing, 47(3),303-310. Erdogan, B., Kraimer, M. L., & Liden, R. C.(2004). Work value congruence and intrinsic career success: The compensatoryroles of leader‐member exchange and perceived organizational support. PersonnelPsychology, 57(2), 305-332. Ewing, M.T., Pitt, L.F., & Berthon, P. (2002).Employment branding in the knowledge economy. International Journal ofAdvertising, 21(1), 3-22. Feather, N. T. (Ed.). (2021). Expectations andActions: Expectancy-value Models in Psychology. Routledge. Frank, F. D., Finnegan, R. P., & Taylor, C. R.(2004). The race for talent: Retaining and engaging workers in the 21stcentury. Human Resource Planning, 27(3), 12-25. Frieze, I. H., Olson, J. E., Murrell, A. J., &Selvan, M. S. (2006). Work values and their effect on work behavior and workoutcomes in female and male managers. Sex Roles, 54(1), 83-93. Furnham, A., MacRae, I., & Tetchner, J.(2021). Measuring work motivation: The facets of the work values questionnaireand work success. Scandinavian Journal of Psychology, 62(3), 401-408. Furnham, A., Petrides, K. V., Tsaousis, I.,Pappas, K., & Garrod, D. (2005). A cross-cultural investigation into therelationships between personality traits and work values. The Journal ofPsychology, 139(1), 5–32. Fute, A., Oubibi, M., Sun, B., Zhou, Y., &Xiao, W. (2022). Work values predict job satisfaction among Chinese teachersduring COVID-19: The mediation role of work engagement. Sustainability, 14(3),1353. Gaan, N., & Shin, Y. (2022). Generation ZSoftware Employees Turnover Intention. Current Psychology, 1-16. Gberevbie, D. E. (2008).Employee retention strategiesand organizational performance. IFE PsychologIA, 16(2), 131-152. George, W. R. (1990). Internal marketing andorganizational behavior: A partnership in developing customer-consciousemployees at every level. Journal of Business research, 20(1), 63-70. Ginsberg, E., Ginsburg, S. W., Axelrad, S., &Herma, J. L. (1951). Occupational Choice: an Approach to A General Theory.Columbia University Press. Gregory, D. M., Way, C. Y., LeFort, S., Barrett,B. J., & Parfrey, P. S. (2007). Predictors of registered nurses'organizational commitment and intent to stay. Health Care Management Review,32(2), 119-127. Hansen, J. I. C., & Leuty, M. E. (2012). Workvalues across generations. Journal of Career Assessment, 20(1), 34-52. Hazeen Fathima, M., & Umarani, C. (2023).Fairness in human resource management practices and engineers' intention tostay in Indian construction firms. Employee Relations: The InternationalJournal, 45(1), 156-171. Hegney, D., Plank, A., & Parker, V. (2006).Extrinsic and intrinsic work values: Their impact on job satisfaction innursing. Journal of Nursing Management, 14(4), 271-281. Herzberg, F., Mausner, B., & Snyderman, B. B.(1959). The Motivation to Work. Wiley. Hill, K. S. (2011). Work satisfaction, intentionto stay, desires among bedside and advanced practice nurses. Journal of NursingAdministration, 41, 211–217 Hillebrandt, I., & Ivens, B. S. (2013). Scaledevelopment in employer branding. In Impulse für die Markenpraxis undMarkenforschung (pp. 65-86). Springer Gabler.. Hitlin, S., & Piliavin, J. A. (2004). Values:Reviving a dormant concept. Annual Review of Sociology, 30, 359–393. Hom, P. W.,& Griffeth, R. (1995). EmployeeTurnover. South-Western College Publishing. Hytter, A. (2007). Retention strategies in Franceand Sweden. Irish Journal of Management, 28(1),60-79. Jalalkamali, M., Ali, A. J., Hyun, S. S., &Nikbin, D. (2016). Relationships between work values, communicationsatisfaction, and employee job performance: The case of international jointventures in Iran. Management Decision, 54(4), 796-814. Jin, J., & Rounds, J. (2012). Stability andchange in work values: A meta-analysis of longitudinal studies. Journal ofVocational Behavior, 80(2), 326-339. Joglekar, J. & Tan, C.S.L. (2022). The impactof LinkedIn posts on employer brand perception and the mediating effects ofemployer attractiveness and corporate reputation. Journal of Advances inManagement Research, 19 (4), 624–650. Johari, J., Yean, T. F., Adnan, Z. U. R. I. N. A.,Yahya, K. K., & Ahmad, M. N. (2012). Promoting employee intention to stay:Do human resource management practices matter. International Journal ofEconomics and Management, 6(2), 396-416. Kalleberg, A. L. (1977). Work values and rewards:A theory of job satisfaction. American Sociological Review, 42(1), 124-143. Kalleberg, A. L., & Marsden, P. V. (2019).Work values in the United States: Age, period, and generational differences.The ANNALS of the American Academy of Political and Social Science, 682(1),43-59. Karkhanis, G. V., Chandnani, S. U., &Chakraborti, S. (2022). Analysis of employee perception of employer brand: Acomparative study across business cycles using structural topic modelling.Journal of Business Analytics, 6(2), 1-17. https://doi.org/10.1080/2573234X.2022.2104663 Kismono, G. (2023). The moderating effect ofgenerations on the relationship between work values and affective commitment.Jurnal Siasat Bisnis, 27(1), 1-16. Knox, S. & Freeman, C. (2006). Measuring andmanaging employer brand image in the service industry. Journal of MarketingManagement, 22(7-8), 695–716. Kotler, P., & Armstrong, G. (1996).Mercadotecnia. Prentice Hall Hispanoamericana. Kristin, B. & Surinder, T. (2005).Conceptualizing and researching employer branding. Carrer DevelopmentInternational, 9 (5), 501-517. Kucherov, D., & Zavyalova, E.(2012). HRDpractices and talent management in the companies with the employer brand.European Journal of Training and Development, 36, 86–104. doi:10.1108/03090591211192647 Lawler III, E. E. (2005). From human resourcemanagement to organizational effectiveness. Human Resource Management:Published in Cooperation with the School of Business Administration, TheUniversity of Michigan and in alliance with the Society of Human ResourcesManagement, 44(2), 165-169. Lee, M. A., Ju, Y. H., & Lim, S. H. (2019). Astudy on the intent to leave and stay among hospital nurses in Korea: Across-sectional survey. Journal of Nursing Management, 28(2), 332–341. Lee, T. W., Hom, P., Eberly, M., & Li, J.(2018). Managing employee retention and turnover with 21st century ideas.Organizational Dynamics, 47 (2), 88–98. Leuty, M. E., & Hansen, J. I. C. (2011).Evidence of construct validity for work values. Journal of Vocational Behavior,79(2), 379-390. Li, X., Zhang, Y., Yan, D., Wen, F., & Zhang,Y. (2020). Nurses' intention to stay: The impact of perceived organizationalsupport, job control and job satisfaction. Journal of Advanced Nursing, 76(5),1141-1150. Lievens, F. & Highhouse, S. (2003). Therelation of instrumental and symbolic attributes to a company's attractivenessas an employer. Personnal Psychology, 56(1), 75-102. Lin, S. Y., Chiang, H. Y., & Chen, I.L.(2011). Comparing nurses' intent to leave or stay: Differences of practiceenvironment perceptions. Nursing & Health Sciences, 13(4), 463-467. Lloyd, S. (2002). Branding from the inside out.Business Review Weekly, 24(10), 64-66. Lu, L., & Lin, G. C. (2002). Work values andjob adjustment of Taiwanese workers. Research and Practice in Human ResourceManagement, 10(2), 70-76. Lum, L., Kervin, J., Clark, K., Reid, F., &Sirola, W. (1998). Explaining nursing turnover intent: Job satisfaction, paysatisfaction, or organizational commitment?. Journal of OrganizationalBehavior, 19(3), 305-320. Lyons, S., & Kuron, L. (2014). Generationaldifferences in the workplace: A review of the evidence and directions forfuture research. Journal of Organizational Behavior, 35(S1), 139-157. Lyons, S. T., Higgins, C. A., & Duxbury, L.(2010). Work values: Development of a new threedimensional structure based onconfirmatory smallest space analysis. Journal of Organizational Behavior,31(7), 969–1002. Lyu, X., Siovong, P., Akkadechanunt, T., &Juntasopeepun, P. (2022). Factors influencing intention to stay of male nurses:A descriptive predictive study. Nursing & Health Sciences, 24, 322–329. Maczuga, N. (2021). Creating an attractiveworkplace for current and potential hospital employees. Problems andPerspectives in Management, 19(3), 56. Maertz Jr,C.P., & Campion, M.A. (1998). 25 years of voluntary turnover research: Areview and critique. International Review of Industrial and OrganizationalPsychology, 13, 49- 81. Maertz Jr, C. P., Boyar, S. L., & Pearson, A.W. (2012). Extending the 8 forces framework of attachment and voluntaryturnover. Journal of Business & Management, 18(1).7-30. Mahmoud, A. B., Fuxman, L., Mohr, I., Reisel, W.D., & Grigoriou, N. (2021). “We aren't your reincarnation!” workplacemotivation across X, Y and Z generations. International Journal of Manpower,42(1), 193-209. Malinowska, D., & Tokarz, A. (2021).Workaholism components in relation to life and work values. InternationalJournal of Mental Health and Addiction, 19(2), 529–545. Martin, G. (2008). Employer branding and corporatereputation management: A model and some evidence. In The Peak PerformingOrganization (pp. 298-320). Routledge. Martin, G., & Beaumont, P. (2003). Brandingand People Management: What's in a Name?. CIPD Publishing. Martin, G., Gollan, P. J., & Grigg, K. (2011).Is there a bigger and better future for employer branding? Facing up toinnovation, corporate reputations and wicked problems in SHRM. TheInternational Journal of Human Resource Management, 22(17), 3618-3637. Maxwell, R., & Knox, S. (2009). Motivatingemployees to “live the brand”: A comparative case study of employer brandattractiveness within the firm. Journal of Marketing Management, 25(9/10),893–907. Merk, J., & Rahmel, A. (2016). Hospitalemployer attractiveness considering the increasing shortage of skilled medicalprofessionals―A German review. Journal of Biosciences and Medicines, 4, 1-10. Minchington, B. (2010). Employer Brand Leadership:A Global Perspective: Collective Learning. Torrensville. Mobley, W. H. (1977). Intermediate linkages in therelationship between job satisfaction and employee turnover. Journal of AppliedPsychology, 62(2), 237-240. Moroko, L. & Uncles, M. D. (2008). Employerbranding and market segmentation. Journal of Brand Management, 16, 160–175. Mosley, R. (2007). Customer experience,organisational culture and the employer brand. Journal of Brand Management, 15,123–134. Mouton, H., & Bussin, M. (2019). Effectivenessof employer branding on staff retention and compensation expectations. SouthAfrican Journal of Economic and Management Sciences, 22(1), Retrieved May 23,2022, from https://hdl.handle.net/10520/EJC-1714793bd7 Muchinsky, P. M., & Morrow, P. C. (1980). Amultidisciplinary model of voluntary employee turnover. Journal o f VocationalBehavior, 17, 263-290. Nieżurawska-Zając, J., Kycia, R. A., &Niemczynowicz, A. (2023). Managing Generation Z: Motivation, Engagement andLoyalty (p. 140). Taylor & Francis. Oh, J. & Chhinzer, N. (2021). Is turnovercontagious? The impact of transformational leadership and collective turnoveron employee turnover decisions. Leadership & Organization DevelopmentJournal, 42 (7), 1089–1103. Osteraker, M.C. (1999). Measuring motivation in alearning organization, Journal of Workplace Learning, 11(2), 73-77. Parks, L., & Guay, R. P. (2009). Personality,values, and motivation. Personality and Individual Dfferences, 47 (7), 675-684. Parry, E., & Urwin, P. (2011). Generationaldifferences in work values: A review of theory and evidence. InternationalJournal of Management Reviews, 13(1), 79-96. Phillips, J. J., & O’Connell, A. 0. (2003).Managing Employee Retention: A Strategic Accountability Approach.Butterworth-Heinemann Publications. Pitt, C. S., Botha, E., Ferreira, J. J., &Kietzmann, J. (2018). Employee brand engagement on social media: Managingoptimism and commonality. Business Horizons, 61(4), 635-642. Porter, L. W., Steers, R. M., Mowday, R. T., &Boulian, P. V. (1974). Organizational commitment, job satisfaction, andturnover among psychiatric technicians. Journal of Applied Psychology, 59(5),603. Pressley, C., & Garside, J. (2023).Safeguarding the retention of nurses: A systematic review on determinants ofnurse's intentions to stay. Nursing Open,1(17), 2842-2858.DOI:10.1002/nop2.1588 Price, J. L., & Mueller, C. W. (1981). Acausal model of turnover for nurses. Academy of Management Journal, 24(3),543-565. Rani, N., & Samuel, A. (2016). A study ongenerational differences in work values and personorganization fit and itseffect on turnover intention of Generation Y in India. Management ResearchReview, 39(12), 1695–1719. Rokeach, M. (1973). The Nature of Human Values.Free press. Robbins, S.P.(1993). Organizational Behavior:Concepts, Controversies, and Applications. Prentice - Hall. Ros, M., Schwartz, S. H., & Surkiss, S.(1999). Basic individual values, work values, and the meaning of work. AppliedPsychology, 48(1), 49-71. Rubenstein, A. L., Eberly, M. B., Lee, T. W.,& Mitchell, T. R. (2018). Surveying the forest: A meta‐analysis, moderatorinvestigation, and future‐oriented discussion of the antecedents of voluntaryemployee turnover. Personnel Psychology, 71(1), 23-65. Saraswathy, R., & Balakrishnan, J. (2017).Facets of talent retention: Role of employee and employer branding ascatalysts. International Journal of Business Forecasting and MarketingIntelligence, 3(4), 407-432. Schwartz, S. H. (1999). A theory of culturalvalues and some implications for work. Applied Pychology, 48(1), 23–47. Seibert, M., Hillen, H. A., Pfaff, H., &Kuntz, L. (2019). Exploring leading nurses' work values and their associationwith team safety climate: Results from a questionnaire survey in neonatalintensive care units. Journal of Nursing Management, 28(1), 112-119. Siu, O.-L. (2008). Job stress and job performanceamong employees in Hong Kong: The role of Chinese work values andorganizational commitment. International Journal of Psychology, 38(6), 337–347. Staw, B. M. (1980). The consequences of turnover.Journal o f Occupational Behavior, 1, 253-273. Steel, R.P., Griffeth, R.W., & Hom, P.W.(2002). Practical retention policy for the practical manager. Academy ofManagement Executive, 16, 149-162. Sullivan, J. (2004). Eight elements of asuccessful employment brand. ER Daily, 23(2), 501–517. Super, D. E. (1970). Manual for the Work ValuesInventory. Houghton Mifflin. Super, D. E. (1980). A life-span, life-spaceapproach to career development. Journal of Vocational Behavior, 16(3), 282-298. Sutherland, M. M., Torricelli, D. G., & Karg,R. F.(2002). Employer of choice branding for knowledge workers. South AfricanJournal of Business Management, 33(4), 13-20. Sweet, J., & Swayze, S. (2017). Themulti-generational nursing workforce: Analysis of psychological capital bygeneration and shift. Journal of Organizational Psychology, 17(4).19-28. Swystun, J.(2007). The Brand Glossary. PalgraveMacmillan Ltd. DOIhttps://doi.org/10.1057/9780230626409 Tai, T. W. C., Bame, S. I., & Robinson, C. D.(1998). Review of nursing turnover research, 1977–1996. Social Science andMedicine, 47(12), 1905-1924. Tanwar, K., & Kumar, A. (2019). Employerbrand, person-organisation fit and employer of choice: Investigating themoderating effect of social media. Personnel Review, 48(3), 799–823. Tanwar, K., & Prasad, A. (2017). Employerbrand scale development and validation: A second-order factor approach.Personnel Review, 46 (2), 389-409. Tao, H., & Wang, L. (2010). Establishment ofquestionnaire for nurse intention to remain employed: The Chinese version.Academic Journal of Second Military Medical University, 31(8), 925–927. Taplin, I. M., Winterton, J., & Winterton, R.(2003). Understanding labour turnover in a labour intensive industry: Evidencefrom the British clothing industry. Journal of Management Studies, 40(4),1021-1046. Tett, R.P., & Meyer, J.P. (1993). Jobsatisfaction, organizational commitment, turnover intention, and turnover: Pathanalysis based on meta-analytic findings. Personnel Psychology 46 (2), 342–346. Tourangeau A.E. & Cranley L.A. (2006) Nurseintention to remain employed: Understanding and strengthening determinants.Journal of Advanced Nursing 55(4), 497–509. Turnley, W. H., & Feldman, D. C. (1998).Psychological contract violations during corporate restructuring. HumanResource Management, 37(1), 71-83. Twenge, J. M., & Campbell, W. K. (2009). TheNarcissism Epidemic: Living in the Age of Entitlement. Simon and Schuster. Walker, J.W. (2001). Perspectives. Human ResourcePlanning, 24 (1), 6-10. Wang, L., Tao, H., Ellenbecker, C. H., & Liu,X. (2012). Job satisfaction, occupational commitment and intent to stay amongChinese nurses: A cross‐sectional questionnaire survey. Journal of AdvancedNursing, 68(3), 539-549. Westerman, J.W. & Yamamura, J.H. (2007).Generational preferences for work environment fit: Effects on employeeoutcomes. Career Development International, 12 (2), 150–161. Wey Smola, K., & Sutton, C. D. (2002).Generational differences: Revisiting generational work values for the newmillennium. Journal of Organizational Behavior, 23(4), 363-382. Wieck, K. L., Dols, J., & Northam, S. (2009).What nurses want: The nurse incentives project. Nursing Economics, 27(3),169-177. Williams, C. R. (2000). Reward contingency,unemployment and functional turnover. Human Resource Management Review, 9,549-576. Wollack, S., Goodale, J. G., Wijting, J. P., &Smith, P. C.(1971). Development of the survey of work values. Janural ofApplied Psychology, 55(4), 331-338. Yadav, L. K., Kumar, A., & Mishra, S. (2020).Can organizations leverage employer branding to gain employee engagement andreduce turnover intention? An empirical study with organizational trust as amediator. Vision, 24(4), 496-505. Zhang, D., Wang, D., Yang, Y., & Teng, F.(2007). Do personality traits predict work values of Chinese college students?.Social Behavior and Personality: An International Journal, 35 (9), 1281-1294.
Zhu, F., Wang, Z., Yu, Q., Hu, T., Wen, Y., &Liu, Y. (2014). Reconsidering the dimensionality and measurement of employerbrand in the Chinese context. Social Behavior and Personality: An InternationalJournal, 42(6), 933-948.
|