一、 中文部分
王維伸（2009）。專業領隊人員之工作特性認知與家庭生活滿意度之關係(未出版碩士論文)。中國文化大學，臺北市。阮瑋琳、萬光滿、蔡淨鈺、江敏慧（2013）。領導－成員交換關係、心理契約與組織承諾之研究－以國籍航空公司為例。管理實務與理論研究，7(4)，92-106。余鑑、于俊傑、廖珮妏（2007）。連鎖餐飲員工人格特質、工作特性、工作滿意度之研究-以美式星期五餐廳為例。國立臺北科技大學學報，41(2)，83-110。余憶如、鍾燕宜（2010）。主管眼前的紅人=人緣比較好?!。T & D飛訊文輯。103，1-22。
吳錦波、詹瑞宏（2012）。資訊人員工作動機、工作特性、工作滿意度與組織承諾相關研究。第八屆知識社群國際研討會，732-743。
林鉦棽（2004）。休閒旅館業從業人員的組織公正、組織信任與組織公民行為關係： 社會交換理論觀點的分析。中華管理學報，5(1)，91-112。林詩芸（2011）。組織生涯與員工承諾關係之探討：心理契約與領導—成員交換之中介與調節作用（未出版碩士論文）。國立高雄應用科技大學，高雄市。施錦村（2010）。學校員工類別對組織公平、違反心理契約與員工負向行爲關聯的干擾效果：以北部技職院校爲例。教育科學期刊，9(2)，77-100。
施智婷、林鉦棽（2012）。領導成員間交換關係、心理契約滿足與組織公民行為理論模型驗證：資源配置與社會資本觀點。管理學報，29(1)，1-16。
柯年滿、關麗媛（2011）。心理契約違背與員工離職傾向關係的實證研究。第六屆海峽兩岸組織行為與人才開發學術研討會論文集，18，7-18。
洪世雄、仲崇儒（2005）。垂直雙元連結與獎勵制度及工作倦怠關係之研究。2005年第三屆『管理思維與實務』學術研討會論文集。
張淑眧、陳志忠、李明興、蘇文娟（2006）。組織結構、工作特性、員工生涯發展與組織承諾的關係探討。中華管理評論國際學報，9(4)，1-27。張伊婷（2010）。主管部屬關係、心理契約滿足與組織公民行為之關係（未出版碩士論文）。國立屏東商業技術學院，屏東。張楚筠（2012）。心理契約履行對領導部屬關係和工作滿意度，離職傾向的中介。
現代管理科學，4，41-43。
張靜雲（2012）。組織支持對教師顧客導向行為的影響－心理契約的中介角色。教育經營與管理研究集刊，8，81-105。張書豪（2013）。員工激勵機制與問題探討。T & D飛訊文輯，176，1-19。
連志誠、游宗憲（2013）。資訊素養、工作特性與組織績效關係之研究-以電信業為例。第九屆知識社群國際研討會，970-981。
陳券彪、羅文旗（2005）。學校行政人員工作壓力、工作特性與工作滿意之研究。學校行政雙月刊，38，12-30。黃婉菁（2003）。從社會工作生活品質、工作壓力觀點探討社會工作者對專業生涯承諾之相關研究（未出版碩士論文）。高雄醫學大學，高雄市。溫金豐（2005）。心理契約品質與專業人員工作績效關係之研究—代理理論觀點。行政院國家科學委員會專題研究計畫成果報告。
萬榮水，謝婉婉（2006）。圖書出版業權宜僱用人員的心理契約內涵之研究。出版與管理研究所，2(1)，1-32。蔡啟通（2006）。領導者部屬交換與員工創新行為：組織正義之中介效果及組織特性之干擾效果。管理學報，23(2)，171-193。二、 英文部分
Adams, J. S. (1963). Toward an understanding of inequity. Journal of Abnormal and social Psychology, 67, 422-436.
Adler, P. S., & Kwon, S. (2002). Social capital: Prospects for a new concept. The Academy of Management Review, 27(1), 17-31.
Ahmet, B. O., Murat, H., & Jin, Y. I. (2014). Job characteristics, job satisfaction, and organizational commitment for hotel workers in turkey. Journal of Hospitality Marketing & Management, 23(3), 294-313.
Akiomi, I., Norito, K., Kanami, T., Kimiko, T., & Mayuko, N. (2013). Organizational justice and major depressive episodesin Japanese employees: A cross-sectional study. Department of Mental Health, Institute of Industrial Ecological Sciences, University of Occupational and Environmental Health. Japan: 55, 47–55.
Alotaibi, A. G. (2001). Antecedents of organizational citizenship behavior: A study of public personnel in Kuwait. Public Personnel Management, 30(3), 363-375.
Argyris, C. (1960). Understanding organizational behavior. Homewood, IL: Dorsey
press, Inc.
Arif, H., & Suresh, C. (2005). Quality of supervisor-suborginate relationship and work outcome : organizational justice as mediator. IIUM Journal of Economics and Management, 13(1).
Asma, I., & Jaweria, F. (2013) Subordinate’s perception of LMX and performance proxies, Middle-East Journal of Scientific Research,18(6):796-802. DOI: 10.5829/idosi.mejsr.2013.18.6.11761.
Bauer, T. N., & Green, S. G. (1996). Development of leader–member exchange: A longitudinal test. Academy of Management Journal, 39, 1538–1567.
Bhal, K. T., & Ansari, M. A. (2007). Leader-member exchange-subordinate outcomes relationship: Role of voice and justice. Leadership and Organization Development Journal, 28(1), 20-35.
Bierhoff, H. W., Cohen, R. L., & Greenberg, J. (1986). Justice in Social Relations. New York: Plenum.
Bies, R. J., & Moag, J. S.(1986). International justice: communication criteriaof fairness. Research on Negotiation in Organizations, 1, 43-55.
Blau, P. M. (1964). Exchange and Power in Social Life, New York: Wiley.
Briner, R., & Conway, N.(2006). Protection the psychological contract. Personnel Today, 21, 28-29.
Burt, R.S. (2000). The network structure of social capital. Research in Organizational Behavior, 22, 345-423.
Bolino, M. C., & Turnley, W. H. (2009). Relative deprivation among employees in
lower-quality leader-member exchange relationships. Leadership Quarterly, 20, 276-286.
Chambel, M. J., & Oliveira, C. F. (2010). Breach of psychological contract and the development of burnout and engagement: a longitudinal study among soldiers on a Peacekeeping mission. Military psychological, 22, 110-127.
Chu, M., Liu, C. J., Huang, K.P., & Huang, K.J. (2013). Psychological contract breach, organizational trust and organizational citizenship behavior of hotel industry in Taiwan”, Pakistan Journal of Statistics, 29(5), 635-648.
Coyle-Shapiro, J. A.-M., & Kessler, I. (2000). Consequences of the psychological contract for the employment relationship: A large scale survey. Journal of management studies, 37, 903-930.
Cremer, D. D., & Hiel, A. V. (2006). Effects of another person’s fair treatment on one’s own emotions and behaviors: The moderating role of how much the other cares for you. Organizational Behavior and Human Decision Processes, 100(2), 231-249.
Cropanzano, R., & Greenberg, J. (1997). Progress in organizational justice：tunneling through the maze. In： Cooper, C.I., Robertson, I.T.(Eds.), Inernational Review of Industrial and Organizational Psychology, 12, 317-372.
Cropanzano, R., & Folger, R. (1991). Procedural justice and worker motivation. In R. M. Steers, L. W. Porter (Eds.), Motivation and work behavior (5th ed.) 131-143. New York: McGraw-Hill.
Crosby, F. (1976). A model of egoistical relative deprivation. Psychological Review, 83(2), 85-113.
Crosby, P. (1984). Quality Without Tears: The Art of Hassle-Free Management, McGraw-Hill.
Cuieford, J. P. (1965). Fundamental statistics in psychology and education. New York: McGraw Hill.
Dansereau, F., Cashman, J., & Graen, G. B. (1973). Instrumentality theory and equity theory as complementary approaches in predicting the relationshipof leadership and turnover among managers. Organizational Behavior and Human Performance, 10, 184-200.
Dansereau, F., Graen, G. B., & Haga, W. (1975). A vertical dyad linkagepproachto leadership in formal organizations. Organizational Behaviorand Human Performance, 13(1), 46-78.
David, W. Hays, D.P.A., SPHR Jennie Q. Lou, M.D., & M.Sc. (2013). The relationship between Leader-Member Exchange (LMX) and Coworker Exchange (CWX) Theory in the implementation of electronic health records. International Journal of Information Technology and Business Management, 17 (1).
Davis, K. (1962). Human Relations at Work, New York:McGraw-Hill.
Deluga, R. J., & Perry, J. T. (1994). The role of subordinate performance and ingratiation in leader-member exchange. Group & Organization Management 19, 67-86.
Deutsch, M. (1975). Equity, equality, and need: What determines which value will be used as the basis of distributives justice? Journal of Social Issues, 31(3), 137-149.
Dienesch, R. M., & Liden, R. C. (1986), Leader-Member Exchange Model of Leadership:A Critique and Further Development. Academy of Management Review, 11,618-634.
Emerson, R. M. (1976). Social exchange theory. Annual Review of Sociology, 2, 335 – 362.
Epitropaki, O. (2013). A multi-level investigation of psychological contract breach and organizational identification through the lens of perceived organizational membership: Testing a moderated-mediated model. Journal of Organizational Behavior, 34, 65-86.
Fariba, R. D., Sardar, M., & Mozafar, Y. (2013). Relationship of organizational justice and organizational commitment of the staff in, European Journal of Experimental Biology, 3(3), 696-700.
Folger, R., & Greenberg, J. (1985). Procedural justice: An interpretative analysisof personnel systems. Research in Personnel and Human Resource Management, 3, 141-183.
Folger, R., & Cropanzano, R. (1998). Organizational Justice and HumanResource Management. Thousand Oaks, CA: Sage.
Folger, R., Cropanzano, R., & Goldman, B. (2005). What is the relationship between justice and morality. In J. Greenberg & J. A. Colquitt (Eds.), Handbook of organizational justice, 215-246. Mahwah, New Jersey: Lawrence Erlbaum Associates.
Gardner, D. G., & Gummings, L. L. (1988). Activation theory and job design: Review and reconceptualization. In B. M. Staw & L. L. Cummings (Eds.), Research in organizational behavior,10, 81-122. Greenwich, CT: JAI Press.
Graen, G., & Cashman, J. (1975). A role-making model of leadership in formal organizations: A developmental approach. In J.G. Hunt and L.L. Larson (eds.), Leadership Frontiers, 143-165, Kent, OH: Kent State University Press.
Graen, G. B., & Uhl, B. M. (1995). Relationship-based approach to leadership: development of leader-member exchange (LMX) theory of leadership Over 25 years :Applying a multi-level multi-domain perspective. Leadership Quarterly, 6(2), 219-247.
Graen, G., Cashman, J., Ginsburg, F. S., & Schiemann, W. (1997). Effects of linking-pinquality on the quality of working use of lower participants. Administrative Science Quarterly, 22, 491-503.
Greenberg, J. (1987). Reactions to procedural injustice in payment distributions:Do the means justify the ends? Journal of Applied Psychology, 72, 55-71.
Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow.Journal of Management, 16(2), 399-432.
Graen, G., Novak, M. A., & Sommerkamp, P. (1982). The effects of leader-memberexchange and job design on productivity and satisfaction: testing a dualattachment model. Organization Behavior and Human Performance. 30, 109-131.
Graen, G., & Scandura, T. (1987). Toward a psychology of dyadic organizing. In L.Cummings & B. Staw (Eds.), Research in Organizational Behavior, 9,175-208. Greenwich, CT: JAI Press.
Hackman, J. R., & Lawler, E. E. (1971). Employee reaction to job characteristics. Journal of Applied Psychology, 55, 165-83.
Hackman, J. R.,& Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60(2), 159-170.
Hackman, J. R.,& Oldham, G. R.(1980), Work redesign, Reading : Addison-Wesley.
HaeJung, K., Dee, K. K., & Christy, C. (2009). Generation Y employees' retail work experience: The mediating effect of job characteristics. Journal of Business Research, 62 , 548–556.
Hamid, S., Ali, M. S., & Mohammad, H. R. (2013). Influence of career satisfaction and justice organization on Organizational Citizenship Behavior in Iranian Futsal Professional League. Global Journal of Science, Engineering and Technology (ISSN: 2322-2441) Issue 14, 18-24.
Hassen, G., & Tahar, L. A. (2012). The Trust as a Necessary Condition but Not Sufficient for the Psychological Contract. Journal of Human Resources Management Research, Article ID 951574, 15 pages DOI: 10.5171/2012.951574
Hekman, D. R., Bigley, G. A., & Hereford, J. F. (2009). Combined effect of organizational and porfessional identification on the reciprocity dynamic for porfessional employees. Academy of Management Journal, 52(3), 506-526.
Herzberg, E, Mansner, B., & Snyderman, B. B. (1959). The Motivation to Work. John Wiley: New York, 136-142.
Hollander, E. P. (1978). Leadership dynamics: A p ractical guide to effective relationship s[M ]. New York: Free Press.
Homan, G. C. (1961). Social Behavior: Its Elementary Forms. New York: Harcourt, and Brace.
Hossam, M. (2009). Job characteristics, work attitudes and behaviors in a non-western context Distrubutive justice as a mediator. Journal of Management Development, 28(5), 457–477
Hosmer, L. T., & Kiewitz, C. (2005). Organizational justice: A behavioralscienc concept with critical implications for business ethics andstakeholder
theory. Business Ethics Quarterly, 15(1), 67-91.
Houda, Z., & Saloua, S. (2013).” Deviant behaviors in response to organizational injustice: Mediator test for psychological contract breach—The case of tunisia”. Journal of Business Studies Quarterly, 4( 4).
Jackson, P. R., Wall, T. D., Martin, R., & Davids, K. (1993). New measures of job control, congnitive demand and production responsibility. Journal of Applied Psychology, 78(5), 753-762.
Jahanvash, K. (2011). Emotional intelligence, leader-member exchange, Organizational Justice, and Outcome Variables: A Conceptual Model. International. Journal of Leadership Studies, 6(3).
James, K. (1993). The social context of organizational justice： cultural, intergroup and structural effects on justice behaviors and perceptions. In： Cropanzano, R.(Ed.). Justice in the workplace：Approaching Fairness in Human Resource Management Erlbaum, Hillsdale, NJ, 21-50.
Johnson, J. L., & O'Leary-Kelly, A. M. (2003). The effects of psychological contract breach and organizational cynicism: Not all social exchange violations are created equal. Journal of Organizational Behavior, 24(5), 627-647.
Kamran, M., & Fouzia, N. K. (2013). Narcissistic leadership at workplace and the degree of employee psychological contract: A comparison of public and private sector organizations in pakistan. International Journal of Economics Business and Management Studies, 2(3), 116-127.
Kickul, J. (2001). When organizations break their promises: employee reactions to unfair processes and treatment, Journal of Business Ethics, 29, 289-307.
Kijpokin, K. (2013). Innovative human resource practice: A synthesized framework and causal model of leader-member exchange, organizational justice, job satisfaction, and organizational citizenship behavior”. International Journal of e-Education, e-Business, e-Management and e-Learning, 3( 1).
Kotter, J. P. (1973).The psychology contract: Managing the joining-up process, California Management Review, 8(3), 92.
Kreitner, R., & Kinicki, A. (2004). Managing change and stress. In (Ed.), organizational behavior (6th ed.). New York: The McGraw-Hill Companies.
Kunze M., & Phillips J. (2011). The influence of employee affect on leader-member exchange and perceptions of psychological contract violation. International Journal of Management and Marketing Research, 4 ( 3).
Lerner, M.J. (1982). The justice motive in human relations and the economic model of man: A radical analysis of facts and fictions. In V.J. Derlega and J. Grezlak (Eds.), Cooperationand helping Behavior: Theories and Research. New York: Academic Press.
Lester, R. S., Claire, W.E., & Kickul, J.(2001). Psychological contracts in the 21st century: What employees value most and how well organizations are responding to these expectations. Humman resource planning, 24(1), 10-21.
Lester, S.W., Turnley,W.H., Bloodgood,J.M., & Bolino, M.C.(2002). Not seeing eye to eye: Differences in supervisor and subordinate perceptions of and attributions for psychological contract breach. Journal of Organizational Behavior, 23, 39-56.
Levinson, H. M. (1962). Management and mental health. Cambridge, MA: Harvard Unversity Press.
Leventhal, G. S. (1976). Fairness in social relationships. In Contemporary Topicsin Social Psychology, 21(4), 211-239.
Liden, R. C., & Maslyn, J. M. (1998). Multidimensionality of leader-memberexchange: an empirical assessment through scale development. Journal of Management, 24(1), 43-72.
Liden, R.C., Erdogan, B., Wayne, S.J., & Sparrowe, R. T. (2006). Leader-member exchange, different, and task interdependence: Implications for individual and group performance. Jornal of Organization Behavior, 27,723-746.
Lin, N. (1999). Building a network theory of social capital. Connections, 22(1), 28-51.
Lind, E.A. & Tyler, T.R. (1988). The social psychology of procedural justice. N.Y.: Plenum. Translated into Japanese. Tokyo: Tuttle-Mori Publishing.
MacNeil, I. R. (1985). Relational contract: What we do and do not know. Wisconsin Law Review, 483-525.
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(4), 738-748.
Martin, J. (1981). Relative deprivation: A theory of distributive in justice for an era of shrinking resource. Research in Organizational Behavior, 3(1), 53- 56.
Matias, B. G., Ole M., Åse, M. H., Johan, H. A., Jens, P. B., Anette, K., Linda, K., Sigurd, M., Reiner, R., Jane, F. T., & Henrik, A. K. (2013). Work-unit measures of organisational justice and risk of depression. Retrieved from http://oem.bmj.com/content/70/6/380.long
McDonald, D. J., & Makin, P. J. (2000), The psychological contract, organizational commitment and job satisfaction of temporary staff, leadership and Organization Development Journal, 2, 84-91.
Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: do fairness perceptions influence employee citizenship? Journal of applied psychology, 76(6), 845.
Moorman, R. H. (1993). The influence of cognitive and affective based job satisfaction measures on the relationship between satisfaction and organizational citizenship behavior, Human relations, 46(6), 759.
Morrison, E. (1994). Role definitions and organizational citizenship behavior: The importance of understanding the employee’s perspective. Academy of Management Journal, 37, 1543-1567.
Morrison, E. W., & Robinson, L. (1997). When Employees feel betrayed: A model of how psychological contract violation develops [J]. Academy of Management Review, 22(1), 226-256.
Niehoff, B. P., & Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36(3), 527-556.
Northcraft, G. B., & Neale, M. A. (1994). Organizational behavior-a management challenge, 2nd ed.
Northouse, P. G. (2001). Leadership: Theory and practice (2nd ed). Thousand Oaks, CA: Sage.
Organ, D.W. (1990). The motivation al basis of organizational citizenship behavior. In B.M. Staw ＆ L.L. Cummings（Eds.） Research in organizational behavior, 12, 43-72. Greenwich. CT: JAI Press.
Ozan, B., Ahmet, F., & Cakmak. (2013). Direct and Indirect Effects of Psychological Contract Breach on Academicians’ Turnover Intention in TURKEY, Journal of Business, Economics & Finance ,2 (4).
Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990) “Transformational Leader Behaviors and Their Effects on Followers’ Trust in Leader, Satisfaction, and Organizational Citizenship Behaviors.” leader quarterly, 1, (2), 107-42.
Restubog, S. L. D., Bordia, P., Tang, R. L., & Krebs, S.A. (2010). Investigating the moderating effect of leader-member exchang in the psychological contract brecch-employee performance relationship：A test of two competing perpectives. British Journal of Management, 21, 422-437.
Robinson, S. L. (1996). Trust and breach of the psychological contract. Administrative Science Quarterly , 41, 574-599.
Robinson, S. L., & Morrison, E. W. (2002). Psychological contracts and OCB: The effect of unfulfilled obligations on civic virtue behavior. Journal of Organizational Behavior, 16, 289-298.
Robinson, S. L., & Rousseau, D. M. (1994). Violating the psychological contract: not the exception but the norm. Journal of Organizational Behavior 15, 245±259.
Rollinson, D. (2002).Organizational behavior and analysis(2nd ed.).New Jersey: Prentice-Hall, 627-631.
Ronald, F. P., Mary, B., David, M. M., & Timothy, A. J. (2008). Does high quality leader –member exchange accentuate the effects of organizational justice? European Journal of Work and Organizational Psychology , 17 (2), 273 – 298.
Rousseau, D. M. (1989). Psychological and implied co ntracts in organizations. Emplo-yee Responsibilities and Right Journal, 8(2), 121 -139.
Rousseau, D. M. (1995). Contract making, psychological contracts in organizations:
Understanding written and unwritten agreements. Thousand Oaks, Stage: Publications.
Rousseau, D. M., & Greller, M. M. (1994). Human resource practices: Administrativecontract makers. Human Resource Management, 33(3), 385 -401.
Seashore, S. E., & Taber, T. D. (1975). Job satisfaction and their correlates, American behavior & scientists, 18, 346-358.
Seibert, R.T., Kraimer, M.L., & Liden, R.C. (2001). A social capital theory of career success.Academy of Management Journal, 44, 219-237.
Schein, E. (1965). Organizational psycholog y. NJ: Prentice Hall.
Shah,S.A.,Waqas, M., & Saleem, R.(2012).Organizational justice and job satisfaction: The mediating role of trust in supervisor. International Journal of Human Sciences, 9(1), 672-721.
Sherony, K. M., & Green, S. G. (2002). Coworker exchange: Relationships between coworkers, leader-member exchange and work attitudes, Journal of Applied Psychology, 87, 542-548.
Shih, C. T., & Chen, S. J. (2012). The social dilemma perspective on psychological contract fulfilment and organizational citizenship behaviour. Management and Organization Review, 7(1), 125-151.
Shweta, J. & Srirang, J. (2013). Leader-Member Exchange: A critique of theory & Practice. Journal of Management & Public Policy, 4 ( 2).
Steer, R.M., & Porter, L.M. (1991), Motivation and work behavior. NY: McGraw Hill.
Suazo, M. (2002). An examination of antecedents and consequences of psychological contract breach. Unpublished Dissertation, University of Kansas.
Suazo, M. M. (2011). The impact of affect and social exchange on outcomes of psychological contract breach. Journal Of Managerial, XXIII, (2), 190-2.
Sun, Y. K. (2013). Exploring the relationships among Leader-Member Exchange, employee empowerment and job satisfaction in public organizations, 12th Public. Management Research Conference, Madison, Wisconsin.
Tax, S. S., & Brown, S. W. (1998). Recovering and learning from service failure.” Sloan Management Review, 40(1), 75-88.
Taylor, F. W. (1911). The principles of scientific management, New York:Harper & Brothers.
Thibaut, J., & Walker, L. (1975). Procedural Justice: A Psychological Analysis. Hillsdale, NJ: Lawrence Erlbaum Associates.
Thomas, A., Buboltz, W. C., & Winkelspecht, C. S. (2004). Job characteristics and personality as predictors of job satisfaction. International Jourmal of Organizational Analysis,12(2),205-219.
Turner, A. N., & Lawrence, P. R. (1965). Industrial jobs and the worker. Boston: Harvard University, Graduate School of Business Administration.
Turnley, W. H., & Feldman, W. C. (1999). Discrepancy Model of Psychological Contract Violation[J], Human Resource Management Review, 9(3), 367-386.
Turnley, W. H., & Feldman, D. C. (2000). Re-examining the effects of psychological contract violations: unmet expectations and job dissatisfaction as mediators. Journal of Organizational Behavior, 12(1), 25-42
Turnley, W. H., Bolino, M. C., Lester, S. W., & Bloodgood, J. M. (2003).The impact of psychological contract fulfillment on the performance of in-role and organizational citizenship behaviors. Journal of Management, 29, 187–206.
Tyagi, P. K., & Wotruba, T. R. (1993). An exploratory theory of reverse causality relationships among sales force turnover variables. Academy of Marketing Science 21(2), 143–153.
Wayne, J. H., Grzywacz, J.G., Carlson, D.S., & Kacmar, K.M. (2007). Work-family facilitation:A theoretical explanation and model of primary antecedents and consequences. Human Resource Management Review, 17, 63-76.
Wayne, S. J., & Green, S. A. (1993). The effects of leader- member exchange on employee citizenship and impression management behavior, Human Relations 46, 1431-1440.
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.
Zhao, H., Wayne, S. J., Glibkowski, B. C., & Bravo, J. (2007). The impact of pc breach on work-related outcomes: A meta-analysis. Personnel Psychology, 60, 647–680.
三、網路資料
台北市政府勞動局( 2013年)。幸福企業評選指標。取自http://www.bola.taipei. gov.tw/ct.asp?xItem=40986930&ctNode=62840&mp=116003
Roger Lee(2013年12月26日)。薪資不是離職原因 成就感才是。今周刊。取自https://www.businesstoday.com.tw/article-content-96089-104771
李濠仲(2013年11月24日)。不公平的職場環境導致憂鬱。聯合新聞網。取自http://mag.udn.com/mag/edu/storypage.jsp?f_ART_ID=487002#ixzz2wCqDJssg Power By udn.com
施文玲（2006）。社會交換理論之評析。網路社會學通訊期刊，52。取自 http://www.nhu.edu.tw/~society/e-j/52/52-15.htm