中文文獻
王韋凱（2023）。探析台灣文官留任傾向之影響因素。中央警察大學警察行政管理學報，（19），155-174。
王雪芳（2021）。我國近二十年公務人員人力結構分析。國家人力資源論壇，4月30日。網址：https://reurl.cc/09Q3rA。
王貿、蘇偉業、賴怡樺（2019）。我國行政機關公務人力流動之初探：以跨職系流動為焦點。行政暨政策學報，(69)，49-84。
吳明隆（2013）。SPSS統計應用學習實務：問卷分析與應用統計（第三版）。台北：易習圖書。
吳宗憲（2014）。公僕所為何來？台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。
吳孟樺（2017）。政府部門離職傾向之探討－以臺北市政府為例。中國行政評論，23（3），64-98。
呂欽文（2023）。公務員報考人數10年遽減56%，年輕人為何不再捧「鐵飯碗」？。未來城市，11月23日。網址https://reurl.cc/rroN4y。
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。
李盈潔（2014）。工作狂傾向、工作生活平衡與幸福感之相關研究［未出版之碩士論文］。國立臺灣師範大學。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（2016）。不同世代護理人員的工作價值觀與激勵方式偏好之研究-以新北市各血液透析中心為例［未出版之碩士論文］。國立臺灣師範大學。林淑馨（2010）。質性研究：理論與實務。台北：巨流。
邱雅琪（2017）。不同世代工作價值觀對組織承諾與專業承諾影響之研究—以臺北市地方稅務人員為例［未出版之碩士論文］。國立臺北大學。林聖淵（2006）。不同世代偏好品牌之廣告訊息分析:品牌年輕化的訊息建議［未出版之碩士論文］。國立交通大學。徐嘉君（2016）。組織文化對員工角色拓展自我效能與主動行為關係之調節影響-「世代差異」觀點之探討［未出版之碩士論文］。國立中正大學。高鳳霞、鄭伯壎（2014）。職場工作壓力：回顧與展望。人力資源管理學報，14（1），77-101。
徐增圓（2001）。新世代工作者之工作價值觀、期望報酬類型暨兩者相關因素與組織承諾之關係［未出版之碩士論文］。國立政治大學。張一彬（2019）。世代之間的正義與分配：年齡與經濟世代對薪資公平正義認知。台灣政治學刊，23（1），103-158。
許士軍（1977）。 工作滿足、個人特徵與組織氣候-文獻探討與實證研究，國立政治大學學報，35，13-56。
陳佩汝（2002）。台北地區托兒所保育人員工作壓力與工作滿意度之研究［未出版之碩士論文］。國立臺灣師範大學。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。
郭恒志（2015）。工作家庭文化對工作價值觀與留任意願關係之調節影響-「世代差異」觀點之探討［未出版之碩士論文］。國立中正大學。許英倫、蔡明田、簡瑞霖（2014）。人格特質、工作特性、領導型態、工作滿足感與離職 傾向關係之研究-以科技業工程師為例。第17屆科際整合管理研討會，6月22日，台北市。
許迪翔（2003）。不同世代之工作價值觀、工作態度及其關聯性之研究-以台灣高科技產業之員工為例［未出版之碩士論文］。中原大學。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。
陳韋權（2020），情緒智力、工作滿意度及離職傾向之關聯性研究［未出版之碩士論文］。國立臺灣師範大學。陳素玲（2023）鐵飯碗生鏽了？年輕公務員爆離職潮：只剩穩定卻沒尊嚴。聯合報，6月8日。網址 https://reurl.cc/77n6q9。
張春興（1998）。張氏心理學辭典。台北：東華。
許庭瑜、江品俞（2019）。志願役士兵對工作滿意、組織承諾與離職傾向差異－以南部地區志願役士兵為例。管理科學研究，13（1），49-62。
許祐嘉（2020）。工作壓力、工作滿意度、離職傾向之關聯性文獻回顧。科技與人力教育季刊，7（2），64-78。
許彩娥（1996）。領導型態、工作特性與我國女性公務人員工作滿足關係之研究。行政管理論文選輯第10輯，721-761 。
張雅玲（2017）。探討情緒勞務、情緒調節、工作負荷與工作生活平衡關係之研究［未出版之碩士論文］。國立高雄應用科技大學。許閔婷（2022）。護理人員新冠肺炎風險知覺與離職意願關係之探討［未出版之碩士論文］。長庚大學。康竣凱（2023）。員工體驗與員工幸福感關係之研究－關係型心理契約之中介作用與世代差異之調節效果分析［未出版之碩士論文］。國立臺灣師範大學。梁鳳文（2021）。工作價值觀對工作敬業心影響之世代差異研究:組織社會化之中介效果分析［未出版之碩士論文］。國立高雄科技大學。郭嘉甄（2017）。工作價值觀及個人與組織契合度之世代差異研究［未出版之碩士論文］。國立臺北大學。陳銘薰、黃新龍（2019）。工作壓力、幸福感、組織承諾與離職傾向關聯之研究－以國軍軍士官為例。商管科技季刊，20（2），157-179。
黃一峯、陳建志（2021）。世代差異與留才策略:工作價值觀點的探討。國家菁英，14-3（53），251-266。
游子正、董祥開（2020）。公務人員「單位離職傾向」之影響因素分析。文官制度季刊，12（3），45-86。
黃明惠（2023）。鐵飯碗不要了！新北公務員5年682人離職...為何這局處人數最多？在職員工曝原因「不意外」。今周刊，10月18日。網址 https://reurl.cc/RW8aln。
黃英忠（2003）。人力資源管理。臺北：三民。
景家威（2014）。工作生活平衡與幸福感之研究：以青年民航空勤組員為例［未出版之碩士論文］。國立中山大學。黃振恭（2008）。不同世代國民小學教師工作價值觀、角色知覺與教學自我效能和專業表現之研究［未出版之碩士論文］。國立嘉義大學。馮惠平（2011）。公務人員俸給制度之法理探討。文官制度季刊，3（4），105-130。
童雅華（2007）。台中縣市私立幼稚園園長經營理念與教師工作滿意度之相關研究［未出版之碩士論文］。國立台中教育大學。黃菀榆（2013）。桃園縣國民小學教師工作生活平衡對工作倦怠之影響—以社會 支持為調節變項［未出版之碩士論文］。元智大學。黃煥榮（2021）。世代交替，抑或世代合作？公務體系世代多樣性的管理策略。國家菁英季刊，14（3），83-104。
黃煥榮、蔡秀涓、張筵儀（2017）。公部門面對世代差異之人力資源運用策略。考試院考銓研究報告，未出版。
黃煥榮（2008）。運用友善家庭政策平衡工作與家庭-理論與經驗的初探。2008 年台灣公共行政與公共事務系所聯合會夥伴關係與永續發展國際學術研討會，5月24-25日，台中。
楊一峰、陳效淳、陳清燿（2012）。台灣觀光產業之員工工作壓力與離職傾向之研究：探討工作滿意度為干擾影響因素。管理科學研究，8（2），47-66。
葉卉軒（2023）。大缺工、少子化時代 為何公務員的鐵飯碗也不香了？。經濟日報，11月21日。網址 https://reurl.cc/g4lnZ4。
葉柏彥（2017）。工作價值觀對工作生活品質之影響-世代差異研究。［未出版之碩士論文］。元智大學。董祥開、陳敦源、王光旭、王婷虹、詹慶恩（2022）。公務人力高齡化現象下的世代差異及其影響。文官制度，14（1），25-63。
董祥開、林嚴凡（2019）。公私部門轉換經驗對工作滿意度之影響：以公私部門工作差異認知為中介變項，行政暨政策學報，68，1-48。
趙修華（2023）。公務人員關係型心理契約、工作滿意度與離職傾向關聯之研究。中國行政評論，29（1），32-59。
趙修華、陳衍宏（2022）。地方機關人員工作負荷、外在工作滿意與離職傾向關係之研究。中華行政學報，（31），19-38。
廖義男（2018）。夏蟲語冰錄（一二四）受憲法制度性保障之公務員法制度之核心理念與價值－兼評公務人員退休資遣撫卹法有關退休金規定。法令月刊，69（5），129-153。
劉仲矩、周玉涵（2016）。公部門人員情緒勒索認知、工作壓力與離職傾向關聯之研究。人力資源管理學報，16（1），43-68。
蔡秀涓（2004）。世代因素對公務人員工作價值觀影響之實證分析：以考試院暨所屬機關為例。東吳政治學報，（18），41-67。
鄭君浩（2021）。新進人員心理契約違反對公務人員離職傾向及行為之影響－以計畫行為理論為分析架構［未出版之碩士論文］。國立政治大學。蔡明華（2011）。公務人員人格發展與公共服務。文官制度季刊，3（1），93-115。
蔡祈賢（2008），公務人力資源管理，臺北：商鼎。
潘瑛如、李隆盛（2015）。初薦任公務人員公共服務動機，文官制度季刊，7（1） ，35-69。
劉穎蓉（2014）。知覺組織支持、關係型心理契約及工作壓力對工作滿足的影響─以工作生活平衡為中介變項［未出版之碩士論文］。國立臺灣師範大學。蔡馨芳、郭昱瑩、余致力（2022）。2018年公務人員年金改革對我國文官態度之影響。行政暨政策學報，（75），1-35。
橘世代（2023）。鐵飯碗難端？公務員爆高離職率！「4關鍵」讓人打退堂鼓。Yahoo新聞，10月31日。網址https://reurl.cc/bDvAxX。
蕭新煌（1995）。轉型的台灣社會學與轉型的台灣社會：個人的幾個觀察，中國社會學刊，18，1-15。
藍令洋（2022）。不同世代公務人員工作投入與工作動機之差異－以年金改革認知為中介變項［未出版之碩士論文］。國立政治大學。蘇守謙（2000）。資訊人員職業焦崩與離職決策研究［未出版之碩士論文］。國立中央大學。蘇淑麗（2008）。不同世代國小教師人格特質與工作價值觀之相關研究［未出版之碩士論文］。國立花蓮師範學院。蘇錦俊、卓筑瑩（2018）。護理人員工作特性及離職傾向的探討。亞太經濟管理評論，21（2），1-20。
英文文獻
Abbasi, S. M., & K. W. Hollman.(2000). Turnover: The real bottom line. Public Personnel Management, 29(3), 333-342.
Abelson, M. A. (1987). Examination of avoidable and unavoidable turnover. Journal of Applied Psychology, 72(3), 382–386.
Abelson, M. A.(1986). Strategic Management of Turnover:A Model for the Health Service Administrator. Health Care Manage Review, 11(2), 61-71.
Abelson, M. A., & B. D. Baysinger. (1984). Optimal and dysfunctional turnover: Toward an organizational level model. The Academy of Management Review, 9(2), 331-341.
Adams, J. S. (1963). Toward an understanding of inequity. Journal of Abnormal and Social Psychology, 67, 422-436.
Ajzen, I. (1993). Attitude theory and the attitude-behavior relation. In D. Krebs and P. Schmidt (Ed.), New Directions in Attitude Measurement (pp. 42-56). Berlin, Walter de Gruyter.
Alferjany, M. A., & Alias, R. B.(2020). Generational differences in values and attitudes within workplace. Psychology and Education Journal, 57(9), 1496-1503.
Ali, S. B. (2018). Is all turnover intent the same? Exploring future job preference and environmental considerations. Public Management Review, 20(12), 1768-1789.
Ali, S. B., Bishu, S., & Alkadry, M. (2018). Why men and women want to leave? Turnover intent among public procurement officers. American Review of PublicAdministration, 48(7), 668-684.
Armknecht, P. A., & J. F. Early. (1972). Quits in manufacturing: A study of their causes. Monthly Labor Review, 95(11), 31-37.
Autry, C.W., & Daugherty, P. J. (2003). Warehouse operations employees: Linking person- organization fit, job satisfaction, and coping responses. Journal of Business Logistics, 24(1), 171-197.
Barrick, M. R., & R. D. Zimmerman. (2005). Reducing voluntary, avoidable turnover through selection. Journal of Applied Psychology, 90(1), 159-166.
Berkup, S.B. (2014) Working with Generations X and Y in Generation Z Period: Management of Different Generations in Business Life. Mediterranean Journal of Social Sciences, 5(19), 218-229.
Boyar, S. L., C. P. Maertz., A. W. Pearso., & S. Kough. (2003). Work-family conflict: A model of linkages between work and family domain variables and turnover intentions. Journal of Managerial Issues, 15(2), 175-190.
Byrne, U. (2005). Work-life balance: Why are we talking about it at all? Business Information Review, 22(1), 53-59.
Cacioppe, R., & Mock, P. (1984). A comparison of the quality of work experience in government and private organizations. Human Relations, 37(11): 923-940.
Campbell, J. P., Dunnette, M., Lawler, E. E., & Weick, K. E. (1970). Managerial Behavior, Performance, and Effectiveness. New York: McGraw-Hill.
Chen, C. A. (2012). Sector imprinting: Exploring its impacts on managers’ perceived formalized personnel rules, perceived red tape, and current job tenure. The American Review of Public Administration, 20(10), 1-21.
Chovwen, C. O., S. K. Balogun., & B. O. Olowokere. (2014). Determinants of job hopping experience among private and public sector employees’ turnover intention. Ife Psychologia, 22(2), 114-124.
Clark, S. C. (2000). Work-family border theory-A new theory of work-family balance. Human Relations, 53(6), 747-770.
Clerkin, R. M., & Coggburn, J. D. (2012). The dimensions of public service motivation and sector work preferences. Review of Public Personnel Administration, 32(3), 209-235.
Cohen, G.,R. S. Blake., & D. Goodman. (2016). Does turnover intention matter? Evaluating the usefulness of turnover intention rate as a predictor of actual turnover rate. Review of Public Personnel Administration, 36(3), 240-263.
Coomber, B., & Barriball, K. L. (2007). Impact of job satisfaction components on intent to leave and turnover for hospital-based nurses: a review of the research literature. International journal of nursing studies, 44(2), 297–314.
Cowan, R. L., Clayton, E., & Bochantin, J. (2021). Human Resources as an Important Actor in Workplace Bullying Situations: Where We Have Been and Where We Should Go. In: D' Cruz, P., et al. (Ed.), Pathways of Job-related Negative Behaviour. Handbooks of Workplace Bullying, Emotional Abuse and Harassment, vol 2.(pp.477-494). Singapore, Springer.
Cronbach, L. J. (1951). Coefficient Alpha and the Internal Structure of Tests. Psychometrika, 16, 297-334.
Dalton, D. R., W. D. Todor., & D. M. Krackhardt. (1982). Turnover overstated: The functional taxonomy. The Academy of Management Review, 7(1), 117-123.
Dalton, D. R., & W. D. Todor. (1979). Turnover turned over: An expanded and positive perspective. The Academy of Management Review, 4(2), 225-235.
De Moura, G. R., D. Abrams., C. Retter., S. Gunnarsdottir., & K. Ando. (2009). Identification as an organizational anchor: how identification and job satisfaction combine to predict turnover intention. European Journal of Social Psychology, 39(4), 540-557.
Dimock, M. (2019). Defining generations: Where Millennials end and Generation Z begins. Pew Research Center, 17(1), 1-7.
Fisher-McAuley, G., Stanton, J. M., Jolton, J., & Gavin, J. A. (2003). Modeling the relationship between work life balance and organizational outcomes. Paper presented at the Annual Conference of the Society for Industrial and Organizational Psychology. Orlando, April 12, 1-26.
Greenhaus, J. H., & Beutell, N. J. (1985). Sources and conflict between work and family roles. The Academy of Management Review, 10(1), 76–88.
Grissom, J.A., Viano, S.L. & Selin, J.L. (2016), Understanding Employee Turnover in the Public Sector: Insights from Research on Teacher Mobility. Public Admin Review, 76: 241-251.
Guest, D.(2002). Perspectives on the study of work-life balance. Social Science Information, 41(2),255-279.
Guralnik, D. B. (1970). The Webster's New World Dictionary of the American Language. Prentice Hall.
Haar, J. M. (2004). work-family conflict and turnover intention: Exploring the moderation effects of perceived work-family support. New Zealand Journal of Psychology, 33(1), 35-39.
Haworth, J. T. (2004). Work, leisure and well-being. In J. T. Haworth & A. J. Veal (Eds.), Work and leisure.168-183.
Herzberg, F., Mausner, B., & Snyderman, B. (1959). The motivation to work. New York: John Wiley.
Higgins, C. A., L. E. Duxbury, & R. H. Irving. (1992). Work-Family Conflict in the Dual-Career Family. Organizational Behavior and Human Decision Processes 51(1): 51-75.
Hill, E. J., Hawkins, A. J., Ferris, M., & Weitzman M. (2001). Finding an Extra Day a Week: The Positive Influence of Perceived Job Flexibility on Work and Family Life Balance. Family Relations, 50(1), 49-58.
Hisel, M. E. (2020). Measuring work engagement in a multigenerational nursing workforce. Journal of Nursing Management, 28(2), 294-305.
Hollenbeck, J. R., & C. R. Williams. (1986). Turnover functionality versus turnover frequency: A note on work attitudes and organizational effectiveness. Journal of Applied Psychology, 71(4), 606-611.
Hom, P. W., & R. W. Griffeth. (1995). Employee turnover. (3???????? ed.). Georgetown, TX: International Thomson Publishing.
Hoppock, R. (1935). Job satisfaction. New York: Happer and Row.
Houston, D., & Waumsley, J. (2003). Attitudes to Flexible Working and Family Life. New York, NY: JRF Policy Press.
Hu, W., Huang, I. Y.-F., & Yang, W. (2022). Love or Bread? Public Service Motivation and Fringe Benefits in the Retention of Police Forces in Beijing City. Review of Public Personnel Administration, 42(4), 595-613.
Hughes, J., & Bozionelos, N. (2005). Work-life balance as source of job dissatisfaction and withdrawal attitudes. Personal Review, 36(1), 145-154.
Hung K., F. Gu, C. Yim. (2008). A Social Instutional Approach to Identifying Generation Cohorts in China with a Comparison of American Consumers, Journal of International Business Studies, 38, 836-853.
Jain, S., & S. K. Nair. (2013). Research on work-family balance: A review. Business Perspectives and Research, 2(1), 43-58.
Jeon, S. H., & P. J. Robertson. (2013). Should I stay or should I go: The impact of public duty motivation on turnover intentions. The Korean Journal of Policy Studies, 28(2), 1-24.
Jin, M. H., B. McDonald., & J. Park. (2018). Person-organization fit and turnover intention: Exploring the mediating role of employee followership and job satisfaction through conservation of resources theory. Review of Public Personnel Administration, 38(2) 167-192.
Jung, C. S. (2010). Predicting organizational actual turnover rates in the U.S. federal government. International Public Management Journal, 13(3), 297-317.
Jurkiewicz, C. L., Massey, T. K., Brown, R. G. (1998). Motivation in public and private organizations: A comparative study. Public Productivity & Management Review, 21:230-250.
Kaiser, H. F. (1974). An index of factorial simplicity. Psychometrika, 39(1), 31–36.
Kim, S. Y., & S. Fernandez. (2017). Employee empowerment and turnover intention in the U.S. federal bureaucracy. American Review of Public Administration, 47(1), 4-22.
Koubova, V., & Buchko, A. (2013). Life-work balance. Management Research Review, 36(7), 700-719.
Kupperschmidt, B. R. (2000). Multi-generation employees: Strategies for effective management. The Health Care Manager, 19(1), 65-76.
Labrague, L. J., Gloe, D., McEnroe, D. M., Konstantinos, K., & Colet, P. (2018). Factors influencing turnover intention among registered nurses in Samar Philippines. Applied Nursing Research, 39, 200-206.
Lakshmi Narayanamma, P., Srinivas, J. N. G., & Rama Devi, V. (2018). HR perception towards multi generation workforce. Journal of Human Resource Management and Research, 8(4), 2249-6874.
Lee, S., S. Fernandez., & C. Chang. (2018). job scarcity and voluntary turnover in the U.S. federal bureaucracy. Public Personnel Management, 47(1), 3-25.
Lewis, G. B., &. Frank, S. A (2002). Who Wants to Work for the Government? Public Administration Review, 62(4): 395-404.
Lin, C. Y., Huang, C. K., Li, H. X., Chang, T. W., & Hsu, Y. C. (2022). Will they stay or leave? Interplay of organizational learning culture and workplace mindfulness on job satisfaction and turnover intentions. Public Personnel Management, 51, 24-47.
Liu, B., T. L. P. Tang., & K. Yang. (2015). When does public service motivation fuel the job satisfaction fire? The joint moderation of person-organization fit and needs-supplies fit. Public Management Review, 17(6), 876-900.
Liu, B., J. Liu., & J. Hu. (2010). Person-organization fit, job satisfaction, and turnover intention: An empirical study in the Chinese public sector. Social Behavior and Personality, 38(5), 615-626.
Locke, E. A. (1976). What is job satisfaction? Organizational Behavior and Human Performance, 4, 309-336.
Lucas, M. D., Atwood, J. R. & Hagaman, R. (1993), Replication and validation of anticipated turnover model for urban registered nurses. Nursing Research, 42(1), 29- 35.
Lyness, K. S., & Judiesch, M. K. (2014). Gender egalitarianism and work–life balance for managers: Multisource perspectives in 36 countries. Applied Psychology: An International Review, 63(1), 96–129.
Lyons, S. T., Duxbury, L. E., Higgins, C. A. (2006). A comparison of the values and commitment of private sector, public sector, and parapublic sector employees. Public Administration Review, 66: 605-618.
Maertz, C. P., & M. A. Campion. (1998). 25 years of voluntary turnover research: A review and critique. International Review of Industrial and Organizational Psychology, 13, 50-81.
Mannheim, K. (1997). The problem of Generations. In Essays on the Sociology of Knowledge, (pp,276-322). London;Routledge & Kegan Paul.
Marshall, C. & Rossman, G. B. (2006). Designing Qualitative Research(4th ed.).Thousands Oaks: Sage Publication.
Maslow, A. H. (1943). Motivation and personality. N.Y. Harper and Row.
Mihelič, K. K., & M. Tekavčič. (2014). work-family conflict: A review of antecedents and outcomes. International Journal of Management & Information Systems, 18(1), 15-26.
Mobley. (1982). Employee turnover: Causes, consequences, and control. Philippines: Addison-Wesley Publishing Company Press.
Mobley, W. H., R.W. Griffeth., H. H. Hand., & B. M. Meglino. (1979). Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 86(3), 493-522.
Mobley. (1977). Intermediate linkages in the relationship between job satisfactionand employee turnover. Journal of Applied Psychology, 62(2), 237-240.
Motoko, H-H. & Michiko, H. (2001), Job satisfaction of Japanese career women and its influence on turnover intention. Asian Journal of Social Psychology, 4(1): 23-38.
Moynihan, D. P., & S. K. Pandey. (2008). The ties that bind: social networks person-organization value fit, and turnover intention. Journal of Public Administration Research and Theory, 18(2), 205-227.
Mudor, H., & P. Tooksoon. (2011). Conceptual framework on the relationship between human resource management practices, job satisfaction, and turnover. Journal of Economics and Behavioral Studies, 2(2), 41-49.
Mullins, L. B., Charbonneau, É., & Riccucci, N. M. (2021). The Effects of Family Responsibilities Discrimination on Public Employees’ Satisfaction and Turnover Intentions: Can Flexible Work Arrangements Help? Review of Public Personnel Administration, 41(2), 384-410.
O’Bannon, G. (2001). Managing our future: The generation X factor. Public Personnel Management, 30, 95-109.
Philip, J., & Netra N.(2021). Evaluating The Channels Used To Communicate The Benefits Offered To A Milti-Generation Workforce. International Journal of Modern Agriculture, 10 (2), 946-956.
Politi, C. (2018). How well do you know your employees? A contribution towards understanding employee turnover. Published Master Dissertation, Business School, University of Barcelona.
Porter, L. W., R. M. Steers, R. T. Mowday., & P. V. Boulian. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603-609.
Porter, L. W., & E. E. Lawler. (1968). Managerial Attitudes and Performance. Homewood, IL: Dorsey Press.
Price, J. L. (1977). The Study of Turnover. Ames:Iowa State University Press.
Quinn, P. (2010). A multigenerational perspective on employee communications. Risk Management, 57(1), 32-34.
Quratulain, S., & A. K. Khan. (2015). Red tape, resigned satisfaction, public service motivation, and negative employee attitudes and behaviors: Testing a model of moderated mediation. Review of Public Personnel Administration, 35(4), 307-332.
Rath, D. (1999). Bridging the generation gap. InfoWorld, 21(45), 84-85.
Robbins, S. P. (2013). Organizational behavior (15th ed.). Essex, England: Pearson.
Rubel, M. R. B., D. M. H. Kee., & N. N. Rimi. (2017). The mediating role of work-family conflict on role stressors and employee turnover intention relationship in labour-oriented organizations. Global Business Review, 18(6), 1-16.
Schroth, H. (2019). Are you ready for Gen Z in the workplace? California Management Review,61(3), 5-18.
Shim, D. C., H. H. Park., & T. H. Eom. (2017). Street-level bureaucrats’ turnover intention: Does public service motivation matter? International Review of Administrative Sciences, 83(3), 563-582.
Siu, O. L., & Cooper, C. L. (1998). A study of occupational stress, job satisfaction and quitting intention in Hong Kong firms: The role of locus of control and organizational commitment. Stress Medicine, 14(1), 55–66.
Smith, P. C., Kendall, L. M., & Hulin, C. L. (1969). Measurement of satisfaction in work and retirement. Chicago: Rand McNally.
Solomon, M. R. (1995). Consumer Behavior (4th ed.). Prentice-Hall.
Spector, P. E. (1997). Job Satisfaction. CA: Sage Publications.
Steel, R. P., & J. W. Lounsbury. (2009). Turnover process models: Review and synthesis of a conceptual literature. Human Resource Management Review, 19(4), 271-282.
Surienty, L., Ramayah, T., Lo, M. C., & Tarmizi, A. N. (2014). Quality of work life and turnover intention: A Partial Least Square (PLS) Approach. Social Indicators Research, 119(1), 405-420.
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organization commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings. Personal Psychology, 46, 259- 293.
Tnay, E., Othman, A. E. A., Siong, H. C., & Lim, S. L. O. (2013). The influences of job satisfaction and organizational commitment on turnover intention. Procedia - Social and Behavioral Sciences, 97, 201- 208.
Trimble, D. E. (2006). Organizational commitment, job Satisfaction, and turnover intention of missionaries. Journal of Psychology and Theology, 34(4), 349-360.
Van den Bergh, J., & Behrer, M.(2016). How cool brands stay hot: Branding to Generations Y and Z (3rd ed.). London: Kogan Page .
Vroom, V. H. (1964). Work and Motivation. New York: John Wiley and Sons.
Waeyenberg, T. V., Decramer, A., Desmidt, S., & Audenaert, M. (2017). The relationship between employee performance management and civil servants' turnover intentions: A test of the mediating roles of system satisfaction and affective commitment. Public Management Review, 19(6), 747-764.
Wang, Y. D., Yang, C & Wang, K. Y. (2012). Comparing public and private employees’ job satisfaction and turnover. Public Personnel Management, 41(3), 557-573.
Whitford, A. B., & Lee, S. Y. (2014). Exit, voice, and loyalty with multiple exit options:evidence from the US federal workforce. Journal of Public Administration Research and Theory, 25(2), 373-398.
Wiedmer, T.(2015). Generations do differ: Best practices in leading traditionalists, boomers, and generations X, Y, and Z. Delta Kappa Gamma Bulletin, 82(1), 51-58.
Wynen, J., S. O. De Beeck., & A. Hondeghem. (2013). Interorganizational mobility within the U.S. federal government: Examining the effect of individual and organizational factors. Public Administration Review, 73(6), 869-881.
Zedeck, S., & Mosier, K. L. (1990). Work in the family and employing organization. American Psychologist, 45(2), 240–251.
Zemke, R., Raines, C., & Filipczak, B.(2000). Generations at work: Managing the clash of Veterans, Boomers, Xers, and Nexters in your workplace. New York: AMACOM Books,
Zhang, Y. (2016). A review of employee turnover influence factor and countermeasure. Journal of Human Resource and Sustainability Studies, 4(2), 85-91.