一、中文部分
余采芳(2011)。組織動態能力、組織創新氣候、預應人格特質與知識分享對創新行為影響之跨層次分析。國立臺灣師範大學科技應用與人力資源發展學系博士論文，臺北。吳宗憲(2012)。台南市政府文官公共服務動機與工作滿意、工作努力意願之實證研究：以個人∕組織配適度作為調節變項。公共行政學報，43：91-126。
吳宗憲(2014)。公僕所為何來？臺南市政府文官公共服務動機影響工作努力意願之實證研究。政策與人力管理，5(1)：81-134。
孫同文、許耿銘(2014)。橘淮為枳：公共服務動機指標適用性的分析。民主與治理， 1(1)；33-52。
孫同文(2018)。芝麻掉了?讀<公共服務動機；回顧、反思與未來方向>有感。公共行政學報，(54)，127-138。
孫本初(2006)。公部門需建立更具激勵效果的績效管理制度。人事月刊，43(5)，18-28。
廖玲燕 (2000)。台灣本土社會讚許量表之編製及其心理歷程分析。國立臺灣大學心理學研究所碩士論文，未出版，臺北。張其祿(2015)。公共服務動機概念操作與應用之研究紀要。中國行政評論，21(1)，1-14。
張鎧如、陳敦源、簡鈺珒、李仲彬(2015)。探索臺灣公務人員工作績效之影響因素: 能力、動機與機會的整合觀點。東吳政治學報，33(4)，1-71。
彭台光、高月慈、林鉦棽(2006)。管理研究中的共同方法變異：問題本質、影響、測試和補救。管理學報，23(1)，77-98。
李仲彬(2018)。與生俱來與後天培養：影響公務人員創新態度與行為的因素分析。公共行政學報，54，1-40。
李俊達 (2020)。公共服務動機析論：兼論年改時代提升公共服務動機之策略。文官制度季刊，12(2) ，57-87。
林守紀、周麗芳、任金剛、曾春榮(2017)。員工建言行為：回顧與未來。人力資源管理學報，17(1)，1-33。
紀乃文、李學佳(2018)。員工為何建言? 探討員工利社會動機與印象管理動機對 建言行為的影響: 求成型焦點、情感性組織承諾與公民行為壓力的干擾效果。管理學報，35(1 )，1-25。
胡龍騰(2017)。公僕管家心：制度環境、任事態度與績效行為。臺北:五南圖書。
莊文忠(2008)。績效衡量與指標設計：方法論上的討論。公共行政學報，29：61-91。
董祥開、楊庭安(2020)。從個人風險特質與組織激勵措施探討公務人員之創新行為：以計畫行為理論為分析架構。空大公行學報，34，1-40。
蔡秀涓(2007)。政府主管如何看待績效不佳員工台灣與美國之比較分析。政治科學論叢，32，109-144。
邱皓政（2011）。量化研究與統計分析。臺北：五南圖書。
鄭宇珊(2011)。以網絡外部性為調節變項探討智慧資本影響員工創新行為之跨層次分析。國立臺灣師範大學科技應用與人力資源發展學系博士論文，未出版，臺北。陳敦源(2012)。民主治理:公共行政與民主政治的制度性調和。臺北:五南圖書。
陳明田(2010)。組織氣候與角色內行為、組織公民行為關係之研究-以組織承諾為中介變項。國立高雄師範大學人力與知識管理研究所碩士論文，未出版，高雄。陳重安、許成委(2016)。公共服務動機：回顧、反思與未來方向。公共行政學報，51，69-96。
陳重安(2018)。芝麻要是掉了，掉多點才好；對暨大孫同文老師評論<公共服務動機；回顧、反思與未來方向>的回應。 公共行政學報，(54)；139-146。
陳銘薰、吳文傑（2008）。策略領導量表建構及其信效度評估。台大管理論叢，18(2)，63-77。
魚凱（2016）。公門菜鳥飛：一個年輕公務員的革新理想。臺北:網路與書。
黃一峯(2011)。公共服務動機、情緒勞務與心理契約：激勵理論研究整合途徑探討，「中國行政學會會員大會「治理觀點下未來公共行政發展方向」學術研討會，臺北：國立政治大學公共行政及企業管理教育中心。
二、英文部分
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