一、中文部份
方慈霞（2011）。領導風格、工作動機對工作投入之影響-以組織公平為調節變項（未出版之碩士論文）。國立中山大學人力資源管理研究所，高雄市。石若瑩（2011）。女性主管的領導行為之研究：女王蜂症候群（未出版之碩士論文）。國立中山大學人力資源管理研究所，高雄市。李宗愷、邱惠娟（2010）。職場關係熟輕熟重。嶺東科技大學，2010創意、創新、創業與永續經營價值研討會，ISBN:978-986-412-791-7。
李芳齡譯（2012），塔爾（著）。幸福的魔法：更快樂的101個選擇。台北市：天下雜誌。
李惠蘭（2012）。幸福感、職場關係品質與組織承諾之關聯性研究─以H食品公司為例（未出版之碩士論文）。世新大學企業管理研究所，台北市。李偉麟（2009）。幸福力。台北市：天下文化。
巫雅菁（2001）。大學生幸褔感之研究（未出版之碩士論文）。國立高雄師範大學教育研究所，高雄市。沈文正（2012）。服務行為觀點探討海運承攬公司員工幸福感與顧客忠誠度關係之研究（未出版之碩士論文）。國立臺灣海洋大學航運管理研究所，基隆市。吳美連、林俊毅（1999）。人力資源管理：理論與實務。台北：智勝文化。
邱詩涵（2014）。護理人員價值契合度、專業承諾與職業幸福感關係之研究（未出版之碩士論文）。國立高雄應用科技大學人力資源發展研究所，高雄市。邱展謙（2007）。知覺關係量表之發展。管理評論，26（1），47-70。
周寧、劉將（2008）。高星級酒店職工總體幸福感之調查研究，無錫商業職業技術學院學報，8（1），44-50。
林育正（2008）。員工協助方案對員工幸褔感與工作績效之關聯性研究（未出版之碩士論文）。國立中興大學企業管理研究所，台中市。林霖（2008）。部屬知覺與主管之關係對其工作福祉之影響─以遵從權威取向及職場友誼為調節變項（未出版之碩士論文）。國立台灣大學商學研究所，台北市。林杏娥（2000）。企業福利、員工工作滿足與離職傾向之探討（未出版之碩士論文）。國立中山大學人力資源管理研究所，高雄市。
林淑姬（2005）。新進人員與直屬主管及資深同事價值觀契合度對新進人員組織承諾之影響－並檢驗「與主管交換關係」及「與同事交換關係」之干擾效果（未出版之碩士論文）。國立政治大學企業管理研究所。台北市。
林惠彥（2012）。快樂的員工更有生產力嗎？組織支持與工作態度之雙重影響，中華心理學刊，54（4），451-460。
林鉦棽、蕭淑月（2005）。社會支持、信任、關係品質與組織知識分享行為之關係研究。商管科技季刊，6（3），337-400。林欽榮（1997）。人力資源管理。台北：前程企業管理有限公司。
林麗玲（2001）。員工工作滿意度和生活滿意度之關係探討-以護理人員為例（未出版之碩士論文）。國立中央大學人力資源管理研究所，桃園縣。陳冠浤（2006）。知識工作者對偶同質性對人際脈絡績效影響之研究：關係品質的中介效果。人力資源管理學報，6（2），23-47。
陳幸惠（2015）。轉換型領導對員工職場幸褔感與工作績效之影響，2015職場健康心理學研討會。
陳秋華（2014）。工作成就與職場關係-以Y世代金融從業人員為例（未出版之碩士論文）。東吳大學企業管理研究所，台北市。陳怡靜（2011）。薪酬對大學生工作意願影響之研究，中華管理評論國際學報，14（3）。
陳雅蓮（2014）。高績效人力資源管理實務、工作敬業、組織認同與員工幸福感之關係（未出版之碩士論文）。國立臺灣師範大學科技應用與人力資源發展研究所，台北市。翁克成（2005）。研究生之個人傳統性／現代性與師生關係品質及身心適應之關聯（未出版之碩士論文）。輔仁大學心理學研究所，新北市。陸洛（1998）。中國人幸褔感之內涵、測量及相關因素探討。國家科學委員會研究彙刋，8，115-137。
陸洛（2008）。華人的幸福觀與幸福感。心理學應用探索，1，19-30。
許智威（2011）。組織文化、員工幸褔感與組織創新能力之關係：員工幸褔感之中介效果（未出版之碩士論文）。世新大學企業管理研究所，台北市。許純瑋（2013）。多變職涯態度與員工幸褔感關係之研究：主動因應之中介效果（未出版之碩士論文）。國立高雄應用科技大學人力資源發展研究所，高雄市。張伊君（2010）。個人傳統性－現代性心理特徵、個人－組織契合度對幸福感之影響－職場關係品質的調節效果（未出版之碩士論文）。南台科技大學人力資源管理研究所，台南市。張艾琦（2010）。個人傳統性－現代性心理特徵、職場關係品質與組織承諾之關係。產業管理創新研討會，433-438。
張瀞方（2010）。高績效工作系統、智慧資本與組織績效關係之探討（未出版之碩士論文）。國立中央大學人力資源管理研究所，桃園縣。張育銘（2011）。承諾型人力資源管理實務與工作生活平衡之關係─組織氣候的中介效果（未出版之碩士論文）。東吳大學企業管理研究所，台北市。張珮琦（2008）。個人背景及幸福感與工作滿意、組織承諾、離職意向之關聯（未出版之碩士論文）。國立中央大學人力資源管理研究所，桃園縣。張純瑋（2006）。新竹科學園區高科技產業員工工作滿意度、幸福感對員工績效之關聯性研究（未出版之碩士論文）。育達商業技術學院企業管理研究所，苗栗縣。張淑惠、何慧菁、薛鳳姬、薛夙君、楊燦（2012）。醫院員工工作滿意度與主觀幸福感之相關探討。中華職業醫學雜誌，19（4）217-226。莊慧秋（1987）。幸褔哪裡來？幸褔理論的探討。中國人的幸褔觀－命運與幸褔。台北：張老師文化。
黃守正、郭育良、柯德鑫、鄭雅文（2003）。職場社會心理特質與自覺健康狀態之相關。中華職業醫學雜誌，10（4），235-244。黃光國（2005）。心理學本土化的方法論基礎。載於楊國樞、黃光國、楊中芳（主編），華人本土心理學。台北：遠流書局。
黃英忠（1997）。人力資源管理。台北：三民書局， 199。
黃英忠（1988）。現代管理學。台北：華泰書局。
黃仁德（1996）。企業員工褔利與企業安全，國立政治大學學報，72，81-107。
黃淑敏（2006）。內部行銷知覺與人力資源管理效能對組織承諾之影響研究（未出版之碩士論文）。國立彰化師範大學人力資源管理研究所，彰化縣。黃家齊（2002）。人力資源管理系統與組織績效--智慧資本觀點，管理學報，19（3），415-450。黃詩涵（2008）。個人傳統性－現代性心理特徵、職場關係品質與幸福感之關係（未出版之碩士論文）。南台科技大學技職教育與人力資源發展研究所，台南市。程一珺（2012）。幸褔組織之研究：以考試院機關組織成員認知為例（未出版之碩士論文）。東吳大學政治學研究所，台北市。彭偉倫（2012）。性別角色在印象管理、關係品質與工作績效關係的調節分析（未出版之碩士論文）。國立屏東科技大學企業管理研究所。屏東縣。楊中芳（2005）。本土化心理學的研究策略。載於楊國樞、黃光國、楊中芳（主編），華人本土心理學。台北：遠流書局。
楊宜音（2001）。自己人：一項有關中國人關係分類的個案研究。本土心理學研究，13，277-316。楊國樞（1992）。中國人的社會取向：社會互動的觀點。見楊國樞、余安邦（主編）：《中國人的心理與行為－理念及方法篇》。台北：桂冠書局。
楊國樞（2006）。三探心理傳統性與現代性：概念架構的擴展與研究工具的建立(2/3)。行政院國科會專題研究計畫NSC94-2413-H-431-001。
楊國樞（2007）。三探心理傳統性與現代性：概念架構的擴展與研究工具的建立(3/3)。行政院國科會專題研究計畫NSC95-2413-H-033-008。
楊巧歡（2013）。工作生活品質對員工工作投入與幸褔感影響之探討（未出版之碩士論文）。國立高雄應用科技大學人力資源發展研究所，高雄市。蔡培村（2000）。人際關係。高雄：復文。
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一、英文部份
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