(34.204.179.0) 您好!臺灣時間:2019/08/18 13:09
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果

詳目顯示:::

我願授權國圖
本論文永久網址: 
line
研究生:林益舷
研究生(外文):Yi-Sian Lin
論文名稱:派遣員工的組織支持知覺、工作動機與組織公民行為關係之研究─以雙組織承諾為中介變項
論文名稱(外文):The Study on The Relationship of Temporary Employees’ Perceived Organizational Support, Work Motivation and Organizational Citizenship Behavior: Dual Commitment as Mediating Variable
指導教授:王湧泉王湧泉引用關係黃佳純黃佳純引用關係
指導教授(外文):Yung-Chuan WangJie-Tsuen Huang
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2009
畢業學年度:97
語文別:中文
論文頁數:124
中文關鍵詞:派遣員工組織支持知覺工作動機雙組織承諾組織公民行為
外文關鍵詞:temporary employeeperceived organizational supportwork motivationdual commitmentorganizational citizenship behavior
相關次數:
  • 被引用被引用:15
  • 點閱點閱:999
  • 評分評分:系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔
  • 下載下載:83
  • 收藏至我的研究室書目清單書目收藏:8
為節省人事成本並增加人力調度的靈活性,企業對勞動派遣的需求日益增加。對於企業來說,派遣員工的工作動機、組織承諾與組織支持知覺十分重要,因為派遣員工的動機可視為員工努力工作的動力來源,承諾則代表員工對組織的投入與認同程度,而基於社會交換理論,派遣員工在感受到組織對其的支持後,會增加工作動機與組織承諾以回報組織,並樂於展現其組織公民行為,所以工作動機、組織承諾與組織支持知覺會影響員工的表現,進而影響企業的績效。因此,本研究透過雙組織承諾的中介效果,探討派遣員工組織支持知覺、工作動機、雙組織承諾對組織公民行為之影響。

本研究透過發放問卷之方式,以台灣地區之派遣員工為對象,共發放問卷450份,回收有效問卷287份。研究結果發現:(1)派遣員工的組織支持知覺程度越高,越會展現組織公民行為;(2)派遣員工的工作動機越高,越會展現組織公民行為;(3)派遣員工的雙組織承諾越高,越會展現組織公民行為;(4)派遣員工的組織支持知覺程度越高,其雙組織承諾越高;(5)派遣員工的工作動機越高,其雙組織承諾越高;(6)組織支持知覺會透過雙組織承諾之中介效果,影響組織公民行為的展現;(7)工作動機會透過雙組織承諾之中介效果,影響組織公民行為的展現;(8)不同性別、婚姻與年齡在派遣員工組織支持知覺、雙組織承諾與組織公民行為上有顯著差異,而工作待遇與產業別則是在組織支持知覺、工作動機、雙組織承諾與組織公民行為上皆有顯著差異。
The demand for temporary employees in business organization is increasing in order to reduce administrative expenses and look for flexibility of the labor force. Temporary employees’ work motivation, organizational commitment, and perceived organizational support are very important for enterprises. Temporary employees’ motive could be seem as the driver of hard working, and commitment represents the degree of employees’ involvement and identification to the organization. According to social exchange theory, when temporary employees feel supported by the organization, they will increase their work motivation and commitment to the organization in return, and will be more willing to express organizational citizenship behavior. Therefore, the employees’ performance is affected by work motivation, organization commitment and perceived organizational support. Thus, the present study examined the relationship among perceived organizational support, work motivation, organizational citizenship behavior, and the mediation effect of dual commitment.

A total of 450 questionnaires were sent out to temporary employees in Taiwan, and 287 effective ones were received. The present study find that: (1) the more organizational support perceived by temporary employees, the more organizational citizenship behavior they display; (2) the more work motivation of temporary employees, the more organizational citizenship behavior they display; (3) the more dual commitment of temporary employees, the more organizational citizenship behavior they display; (4) the more organizational support perceived by temporary employees, the more dual commitment they exhibit; (5) the more work motivation of temporary employees, the more dual commitment they exhibit; (6) temporary employees’ dual commitment has mediating effect on the relationship of perceived organizational support and organizational citizenship behavior; (7) temporary employees’ dual commitment has mediating effect on the relationship of work motivation and organizational citizenship behavior; (8) temporary employees who were different in gender, marriage status, and age had significant different on perceived organizational support, dual commitment, and organizational citizenship behavior. In addition, temporary employees who were different in salary and industry had significant different on perceived organizational support, work motivation, dual commitment, and organizational citizenship behavior.
目錄
中文摘要 I
英文摘要 II
目錄 III
表目錄 IV
圖目錄 VI
第壹章 緒論 1
第一節 研究背景與研究動機 1
第二節 研究目的 3
第三節 研究流程 4
第貳章 文獻探討 5
第一節 勞動派遣 5
第二節 組織支持知覺 12
第三節 工作動機 18
第四節 雙組織承諾 30
第五節 組織公民行為 39
第六節 派遣員工組織支持知覺、工作動機、雙組織承諾與組織公民行為之關係 48
第參章 研究方法 53
第一節 研究架構 53
第二節 研究假設 54
第三節 研究工具 55
第四節 研究對象 59
第五節 統計方法 62
第肆章 資料分析與結果 71
第一節 敘述性統計 71
第二節 派遣員工人口統計變項對知覺組織支持、工作動機、雙組織承諾與組織公民行為之差異性分析 74
第三節 組織支持知覺、內在工作動機、雙組織承諾與組織公民行為之相關分析 83
第四節 迴歸分析 84
第五章 結論與建議 96
第一節 研究結論 96
第二節 研究建議與限制 102
參考文獻 104
一、中文部分 104
二、英文部分 108
附錄 121

表目錄
表2-1 各家學者對於企業運用勞動派遣原因之看法 8
表2-2 組織支持知覺相關研究整理 15
表2-3 動機理論之間的比較 24
表2-4 內在工作動機與外在工作動機的定義與內涵 26
表2-5 內在工作動機相關研究 28
表2-6 各學者對組織承諾之定義 30
表2-7 組織承諾之定義分類 32
表2-8 組織承諾的認同水準對個人與組織之影響 35
表2-9 雙組織承諾之概念彙整 36
表2-10 組織公民行為之定義彙總表 40
表2-11 組織公民行為之構面 44
表3-1 派遣員工組織支持知覺題項 55
表3-2 派遣員工工作動機題項 56
表3-3 派遣員工雙組織承諾題項 57
表3-4 派遣員工組織公民行為題項 58
表3-5 問卷回收情形 59
表3-6 研究樣本結構分析表 60
表3-7 組織支持知覺變項驗證性因素分析與Cronbach’s α信度係數 65
表3-8 工作動機變項驗證性因素分析與Cronbach’s α信度係數 66
表3-9 雙組織承諾變項驗證性因素分析與Cronbach’s α信度係數 67
表3-10 組織公民行為變項驗證性因素分析與Cronbach’s α信度係數 68
表3-11 模式適合度指標(派遣公司組織承諾為中介變項) 69
表3-12 模式適合度指標(要派公司組織承諾為中介變項) 70
表4-1 組織支持知覺量表平均數與標準差 71
表4-2 工作動機量表平均數與標準差 71
表4-3 雙組織承諾量表平均數與標準差 72
表4-4 組織公民行為量表平均數與標準差 73
表4-5 人口統計變項在「組織支持知覺」的差異分析 75
表4-6 人口統計變項在「內在工作動機」的差異分析 76
表4-7 人口統計變項在「派遣公司組織承諾」的差異分析 78
表4-8 人口統計變項在「要派公司組織承諾」的差異分析 79
表4-9 人口統計變項在「組織公民行為」的差異分析 81
表4-10 派遣公司與要派公司在「組織承諾」的差異分析 82
表4-11 各變項之相關係數表 83
表4-12 組織支持知覺對組織公民行為之迴歸分析表 84
表4-13 內在工作動機對組織公民行為之迴歸分析表 85
表4-14 派遣公司組織承諾對組織公民行為迴歸分析表 86
表4-15 要派公司組織承諾對組織公民行為迴歸分析表 87
表4-16 組織支持知覺對派遣公司組織承諾之迴歸分析表 88
表4-17 組織支持知覺對要派公司組織承諾之迴歸分析表 89
表4-18 內在工作動機對派遣公司組織承諾之迴歸分析表 90
表4-19 內在工作動機對要派公司組織承諾迴歸分析表 91
表4-20 派遣公司組織承諾對組織支持知覺與組織公民行為中介效果迴歸分析表 92
表4-21 要派公司組織承諾對組織支持知覺與組織公民行為中介效果迴歸分析表 93
表4-22 派遣公司組織承諾對內在工作動機與組織公民行為中介效果迴歸分析表 94
表4-23 要派公司組織承諾對內在工作動機與組織公民行為中介效果迴歸分析表 95
表5-1 假設驗證結果彙整表 96

圖目錄
圖1-1 本研究流程 4
圖2-1 勞動派遣的三方關係圖 6
圖2-2 增強理論之增強物 23
圖3-1 研究架構圖 53
一、中文部分
104人才派遣中心作者群(2008)。訂做你的工作舞台:人才派遣也能闖出一片天。台北:美商麥格羅希爾。
104人力銀行(2008)。2008年派遣趨勢大調查。取自:http://www.104temp.com.tw/article/article_content.jsp?source=temp&article_type=1&article_id=268。
尹衍樑(1988)。組織變革策略對組織承諾之影響研究—以潤泰工業股份有限公司電腦化為例。國立政治大學企業管理研究所博士論文。
王相欽(1996)。工作動機對組織承諾、工作滿足、績效表現的影響—以LMX、工作特性為中介變數。國立中正大學企業管理研究所碩士論文。
王淑霞(2003)。織政治知覺、組織氣侯、角色壓力、組織承諾與工作績效關聯性之研究-以嘉義縣稅捐稽徵處為例。南華大學管理科學研究所碩士論文。
王曉菡(2008)。華人工作動機與工作滿意度及組織承諾之關聯研究。國立中央大學人力資源管理研究所碩士論文。
白崇亮(1986)。組織承諾研究:理論與實證。管理評論,15(2),31-51。
成之約(1998)。中高齡勞工就業的障礙與突破。中高齡勞工就業問題與對策,91-95。
成之約(1999)。人力仲介公司與外籍勞工管理—兼論人力仲介公司管理與輔導。就業與訓練,17(2),3-8。
成之約(2004)。派遣勞動及其發展的探討:工會觀點。萬國法律,138,2-14。
牟鍾福(2002)。國中體育教師組織正義與組織信任對組織承諾影響之研究。國立臺灣師範大學體育研究所博士論文。
行政院勞工委員會(2006)。事業單位使用派遣勞工概況。取自:http://www.cla.gov.tw/cgi-bin/Message/MM_msg_control?mode=viewnews&ts=449f36e0:43ad。
行政院勞委會派遣勞工權益參考手冊(2006)。取自:http://www.cla.gov.tw/cgi-bin/SM_theme?page=43c47073。
吳佩芳(2003)。管理才能、工作動機與工作績效、部門績效關係之研究。國立中央大學人力資源管理研究所碩士論文。
吳明隆(2008 )。結構方程模式 : SIMPLIS的應用。台北:五南。
吳秉恩(1993)。組織行為學。台北:華泰。
吳若萱(2000)。派遣勞動如何重塑僱傭關係與企業用人政策。勞工行政,147,34-41。
吳恕偉(1996)。兩岸資訊從業人員之組織公民行為研究。國立中央大學資訊管理研究所碩士論文。
吳嘉玲(2006)。 非營利組織中志工的工作動機對工作表現的影響-以北美館與故宮博物院為例。國立中央大學人力資源管理研究所碩士論文。
吳麗芬(1986)。國民小學組織結構正式化、集中化與教師工作動機之關係。國立台灣師範大學教育研究所碩士論文。
李元隆(2000)。台灣人才派遣業現況之研究-以日本人才派遣業為比較基礎。國立中山大學人力資源管理研究所碩士論文。
李佳怡(2000)。知覺組織支持對員工工作態度影響之研究。國立中山大學人力資源管理研究所碩士學位論文。
周信旗(2002)。人力資源彈性化任用管理之研究-以我國派遣勞動為例。國立中山大學人力資源管理研究所碩士論文。
房美玉(2002)。台灣半導體產業之組織文化對於內外工作動機與工作績效及工作滿意度間關連性的影響。管理評論,21(3),66-96。
林淑姬(1992)。薪酬公平、程序公平與組織承諾、組織公民行為之研究。國立政治大學企管研究所博士論文。
林淑雲(2004)。企業運用派遣勞工對其經營策略與勞資關係之影響。國立政治大學勞工研究所碩士論文。
林鉦棽(1996)。組織公正、信任、組織公民行為之研究:社會交換理論之觀點。管理科學學報, 13(2),391-415。
林鉦棽(1999)。組織承諾、工作滿足與組織公民行為之研究:各種不同理論模式之比較。中山管理評論,7(4),1049-1073。
林鉦棽、蕭淑月、何慧清(2005)。社會交換理論觀點下組織支持、組織知識分享行為與組織公民行為相關因素之研究:以信任與關係為分析切入點。人力資源管理學報,5(1),77-110。
邱皓政(2000)。工作動機的內生性與外生性:台灣與美國大學生動機內涵之計量研究。應用心理研究,7,221-251。
邱駿彥(1998)。日本勞工派遣法之現狀。就業與訓練,16(6),17-25。
邱駿彥(2000)。勞工派遣法制之研究-以日本勞工派遣法為例。台灣勞動法學會學報,1,2-68。
姜定宇、鄭伯壎(2003) 。組織忠誠、組織承諾、及組織公民行爲研究之回顧與前瞻。應用心理研究,19,175-209。
姜定宇、鄭伯壎、任金剛、黃政瑋(2003)。組織忠誠:本土化的建構與測量。本土心理學研究,19,273-337。
施能傑(1999)。人力運用的兩項趨勢―精簡與彈性化。人事月刊,28(4),45-52。
柯志哲、葉穎蓉、蔡博全(2004)。台灣人力派遣對僱傭關係與人力資源管理影響的探討―以美國臨時性支援服務發展為對比。政大勞動學報,15,1-43。
孫淑芬(2001)。工作動機對工作滿意、個人績效及組織公民行為的影響-探索組織文化的干擾效果。國立中央大學人力資源管理研究所碩士論文。
張志毓(1997)。國民小學教師組織承諾與專業承諾研究。台北市師範學院國民教育研究所碩士論文。
張威創(2004)。銀行業使用人力派遣之研究。國立中正大學勞工研究所碩士論文。
張春興(1989)。心理學,台北:東華。
張峻源(2001)。組織文化、組織承諾與組織變革態度之研究-以中央信託局為例。國立成功大學企業管理學系碩士論文。
張萱儀(1996)。高科技公司研發人員組織公民行為之研究。國立中央大學人力資源管理研究所碩士論文。
張德銳(1995)。教育行政研究。台北:五南。
曹采華(2002)。員工特徵對工作滿意、組織承諾、組織公民行為、工作績效的影響-以派遣人員為例。國立中央大學人力資源管理研究所碩士論文。
許士軍(1995)。管理學。臺北︰東華。
許文玲(2000)。人力派遣,誰蒙其利。就業與情報,268,48-50。
許道然(2001)。組織信任之研究:一個整合性觀點。空大行政學報,11,253-295。
許道然(2002)。公部門組織信任與組織公民行為關係之研究。國立政治大學公共行政學系博士論文。
陳心田(2003)。員工-主管互動、知覺組織支持、組織承諾與組織公民行為:我國科技產業研發人員之分析。交大管理學報,23(1),27-70。
陳正良(1994)。派遣業勞工之僱用關係與勞動條件。勞資關係月刊,12(2),6-15。
陳泓鍵(2002)。派遣員工的工作動機、工作特性對工作滿足的影響—決策捕捉方法的實證研究。國立中央大學人力資源管理研究所碩士論文。
陳昭儒(2003)。工作動機、工作投入與工作績效之關聯性研究--以某鋼鐵公司KT廠為例。國立中正大學企業管理研究所碩士學位論文。
陳海鳴、余靜文(2000)。企業文化發展與組織承諾的關聯性研究被購併企業續留員工的觀點。管理與系統,2(7),249–270。
陳瑞鈺(1997)。外商公司駐台人員之人力資源實務認知與離職傾向關係之研究-心理契約之探討。淡江大學國際貿易研究所碩士論文。
黃仕儀(2001)。我國勞動派遣法制化之研究。國立中正大學勞工研究所碩士論文。
黃李祥(2001)。工作特性、工作動機對工作滿足之關係研究─以半導體製造業為例。國立中央大學人力資源管理研究所碩士論文。
黃家齊(2002)。組織控制、交換關係與組織公民行為—組織公正的中介效果。輔仁管理評論,9(2),1-34。
楊朝安(2004)。台灣派遣人力發展現況,人力派遣大革命。台北:才庫人力資源事業群。
廖榮利、藍采風(1994)。組織行為學。台北:三民。
劉兆明(1992)。工作動機理論的發展。應用心理學報,1,39-51。
劉兆明(1995)。工作價值觀及形成歷程之探討。應用心理學報,4,73-103。
蔡岱峰(2005)。派遣員工之工作動機和公平知覺對工作態度之影響研究。東吳大學國際企業組碩士論文。
蔡明慶(1997)。組織控制、組織支持、領導者-成員交換理論與組織公民行為關係之研究。國立中山大學人力資源管理研究所碩士論文。
蔡啟通、高泉豐(2004)。動機取向、組織創新氣候與員工創新行為之關係: Amabile動機綜效模型之驗證。管理學報,21(5),571-592。
蔡博全(2000)。國內人力派遣業制度運作及人力資源管理實務之探討-以美國相關產業為對比。國立中山大學人力資源管理研究所碩士論文。
鄭伯壎、姜定宇(2003)。組織忠誠、組織承諾、及組織公民行為。組織行為研究在台灣,台北:桂冠。
鄭津津(1999)。美國派遣勞動法制之研究。台灣勞動法學會學報,1,123-150。
鄧竹舫(2004)。工作特性、組織社會化對組織承諾之關係研究 ─以主管領導風格與員工工作動機為干擾變數。淡江大學管理科學研究所碩士論文。
戴徽州( 2007 )。國內人力派遣公司員工組織承諾之研究。國立東華大學企業管理碩士在職專班碩士論文。
薛婉婷(1997)。人格特質與工作特性之契合對工作滿足與組織承諾的影響。國立中央大學人力資源管理研究所碩士論文。
簡建忠(1999)。台灣派遣勞工對派遣工作看法之研究。勞資關係論叢,9,99-124。
二、英文部分
Aaron, C. (2005). Dual Commitment to the Organization and the Union: A Multi-Dimensional Approach. Relations Industrielles, 60(3), 432-556.
Adams, J. S. (1965). Inequity in social exchanges. Advances in Experimental Social Psychology, 2, 267-300.
Albrecht, P. (1998). Risikoadjustierte Performancesteuerung in der Schadenversicherung. In A. Oehler (Ed.), Credit Risk und Value-at-Risk Alternativen (pp. 229-257). Stuttgart: Management.
Alderfer, C. P. (1972). Existence, Relatedness and Growth: Human Needs in Organizational Settings. New York: Free Press.
Allen, N. J. & Meyer, J. P. (1990). The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization. Journal of Occupational Psychology, 63, 1-18.
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.
Alpander, G. G. (1990). Relationship between commitment to hospital goals and job satisfaction: A case study of a nursing department. Health Care Management Review, 15(4), 51-62.
Amabile, T.M., Hill K. G., Hennessey B. A., & Tighe, E. M. (1994). The Work Preference Inventory: Assessing Intrinsic and Extrinsic Motivational Orientation. Journal of Personality and Social Psychology, 66(5), 950-967.
Angle, H. L., & Perry, J. (1986). Dual commitment and labor-management climates. Academy of Management Journal, 29(1), 31-50.
Armeil, S., Eisenberger, R., Fasolo, P., & Lynch, P. (1998). Perceived organizational support and police performance: the moderating influence of socioemotional needs. Journal of Applied Psychology, 83(2), 288-297.
Bagozzi, R. P., & Yi, Y. (1988). On the Evaluation of Structural Equation Models. Academy of Marketing Science, 23(4), 272-277.
Barnard, C. I. (1938). The functions of the executive. Cambridge, Massachusetts: Harvard University Press.
Baron, R. M. & Kenny, D. A. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Consideration. Journal of Personality and Social Psychology, 51, 1173-1182.

Baruch, Y. (1998). The rise and fall of organizational commitment. Human System Management, 17(2), 135-43.
Bateman, T. S., & Organ, D. W. (1983). Job satisfaction and the good soldier: The relationship between affect and employee citizenship. Academy of Management Journal, 26(4), 587-595.
Beauvais, L. L., Scholl, R. W., & Cooper, E. A. (1991). Dual Commitment Among Unionized Faculty: A Longitudinal Investigation. Human Relations, 44(2), 175-192.
Becker, H. S. (1960). Notes on the Concept of Commitment. American Journal of Sociology, 66(1), 32-40.
Berkowitz, L. (1972). Social Norms, Feelings, and Other Factors Affecting Helping and Altruism. Advances in Experimental Social Psychology, 60, 63-108.
Blau, P. M. (1964). Exchange and power in social life. New York: Wiley.
Brief, A. P. & Aldag, R .J. (1977). The intrinsic extrinsic dichotomy toward conceptual clarity. Academy of Management Review, 2(3), 496-500.
Brief, A. P., & Motowidlo, S. J. (1986). Prosocial Organizational Be-haviors. The Academy of Management Review, 11(4), 710-725.
Browne, M. W., & Cudeck, R. (1993). Alternative ways of assessing model fit. In K. A. Bollen, & J. S. Long (eds.), Testing structural equation models (pp. 136-162). Newbury Park, CA: Sage.
Buchanan, B. (1974). Building Organizational Commitment:The Socialization of Managers in Work Organization. Administrative Science Quarterly, 19(4), 533-546.
Campbell, J. P., McCloy, R. A., Oppler, S. H., & Sager, C. E. (1993). A theory of performance. In N. Schmitt, & W.C. Borman (Eds.), Personnel selection in organizations (pp. 35-70). San Francisco: Jossey-Bass.
Campell, J. P. and R. D. Pritchard. (1976). Motivation Theory in Individual and Organizational Psychology. Rand McNally: Chicago.
Cardy, R. L., & Dabbins, G. H. (1994). Performance appraisal: Alternative perspectives, Cincinnati. OH: Southwestern Publishing.
Clyde, W. C. (1997). Stratigraphy and mammalian paleontology of the McCullough Peaks, northern Bighorn Basin, Wyoming: implications for biochronology, basin development, and community reorganization across the Paleocene-Eocene boundary. Unpublished doctoral dissertation, University of Missouri, Michigan.
Cnaan, R. A., & Goldberg-Glen, R. S. (1991). Measuring motivation to volunteer in human service. Journal of Applied Behavioral Science, 27(3), 269-284.
Conlon, E. J., & Gallagher, D. G. (1987). Commitment to Employer and Union: Effects of Membership Status. Academy of Management Journal, 30, 151-62.
Connelly, C. & Gallagher, D. G. (2004). Managing Contingent Workers: Adapting to New Realities. In R. J. Burke & C. L. Cooper (Eds), Leading in turbulent times (pp. 143–64). Malden, MA: Blackwell.
Connelly, C. E., Gallagher, D.G., & Gilley, K.M. (2007). Organizational and client commitment among contracted employees: A replication and extension with temporary workers. Journal of Vocational Behavior, 70(2), 326-335.
Connolly, C., & Gallagher, C. (2004). Emerging Trends in Contingent Work Research. Journal of Management, 30(6), 959-983.
Davis, K., & Newstrom , J. W. (1987). Human behavior at work: organizational behavior (7th ed.). New York: McGraw-Hill.
Deci, E., & Ryan, R. (1985). Intrinsic Motivation and Self-determination in Human Behavior. New York: Plenum
Deci, E.L. (1975). Intrinsic motivation. New York: Plenum Press.
DiPaola, M. F., & Hoy, W. K. (2005). Organizational citizenship of faculty and achievement of high school students. The High School Journal, 88(3), 35-44.
Doll, W. J., Xai, W., & Torkzadeh, G. (1994). A confirmatory factor analysis of the end-user computing satisfaction. MIS Quarterly, 18, 453-461.
Drucker, D.J. (2002). Biological actions and therapeutic potential of the glucagon-like peptides. Gastroenterology, 122, 531-44.
Dulebohn, J. H., Shore, L. M., Kunze, M., & Dookeran, D. (2005). The differential impact of organizational citizenship behaviors and influence tactics on leader reward behavior and performance ratings over time. Organizational Analysis, 13(1), 1-22.
Dyne, L.V., & Ang, S. (1998). Organizational Citizenship Behavior of Contingent Workers in Singapore. Academy of Management Journal, 1(41), 692-703.
Eby, L. T., Freeman, D. M., Rush, M. C., & Lance, C. E. (1999). Motivational bases of affective organizational commitment: A partial test of an integrative theoretical model. Journal of Occupational and Organizational Psychology, 72(4), 463-483.
Eisenberger, R. Cotterell, N. & Marvel, J. (1987). Reciprocation ideology. Journal of Personality and Social Psychology, 53(4), 743-750.
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42-51.
Eisenberger, R., Cummings, J., Armeli, S. & Lynch, P. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 82(5), 812-820.
Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75(1), 51-59.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contribu-tions to perceived organizational support and employee reten-tion. Journal of Applied Psychology, 87(3), 565-573.
Ellington, J. E., Gruys, M. L., & Sackett, P. R. (1998). Factors related to the satisfaction and performance of temporary employees. Journal of Applied Psychology, 83(6), 913-921.
Emshoff, J. R. (1994). How to increase employee loyalty while you downsize. Business Horizons, 37(2), 49-57.
Farh, J. L., Earley, P. C., & Lin, S. C. (1997). Impetus for Action: A cultural analysis of justice and organizational citizenship behavior in Chinese society. Administrative Science Quarterly, 42(3), 421-444.
Ferries, K.R. & Aranya, N. (1983). A Comparison of Two Organizational Commitment Scales. Personnel Psychology, 36, 87-98.
Fields, M. W., & Thacker, J. W. (1992). Influence of quality of work life on company and union commitment. Academy of Management Journal, 35(2), 439-450.
Fornell, C., & Larcker, D.F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50.
French, R. M. (1994). Dynamically contraining connectionist networks to produce orthogonal, distributed representations to reduce catastrophic interference. Proceedings of the 16th Annual Cognitive Science Society Conference (pp. 335-340). Hillsdale, NJ: Earlbaum.
Fukami, C. V., & Larson, E. (1984). Commitment to company and union: parallel models. Journal of applied psychology, 69(3), 367-371.
Gakovic, A., & Tetrick, L. E. (2003). Perceived organizational support and work status:a comparison of the employment relationships of part-time and full-time employees attending university classes. Journal of Organizational Behavior, 24(5), 649-666.
Gallagher, D. G. & McLean Parks, J. (2001). I pledge thee my troth . . . contingently: Commitment and the contingent work relationship. Human Resource Management Review, 11, 181-208.
Gallagher, D. G. (1984). The relationship between organizational and union commitment among federal government employee. Proceedings of the Academy of Management, 44, 319-323.
Ganesan, S., & Weitz, B. A. (1996). The impact of staffing policies on retail buyer job attitudes and behavior. Journal of Retailing, 72(1), 31-56.
Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25, 161-178.
Graham, J. W. (1991). An essay on organizational citizenship behavior. Employee Responsibilities and Rights Journal, 4(4), 249-270.
Guigxeford, J. P. (1965). Fundamental statistics in psychology and education (4th ed.). N.Y.: McGraw-Hill.
Guzzo, R. A., Noonan, K. A., & Elron, E. (1994). Expatriate managers and psychological contract. Journal of Applied Psychology, 79(4), 617-626.
Hackman, J. R., & Oldham, G.R. (1975). Development of job diagnostic survey. Journal of Applied Psychology, 60(2), 159-170.
Harold L. A., & James L. P. (1986). Dual commitment And Labor-Management Relationship Climates. Academy of Management Journal, 29(1), 31-50.
Herbert, T. T. (1976). Dimension of Organizational Behavior. New York: Collier Macmillian.
Herbiniak, L. G. & Alluto, J. A. (1972). Personal and Role-Related Factors in the Development of Organizational Commitment. Administrative Science Quarterly, 17, 556-560.
Herzberg, B. M. (1959). The Motivation to Work, New York: John Wiley.
Herzberg, F. (1968). One more time: how do you motivate employees? Harvard Business Review, 46(1), 53-62.
Hill, C. A. (1987). Affiliation motivation: People who need people … but in different ways. Journal of Personality and Social Psychology, 52, 1008-1018.
Hoy, W. K., & Miskel, C. G. (1982). Educational Administration. N. Y.: Random House.
Hutchison, S. (1997). Perceived Organizational Support:Futher Evidence of Construct Validity. Educational and Psychology Measurement, 57(6), 1052-1034.
Hutchison, S., & Garstka, M. L. (1996). Sources of perceived organizational support: Goal setting and feedback. Journal of Applied Social Psychology, 26, 1351-1366.
Ivancevich, J. M., & Motteson, M. T. (1977). Organizational Behavior and Performance. California Santa Monica: Goodyear p101.
Jaramillo, F., Locander, W. B., Paul E. Spector,P. E., & Harris, E. G. (2007). Getting The Job Done: The Moderating Role of Initiative on the Relationship Between Intrinsic Motivation and Adaptive Selling. Journal of Personal Selling & Sales Management, 27(1), 59-74.
Jette, K. D., & Dixon, C. E. (1998). The outsourced / contingent workforce - abuse, threat, or blessing? Library Administration & Management, 12, 220-225.
Kalleberg, A. L. (2000). Nonstandard employment relations: part-time, temporary and contract work. Annual Review of Sociology, 26, 341-365.
Kalleberg, A. L., Reskin, B. F., & Hudson, K. (2000). Bad jobs in America: Standard and nonstandard employment relations and job quality in the United States. American Sociological Review, 65, 256-278.
Kanter, R. M. (1968). Commitment and Social Organization: A Study of Commitment Mechanisms in Utopian Communities. American Sociological Review, 33, 499-517.
Katz, D. (1964). The motivational basis of organizational behavior. Behavior Science, 9(2), 131-146.
Katz, D., & Kahn, R. L. (1978). The social psychology of organizations (2nd ed.). New York: McGraw-Hill.
Katzell, R.A., & Thompson, D.E. (1990). Work motivation: theory and practice. American Psychologist, 45(2), 144-153.
Kaufman, J. D., Stamper, C. L., & Tesluk, P. E . (2001). Do supportive organizations make for good corporate citizens? Journal of Managerial Issues, 13(4), 436-449.
Kidder, D. L. (1995). On call or answering a calling? Temporary nurses and extra-role behaviors. Paper presented at the annual meeting of the Academy of Management, Vancouver.
Kidder, J. H. (1998). Morphometric variability in Homo erectus. American Journal of Physical Anthropology, 24, 138.
Koch, J. D. & Steers, R. M. (1978). Job Attachment, Satisfaction, and Turnover among Public Sector Employees. Journal of Vocational Behavior, 12(1), 119-128.
Kottke, J. L., & Sahrainski, C. (1988). Measurement Perceived Supervisor Support and Organizational Support. Educational and Psychology Measurement, 48, 1075-1079.
Koys, D. J. (2001). The Effects of Employee Satisfaction, Organizational Citizenship Behavior, and Turnover on Organizational Effectiveness: A Unit-Level, Longitudinal Study. Personnel Psychology, 54(1), 101-114.

Kraimer, M. L., & Wayne, S. J. (2003). An examination of perceived organizational support as a multidimensional construct in the context of an expatriate assignment. Journal of Management, 30(2), 209-237.
Levinson, H. (1965). Reciprocation: The relationship between man and Organization. Administrative Scuence Quarterly, 9(4), 370-390
Liden, R.C., Wayne, S.J., Kraimer, M.L., & Sparrowe, R.T. (2003). The Dual Commitments of Contingent Workers: An Examination of Contingents' Commitment to the Agency and the Organization. Journal of Organizational Behavior, 24(5), 609-625.
Locke E. A. (1976). The Nature and Causes of Job Satisfaction. In M. D. Dunnette (Ed.), Handbook of Industrial and Organizational Psychology (pp.1319-1328). Chicago: Rand McNally.
Lu, L. (1999). Work motivation, job stress and employees’ well-being. Journal of Applied Management Studies, 8(1), 61-72.
Macneil, I. R. (1985). Relational contracts: What we do and do not know. Wisconsin Law Review, 3, 483-525.
Malone, T. W., & Lepper, M. R. (1987). Intrinsic motivation and instructional effectiveness in computer-based education. In R. E. Snow & M. J. Farr (Eds.), Aptitude, learning, and instruction: Conative and affective process analysis (pp. 255-286). Hillsdale, NJ: Erlbaum.
March, J. G., & Simon, H. A. (1958). Organizations. New York.
Marler, J. H., Barringer, M. W., & Milkovich, G. T. (2002). Boundaryless and traditional contingent employees: worlds apart. Journal of Organizational Behavior, 23(4), 425-453.
Maslow, A. (1943). A Theory of Human Motivation. Psychological Review, 50, 370-396.
Maslow, A. H. (1954). Motivation and Personality. New York: Harper & Row.
Masterson, S. S, Lewis, K., Goldman, B. M, & Taylor, M. S. (2000). Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships. Academy of Management Journal, 43, 738–748.
Mayer, Roger C. & Schoorman, F. David. (1998). Differentiating antecedents of organizational commitment: A test of March and Simon’s Model. Journal of Organizational Behavior, 19(1), 15-28.
McClelland, D. C. & Winter, D.G. (1969). Motivating Economic Achievement. New York: Fress Press.
McClelland, D. C. (1961). The achieving society. Princeton, N. J.: D. Van Nostrand.
Mcclurg, L. N. (1999). Organisational Commitment in the Temporary-help service industry. Journal of Applied Management Studies, 8(1), 5-26.
McCormick, Ernest J. & Ilegen. Daniel R. (1985). Industrial and Organizational Psychology (8 th ed.). Englewood Cliffs, Prentice- Hall Inc.
Meyer, J. P., & Smith, C. A. (2000). HRM practices and organizational commitment: Test of a mediation model. Canadian Journal of Administrative Sciences, 17(4), 319-331.
Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and Test of Three-component Conceptualization. Journal of Applied Psychology, 78(4), pp.538-551.
Moorman, R. H., & Blakely G. L. (1995). Individualism-Collectivism as an Individual Difference Predictor of Organizational Citizenship Behavior. Journal of Organizational Behavior, 16(2), 127-142.
Moorman, R. H., & Harland, L. K. (2002). Temporary Employees as Good Citizens: Factors Influencing Their OCB Performance. Journal of Business and Psychology, 17(2), 171-187.
Moorman, R. H., Blakely, G. L. & Niehoff, B. P. (1998). Does perceived organizational support mediate the relation between procedural justice and organizational citizenship behavior? Academy of Management Journal, 41, 351-357.
Moorman, R. H., Niehoff, B. P., & Organ, D. W. (1993). Treating employees fairly and organizational citizenship behavior: Sorting the effects of job satisfaction, organizational commitment, and procedural justice. Employee Responsibilities and Rights Journal, 6(3), 209-225.
Morris, J. H. & Sherman, J. D. (1981). Generalizability of an organizational commitment model. Academy of Management Journal, 24(3), 512-526.
Morrison, D. E. (1994). Psychological Contracts and Change. Human Resource Management, 33(3), 353-372.
Morrow, P. C. (1983). Concept Redundancy in Organizational Research: The Case of Work Commitment. Academy of Management Review, 8(3), 512-516.
Mowday, R. T., Porter, L.W., & Steers, R. M. (1982). Employee-Organization linkage. New York: Academic Press.
Newton-Mcclurg, L. (1999). Organisational Commitment in the Temporary-help Service Industry. Journal of Applied Management Studies, 8(1), 5-26.
Nigel, F. P., David, W. C., Nikala, L., & Douglas, W. V. (2006). Driving Organizational Citizenship Behaviors and Salesperson In-Role Behavior Performance: The Role of Management Control and Perceived Organizational Support. Journal of the Academy of Marketing Science, 34(2), 244-262.
Nunnally, J. (1978). Psychometric theory (2th ed.). New York:Mc Graw-Hill.
Oliver, R. L., & Anderson, E. (1994). An Empirical Test of the Consequences of Behavior and Outcome-Based Sales Control Systems. Journal of Marketing, 58, 53-67.
O'Reilly, C., & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of complain, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71, 492-499.
Organ Dennis W., & Ryan, Katherine. (1995). A meta-analytic of attitudinal and dispositional predictors of organizational citizenship behavior. Personnel Psychology, 48(4), 775-802.
Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington, MA: Lexington, Books.
Organ, D. W. (1990). The Subtle Significance of Job Satisfaction. Clinical Laboratory Management Review, 4(1), 94-98.
Organ, D.W., & Ryan, K. (1995). A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship be-havior. Personnel Psychology, 48(4), 775-802.
Owens, R.G. (1991), Organizational Behavior in Education. Boston: Allyn and Bacon.
Pearce, J. L. (1987). Why merit pay doesn't work:Implications from organization theory. In D. B. Balkin, & L. R. Gomez-Mejia (Eds.), New Perspectives on Compensation. Englewood Cliffsa, Nj: Prentice-Hall, Inc.
Pinder, C. C. (1984). Work Motivation: Theory, Issues, and Applications. Glenview, IL: Scott, Foresman and Company.
Podsadoff, P. M., Ahearne, M., & MacKenzie, S. B. (1997). Organizational Citizenship Behavior and the Quantity and Quality of Work Group Performance. Journal of Applied Psychology, 18(2), 262-270.
Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational leader behaviors and their effects of followers’ trust in leader, satisfaction, and organizational citizenship behavior. Leadership Quarterly, 1(4), 107-142.
Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000). Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26(3), 513-563.
Porter, D. M., and Smith, J. C. (1974). Fungal colonization of peanut fruit as related to southern corn rootworm injury. Phytopathology, 64, 249-251.
Porter, L. W., & Lawler, E. (1968). Managerial attitudes and performance. Home wood: Richart Dorsey Irwin.
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.
Poter, L. W. & Smith, F. J., (1970). The Etiology of Organization Commitment. Unpublished Paper, University of California, Iivine.
Purcell T. V. (1960). Blue collar man: Patterns of Dual Allegiance in Industry. Harvard University Press, Cambridge, Mass.
Randall, D.M. (1987). Commitment and the Organization: The Organization Man Revisited. Academy of management Review, 12(3), 462.
Randall, M. L., Cropanzano, R., Bormann, C. A., & Birjunlin, A. (1999). Organizational politics and organizational support as predictors of work attitudes, job performance, and organizational citizenship behavior. Journal of Organizational Behavior, 20(2), 159-174.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698-714.
Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86(5), 825-836.
Riechers, A. E. (1985). A Review and Reconceptualization of Organization Commitment. Academy of Management Review, 10(3), 465-476.
Robbins, S. P. (1992). Organizational behavior (6th ed.). Englewood Cliffs, NJ: Prentice Hall International.
Robbins, S. P. (1996). Organizational Behavior. New Jersey : Prentice Hall,Inc.
Robbins, S. P. (2003). Management. Prentice Hall, 7th.
Robbinson, S. L., & Morrison, E. W. (1995). Psychological contracts and OCB: The effect of unfulfilled obligations on civic virtue behavior, Journal of Organizational Behavior, 16(3), 289-298.
Rousseau, D. M. & Parks, J. M. (1992). The Contracts of Individuals and Organizations. Research in Organizational Behavior, 15, 1-43.
Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2(2), 121-139.
Salancik, G. (1997). Commitment and the Control of Organizational Behavior and Belief. In B. M. Staw, & G. R. Salancik (Eds.), New Directions in Organizational Behavior (pp. 1-54). Chicago, IL: St Clair Press.
Salancilk, G. R. (1977). New Direction in Organizational Behavior. Chicago: St.Clair Press.
Schappe, S. P. (1998). The influence of job satisfaction, organizational commitment, and fairness perceptions on organizational citizenship behavior. The Journal of Psychology Interdisciplinary and Applied, 132(3), 277-290.
Scott, W. G., & Mitchell, T. R. (1976). Organization Theory: A Structural and Behavioral analysis. New York: Irwin.
Segal, L. M., & Sullivan, D. G. (1997). The growth of temporary services work. Journal of Economic Perspectives, 11(2), 117-136.
Settoon, R. P., Bennett, N., & Liden, R. C. (1996). Social exchange in organizations: perceived organizational support, leader-member exchange, and employee reciprocity. Journal of Applied Psychology, 81(3), 219-227.
Sheldon, M. E. (1971). Investments and Involvements as Mechanism Producing Commitment to The Organization. Administrative Science Quarterly, 16(2), 143.
Shore, L. M., & Tetrick, L. E. (1991). A construct validity study of the survey of perceived organizational support. Journal of Applied Psychology, 76(5), 637-643.
Shore, L. M., & Tetrick, L. E. (1994). The psychological contract as an explanatory framework in the employment relationship. Trends in Organizational Behavior, 1, 91-109.
Shore, L. M., & Wayne, S. J. (1993). Commitment and employee behavior: comparison of affective commitment and continuance commitment with perceived organizational support. Journal of Applied Psychology, 78(5), 774-780.
Skinner, B. F. (1953). Science and Human Behavior. New York: Free Press.
Skinner, B. F. (1971). Beyond freedom and dignity. New York: Alfred A. Knopf.
Sloat, K. M. (1999). Organizational citizenship: Does your firm in-spire employees to be good citizens. Professional Safety, 44(4), 20-23.
Smith, C. A., Organ, D. W., & Near, J. P. (1983). Organization citizenship behavior: Its nature and antecedents. Journal of Applied Psychology, 68(4), 653-663.
Somech, A., & Drach-Zahavy, A. (2004). Exploring organizational citizenship behavior from an organizational perspective: The relationship between organizational learning and organizational citizenship behaviour. Journal of Occupational and Organizational Psychology, 77(3), 281-298.
Spence, J. T., & Helmreich, R. L. (1983). Achievement-related motives and behaviors. In J. T. Spence (Ed.), Achievement and achievement motives: Psychological and sociological approaches (PP.7–74). San Francisco: Freeman.
Stagner, R., & Rosen, H. (1965). Psychology of union-management relations. Belmont. Calif.: Brooks-Cole.
Stagner, R. (1954). Dual allegiance as a problem in modern society. Personnel Psychology, 7(1), 41-47.
Stamper, C. L., & Van Dyne, L. (2001). Work status and organization citizenship behavior: A field study of restaurant employees. Journal of Organizational behavior, 22(5), 517-536.
Steers, R. M. (1977). Antecedents and outcomes of organizational commitment. Administrative Science Quarterly, 22(1), 46-56.
Steven, J. M., Beyer, J. M., & Trice, H. M. (1978). Assessing Personal, Role, and Organizational Predictors of Managerial Commitment. Academy of Management Journal, 21(3), 380-396.
Tang, T. L.-P., & Ibrahim, A. H. S. (1998). Antecedents of organizational citizenship behavior: public personnel in the United States and in the Middle East. Public Personnel Management, 27, 529-548.
Tansky, J. W., Gallagher, D. G., & Wetzel, K. W. (1995). The Changing Nature of the Employment Contract: the Impact of Part-time Workers on the Health Care Industry. Academy of Management, Vancouver.
Thacker, J. W., & Rosen, H. (1986). Dynamics of employee reactance to company and union: Dual allegiance revisited and expanded. Relations Industrial, 41(1), 128-144.
Thomson A. (1995). The contingent workforce. Occupational Outlook Quarterly, 39(1), 45-48.
Umstot, D. D., Mitchell, T. R., & Bell, C. H. (1978). Goal Setting and Job Enrichment: An Integrated Approach to Job Design. Academy of Management Review, 3(4), 867-879.
Van Dyne, L., & Ang, S. (1998). Organizational citizenship behavior of contingent workers in Singapore. Academy of Management Journal, 41(6), 692-703.
Van Dyne, L., Graham, J. W., & Dienesch, R. M. (1994). Organizational citizenship behavior: Construct redefinition, measurement, and validation. Academy of Management Journal, 37(4), 765-802.
Vroom, V. H. (1964). Work and Motivation. New York: John Wiley.
Walz, S. M., & Niehoff, B. P. (2000). Organizational citizenship behaviors: their relationship to organizational effectiveness. Journal of Hospitality & Tourism Research, 24(3), 108-126.
Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40(1), 82-111.
Webber, R. A. (1979). Management: Basic Element of Managing Organization, N.Y.: Prentice Hall.
Whyte, W. H., & Nocera, J. (1956). The Organization Man. N. Y.: Simon & Schuster, a Doubleday Anchor Book.
Wiener, Y. (1982). Commitment in Organization: A Normative View. Acadamy of Management Review, 7(3), 418-428.
Williams, L. J., & Anderson, S. E. (1991). Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-role Behaviors. Journal of Management, 17(3), 601-617.
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
1. 白崇亮(1986)。組織承諾研究:理論與實證。管理評論,15(2),31-51。
2. 白崇亮(1986)。組織承諾研究:理論與實證。管理評論,15(2),31-51。
3. 成之約(1999)。人力仲介公司與外籍勞工管理—兼論人力仲介公司管理與輔導。就業與訓練,17(2),3-8。
4. 成之約(1999)。人力仲介公司與外籍勞工管理—兼論人力仲介公司管理與輔導。就業與訓練,17(2),3-8。
5. 成之約(2004)。派遣勞動及其發展的探討:工會觀點。萬國法律,138,2-14。
6. 成之約(2004)。派遣勞動及其發展的探討:工會觀點。萬國法律,138,2-14。
7. 吳若萱(2000)。派遣勞動如何重塑僱傭關係與企業用人政策。勞工行政,147,34-41。
8. 吳若萱(2000)。派遣勞動如何重塑僱傭關係與企業用人政策。勞工行政,147,34-41。
9. 房美玉(2002)。台灣半導體產業之組織文化對於內外工作動機與工作績效及工作滿意度間關連性的影響。管理評論,21(3),66-96。
10. 房美玉(2002)。台灣半導體產業之組織文化對於內外工作動機與工作績效及工作滿意度間關連性的影響。管理評論,21(3),66-96。
11. 林鉦棽(1996)。組織公正、信任、組織公民行為之研究:社會交換理論之觀點。管理科學學報, 13(2),391-415。
12. 林鉦棽(1996)。組織公正、信任、組織公民行為之研究:社會交換理論之觀點。管理科學學報, 13(2),391-415。
13. 林鉦棽(1999)。組織承諾、工作滿足與組織公民行為之研究:各種不同理論模式之比較。中山管理評論,7(4),1049-1073。
14. 林鉦棽(1999)。組織承諾、工作滿足與組織公民行為之研究:各種不同理論模式之比較。中山管理評論,7(4),1049-1073。
15. 林鉦棽、蕭淑月、何慧清(2005)。社會交換理論觀點下組織支持、組織知識分享行為與組織公民行為相關因素之研究:以信任與關係為分析切入點。人力資源管理學報,5(1),77-110。
 
系統版面圖檔 系統版面圖檔