一、 中文部分
王珩(2005)，從ARCS模式探討英語學習動機之激發策略，臺中教育大學學報：人文藝術類，19(2)，89-100。
王雪鳳、陳宇嘉、蕭正光與張曼萍(2003)，中部某區域醫院醫護人員從事護理生涯動機及相關因素之探討，慈濟醫學雜誌，15(2)，121-129。王嗣杰(2010)，淺析人力資源管理中的心理契約構建，現代商業，7B，159。
吳宗憲與黃浩瑋(2015)，促參承辦人工作動機和團隊關係對其工作態度的影響研究，行政暨政策學報，58，87-120。
宋校年(2011)，國中籃球教練知覺組織公平與組織公民行為關係之研究，長榮運動休閒學刊，(5)，55-65。李金泉與孫苡甄(2013)，校長僕人領導對國小教職員幸福感影響之研究－以組織公平為中介變項，工業科技教育學刊，6，37-44。
李銘輝(1991)，遊憩需求與遊客行為特性之探討，戶外遊憩研究，4(1)，17-33。汪新艷與廖建橋(2007)，組織公平感對員工工作績效的影響機制研究，江西社會科學，2007(9)，152-156。
阮瑋琳、萬光滿、蔡淨鈺與江敏慧(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。卓正欽與郭宏偉(2015)，組織公平與組織公民行為之關係：以工作滿足為中介變數，管理資訊計算，4(1)，263-276。
周瑛琪、顏炘怡與唐明順(2005)，由社會交換理論探討組織公平對員工績效之影響－以中醫診所為例之探索性研究，健康管理學刊，3(1)，19-34。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聯性的影響，管理評論，21(3)，69-96。林惠彥、高旭繁與馮輝棋(2013)，同酬也要同工：組織公平知覺對國小教師的職家衝突與後果之調節，商略學報，5(2)，137-152。遲到、史秀云與榮紅霞(2010)，關於心理契約對高校學生學習行為影響的研究，價值工程，244，251。
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，教育科學學刊，9(2)，77-100。
胡裕華與黃瓊慧(2013)，探討心理契約與工作績效之關係：工作投入與角色負荷之影響，高應科大人文社會科學學報，10(2)，263-282。
翁郁玫與黃仲凌(2015)，金門海上長泳泳渡者參與動機之研究，國立金門大學學報，5，19-37。
高三福與陳瑞易(2010)，教練內、外在工作動機之探討，休閒運動期刊，9，7-11。
張文菁、柯元達與黃泉源(2007)，用學習以提高組織或自我價值之知覺，人力資源管理學報，7(1)，109-134。
張火燦、劉嘉雯與楊輝南(2010)，心理契約對工作生活平衡的影響：社會支持與情緒智力的干擾角色，人力資源管理學報，10(3)，1-24。張火燦與劉淑寧(2007)，人力資源領先指標對研發人員敬業貢獻之影響：中介模式的測試，人力資源管理學報，7(3)，1-24。
張清源(2013)，休閒農場遊憩動機、休閒效益與滿意度關係之研究，觀光旅遊研究學刊，8(2)，1-18。張媚迪與李富田(2009)，心理契约與社会交换, 公平理論的關係，商場現代化，X(565)，334-335。
張景媛(1992)，自我調整、動機信念、選課策略與作業表現關係的研究暨自我調整訓練課程效果之評估，教育心理學報，25，201-243。張裕弘(2009)，行銷，請先從內部做起－淺談以內部行銷策略提升教師教學效能，學校行政，64，66-77。
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。張靜儀(2005)，國小自然科教學個案研究－以ARCS動機模式解析，科學教育學刊，13(2)，191-216。莊慶棋(2013)，自行車領隊參與學習動機及滿意度之研究－以2013研習會為例，休閒運動保健學報，5，34-45。
許中駿、許順旺、張文俞與倪維亞(2013)，利用教育訓練推動內部行銷與工作表現提升之關聯性－以餐飲業為例，運動休閒餐飲研究，8(3)，58-84。
陳玉娟(2014)，幼兒園內部行銷評估指標建構之研究，臺中教育大學學報，教育類28(2)，49-68。
陳明斌、卓國雄與洪彰岑(2014)，臺南地區單車運動參與者基本心理需求與自我決定動機之相關研究，長榮運動休閒學刊，(8)，64-73。陳俊凱、林義鈜與何清松(2006)，內部行銷與醫務人員離職傾向之關係研究：在危險疾病爆發(如SARS)時，以地區醫院為例，澄清醫護管理雜誌，2(4)，28-36。
陳照明與萬榮水(2001)，勞雇心理契約理論建構的爭論之剖析及其姐覺之展望，中國行政評論，10(4)，101-128。
曾光華(2013)，服務業行銷與管理：品質提升與價值創造，前程文化出版，282-309。
曾光榮、魏鸞瑩與黃金印(2009)，人力資源管理：新時代的角色與挑戰，第四版，前程文化出版。
曾家文與姜定宇(2012)，員工動機與政治技能行為：報之調節效果，應用心理研究，53，153-213。
黃庭鐘與黃雯菁(2012)，醫護人員內部行銷、組織承諾、組織公平與知覺組織支持關係之研究，中華管理評論國際學報，15(1)，1-20。
楊振富與潘勳(譯)(2005)，世界是平的：把握這個趨勢在21世紀才有競爭力(原著：Thomas L)，台北市：雅言文化圖書公司。(原著出版年：2005)。
楊濱燦(1998)，團隊成員間之衝突、組織支持認知與組織公民行為之關係研究－以台灣地區百貨公司銷售服務人員為例，亞太管理評論，3(2)，165-196。
廖紫柔、魏乃捷與李欣宜(2014)，組織公平、主管部屬關係品質、服務導向組織公民行為之結構模式研究，管理資訊計算，3(2)，64-77。趙靜(2010)，取得第二語言動機，語文學刊，2010(4)，169-170, 174。
劉慶洲與黃建榮(2007)，台灣旅館業心理契約違反、組織信任與組織公民行為之關係，高應科大人文社會科學學報，4，277-310。
戴有德(2010)，國際觀光旅館員工組織公平、工作滿意度、組織承諾與組織公民行為關係之研究，島嶼觀光研究，3(4)，26-50。謝秉諺(2014)，國民小學教師的組織公平知覺對校長忠誠之影響－以情緒表現為中介變項，學校行政，90，26-63。
鍾燕宜與蘇文凱(2014)，真誠領導與照護品質之關聯性-護理人員心理契約的中介效果，健康與照顧科學學刊，2(2)，71-84。
羅煥鉅與陳端容(2008)，組織公平性認知與放射科醫師健康相關性之研究以付出回饋失衡與程序公平爲例，中華放射線醫學雜誌，33(4)，239-252。
龔昶元、葛維鈞、劉興郁、張鐵軍、田靜婷、周中理、程永明與李宜玲編著(2008)，管理學，第二版，普林斯頓出版，250-251。
二、 英文部分
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