臺灣博碩士論文加值系統

　　現今企業因考量人力需求之提升，以及降低其勞動成本，開始傾向僱用彈性高、成本低之勞動派遣員工。勞動派遣員工之僱主雖為派遣公司，但服務單位與勞動報酬皆屬要派企業，若當勞動派遣員工因身份限制而無法受到要派企業之重視，即可能會對工作失去動力，出現退卻行為，可能將影響企業之整體績效與利益，進而產生更嚴重之損失。
　　基此，本研究乃以勞動派遣人員為研究對象，其生涯不確定感及工作不安全感為出發點，探討這兩者對退卻行為之影響，並透過正向心理資本為調節變項，分析正向心理資本是否會對生涯不確定感與工作不安全感對退卻行為之影響產生調節效果。
本研究針對台灣地區之勞動派遣員工進行問卷調查以蒐集資料，共計發放450份問卷，回收423份，有效問卷為351份，回收率為94%，經分析後各項研究假設結果如下：
一、 勞動派遣員工之生涯不確定感對退卻行為具有顯著之正向影響。
二、 勞動派遣員工之工作不安全感對退卻行為具有顯著之正向影響。
三、 正向心理資本對生涯不確定感與退卻行為之關係不具有調節效果。
四、 正向心理資本對工作不安全感與退卻行為之關係具有調節效果。

　　Nowadays, the companies consider the increase of labor demand and the decrease of labor cost. They prefer to use dispatched laborers who have high-flexibility and low-cost feature. Although the employer of dispatched laborers is the temporary employment agency, the labor’s service unit and compensation come from the enterprise. If the dispatched laborers can’t gain attention from the enterprise because of their identification restriction, they would lose their motivation for their work. They will also display the withdrawal behavior like absenteeism, leaving and taking a break. If the enterprises ignore this situation and let it getting worse, it would affect the whole performance and benefit of the enterprise, and resulting more severe the losses.
　　Therefore, this study uses the dispatched laborers as subjects. It explores the effect of career uncertainty and job insecurity on withdrawal behavior, and uses the psychological capital as moderate variable on career uncertainty and job insecurity.
　　Questionnaire survey was used to collect data. This research has taken the dispatched laborers working in Taiwan. The grand total provides 450 questionnaires, recycling 423 questionnaires, and 351 validated questionnaires, recycling a rate 94%. The findings in this study are as following:
1. Career uncertainty of the dispatched laborers has a significantly positive effect on withdrawal behavior.
2. Job insecurity of the dispatched laborers has a significantly positive effect on withdrawal behavior.
3. Psychological capital has no moderating effect on career uncertainty and withdrawal behavior.
4. Psychological capital has a moderating effect on job insecurity and withdrawal behavior.

摘 要 I
ABSTRACT II
致謝 III
目錄 IV
表目錄 VI
圖目錄 VII
第一章 緒論 1
第一節 研究動機與背景 1
第二節 研究目的 4
第三節 研究流程 5
第二章 文獻探討 6
第一節 勞動派遣 6
第二節 退卻行為 17
第三節 生涯不確定感 28
第四節 工作不安全感 38
第五節 正向心理資本 46
第六節 各變項間關係 53
第三章 研究方法 58
第一節 研究架構 58
第二節 研究假設 59
第三節 研究變項之操作型定義與衡量 60
第四節 研究對象與抽樣方法 66
第五節 資料分析方法 67
第六節 量表之信度分析與因素分析 71
第四章 研究結果分析 75
第一節 人口特性變項分析 75
第二節 各變項間相關性程度分析 78
第三節 各研究變項之迴歸分析 80
第四節 調節分析 83
第五章 結論與建議 86
第一節 研究結論 86
第二節 理論意涵與實務建議 91
第三節 研究限制與後續研究建議 94
參考文獻 96
附錄 問卷 111

王俊諺(2008)。組織精簡後留任人員之工作不安全感、生涯不確定感、信任與組織承諾(未出版之碩士論文)。國防大學管理學院後勤管理研究所碩士論文，桃園市。
王湧水(1999)。從個體觀點探討組織成員因應組織變革策略之研究(未出版之碩士論文)，國防管理學院資源管理研究所碩士論文，台北。
甘月女(2011)。調節焦點對心理賦能與退卻行為之干擾效果研究(未出版之碩士論文)。臺灣科技大學，台北市。
成之約(1998)。淺論派遣勞動及其對勞資關係的影響。就業訓練，16(6)，3–11。
成之約(2000)。「派遣勞動」及其對勞資關係與人力資源管理之意涵與因應。空大行政學報，10，1-26。
成之約(2001)。臺灣地區「勞動派遣」的發展及其對勞資關係與勞動政策影響之研究。國科會專題研究計畫(編號：NSC90–2414–H–004)，未出版。
行政院主計總處(編)(2010)。人力運用調查報告。臺北市：行政院主計處。
行政院主計總處(編)(2013)。人力運用調查報告。臺北市：行政院主計處。
行政院勞工委員會(1996)。台灣地區民營事業單位僱用中高齡勞工及派遣人力調查報告。台北：行政院勞工委員會。
行政院勞工委員會(2000)。勞動市場彈性化與非典型僱用。台北：行政院勞工委員會。
行政院勞工委員會(2006)，勞動派遣業營運狀況調查報告。台北：行政院勞工委員會。
行政院勞工委員會(2010)。勞動派遣法草案。台北：行政院勞工委員會。
余明助(2006)。組織變革不確定感與員工工作態度關係之研究-以組織溝通與員工信任為中介變數。人力資源管理學報，6(2)，89-110。
吳芝儀(1991)。五專五年級學生生涯決定信念、情境─特質焦慮與生涯決定行動之研究─以國立台北商專五專五年級學生為例(未出版之碩士論文)。國立台灣師範大學教育心理與輔導研究所碩士論文，台北。
呂書婷(2014)。派遣員工之生涯不確定感、職涯停滯與工作敬業心關係之研究─以生涯管理行為為調節變項(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碩士論文，高雄市。
李來希(2006)。為勞動派遣勞工保護立法催生。台灣勞工月刊，2，38–44。
李惠慶(2012)。職涯停滯對幸福感的影響-正向心理資本的調節效果(未出版之碩士論文)。國立東華大學，花蓮縣。
李新民(2009)。大學回饋環境的裡子與面子層面分析及其與大學生學習表現之潛在 關聯：形成性測量模式的應用。屏東教育大學學報：教育類，33，425-458。
李學姿(2013)。公務部門派遣勞工的自我效能、工作不安全感與主動性行為之相關研究-以知覺組織支持為調節變項(未出版之碩士論文)，中山大學人力資源管理研究所碩士論文，高雄市。
辛炳隆(2010)。如何訂立兼顧勞資雙方的勞動派遣法規。台灣勞工季刊，23，34–40。
周談輝(2006)。生涯規劃發展，台北：全華科技。
林香君(1992)。生涯未定向類型與團體諮商策略交互作用效果之研究(未出版之碩士論文)。國立臺灣師範大學教育心理與輔導研究所碩士論文，臺北市。
林雅令(2011)。派遣人員之組織認同、工作倦怠對離職傾向影響之研究(未出版之碩士論文)。國立高雄應用科技大學人力資源發展系研究所碩士論文，高雄市。
林新發(2012)。心理資本與正向組織行為。國民教育，52(4)，1-7。
侯彩鳳(2005)。我國勞動派遣法制化必要性之研究(未出版之碩士論文)，國立中山大學社會科學院高階公共政策所碩士論文，高雄市。
洪菁苑(2014)。從生涯未定向到自主定向：大學生的生涯探索經驗之敘說研究(未出版之碩士論文)。台南大學諮商與輔導學系研究所碩士論文，台南市。
胡三嫚(2007)。工作不安全感的研究現狀與展望，心理科學進展，15(6)，938-947。
徐其力(2008)。員工生涯能力與組織生涯管理對員工生涯成功影響之研究(未出版之博士論文)。彰化師範大學工業教育與技術研究所博士論文，彰化市。
高珮萱(2009)。員工對派遣工作的認知與其職業生涯發展之研究(未出版之碩士論文)。國立中央大學人力資源管理研究所碩士論文，桃園市。
高埼綾(2011)。探索式訓練方式在正向心理資本提升的成效-實驗設計取向(未出版之碩士論文)。國立東華大學企業管理研究所碩士論文，花蓮縣。
張珮芸(2009)。人力精簡方法對留任員工的工作不安全感及組織承諾的影響(未出版之碩士論文)。國立中山大學人力資源管理所碩士論文，高雄市。
張珮筠(2013)。教育組織人員正向心理資本量表建構之研究(未出版之碩士論文)。臺北市立教育大學，台北市。
張淑惠(2006)。勞動派遣中要派企業與派遣機構人力資源管理關聯性之研究(未出版之碩士論文)。玄奘大學公共事務管理學系碩士論文，新竹市。
許進福(2015)。我國勞動派遣法制之研究-以派遣勞工保護法草案為中心(未出版之碩士論文)。國立中正大學法律學研究所碩士論文，嘉義縣。
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(12)，6-15頁。
陳香涵(2013)。員工認知之管理教練技能與員工正向心理資本之關係探討(未出版之碩士論文)。國立中央大學人力資源管理研究所碩士論文，桃園市。
陳靜宜(2005)。性別歧視與組織公民行為、退卻行為及情緒展現行為之關係─社會認同理論觀點(未出版之碩士論文)，國立屏東科技大學企業管理系碩士論文，屏東縣。
黃同圳(2011)。勞動派遣在企業人力資源管理之運用探討。台灣勞動評論，3(1)，1-33。
黃柏耀(2011)。派遣員工社會支持、生涯適應力、工作不安全感關係之研究(未出版之碩士論文)。國立高雄應用科技大學人力資源發展所碩士論文，高雄市。
黃英忠(1998)。人力資源管理，台北：三民書局。
黃瑛琪(1997)。生涯探索團體對高一生涯不確定型學生生涯定向與生涯決策自我效能預期程度之影響研究(未出版之碩士論文)。國立高雄師範大學輔導研究所碩士論文，高雄市。
黃靖媚(2008)。公股釋出對員工優離優退行為之影響─以台視公司為例(未出版之碩士論文)，國立中山大學人力資源管理研究所碩士論文，高雄市。
溫金豐、錢書華、蘇建全(2007)。高科技組織工程專業人員工作不安全感知研究，東海管理評論，9(1)，147-192。
葉品逸(2007)。醫療服務業藥師之情緒智力、工作壓力對退卻行為與組織公民行為之影響-以知覺組織支持為中介變項(未出版之碩士論文)。中正大學勞工研究所碩士論文，嘉義縣。
劉仲矩、黃梅君(2007)。勞退新制滿意度對退卻行為影響之探討-以個體社會資本為干擾變數。東吳政治學報，25(4)，137-179。
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－美國相關產業為對比(未出版之碩士論文)。國立中山大學人力資源管理研究所碩士論文，高雄市。
蔡瑞龍(2008)。派遣員工心理契約、人格特質對工作績效與離職傾項之影響─以派遣公司為調節變項(未出版之碩士論文)。逢甲大學，台中市。
鄭津津(1998)。派遣勞動相關法律問題之探討，就業與訓練，16(6)，12-16。
鄭津津(2004)。國際社會勞動派遣法制比較分析—兼論我國勞動派遣法制之現況與未來發展，萬國法律，138，15-31。
盧瑞陽(1997)。組織改變與工作不安全感對組織行為後果之影響(未出版之博士論文)，台灣大學商業研究所博士論文，台北市。
蕭景容、徐巧玲(2011)。生涯未確定當事人對敘事取向生涯諮商之經驗內涵分析。教育心理學報，42(3)，445-466。
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。
濱口桂一郎(2009)。EU労働者派遣指令と日本の労働者派遣法。大原社会問題研究所雜誌，604，25–35。
嚴佳代(2013)。要派機構與派遣公司人力資源管理措施對派遣員工工作態度影響之多層次研究(未出版之博士論文)。國立中央大學人力資源管理研究所博士論文，桃園縣。
Adams, John S. (1965). Inequity in Social Exchange. New York: Academic Press.
Ashford, S. J., Lee, C., & Bobko, P. (1989). Content, causes and consequences of job insecurity: A theory-based measure and substantive test. Academy of Management Journal, 32, 803-829.
Bandura, A. (1997). Self-efficacy. The exercise of control. New York: Freeman.
Bardi, A., Guerra, V. M., & Ramdeny, G. S. D. (2009). Openness and ambiguity intolerance: Their differential relations to well-being in the context of an academic life transition. Personality and Individual Differences, 47(3), 219-223.
Blau, G. (1994). Developing and testing a taxonomy of lateness behavior. Journal of Applied Psychology, 79, 959-970.
Blau, G., Tatum, D. S., McCoy, K., Dobria, L. (2004). Job loss, human capital job feature, and work condition job feature as distinct job insecurity constructs. Journal of Allied Health, 33, 31-41.
Blau G. L., Boal, K. (1987). Conceptualizing how job involvement and organizational commitment affect turnover and absenteeism. Academy of Managemet Review, 12, 288-300.
Bloch, D. (2005). Complexity, chaos, and non-linear dynamics: A new perspective on career development theory. The Career Development Quarterly, 53, 194-207.
Borsboom, D., Mellenbergh, G. J., & Heerden. J. V. (2003). The theoretical status of latent variables. Psychological Review, 110(2), 203-219.
Brennan, L. Valos, M. and Hindle,K. (2003).On-hired Workers in Australia: Motivations and Outcomes, RMIT University, Melbourne.
Bronstein, A. S. (1991). Temporary work in Western Europe: Threat or complement to permanent employment. International Labour Review, 130, 291-295.
Buledorn, A. C. (1982). A Unified Model of Turnover from Organizations. Human Relations, 35, 135-153.
Carver, C. S., & Scheier, M. F. (2002). The hopeful optimist. Psychological Inquiry, 13(4), 288-290.
Clegg, C. W. (1983). Psychology of Employee Lateness, Absence, and Turnover: A Methodological Critique and an Empirical Study. Journal of Applied Psychology, 68(1), 88-101.
Crites, J. O. (1969). Vocational Psychology. New York: McGraw-Hill.
Cropanzano, R., Howes, J. C., Grandey, A. A., & Toth, P. (1997). The relationship of organizational politics and support to work behaviors, attitudes, and stress. Journal of Organizational Behavior, 18, 159-180.
De Witte, H. (1999). Job insecurity and psychological well-being: Review of the literature and exploration of some unresolved issues. European Journal of Work and Organizational Psychology, 8(2), 155-177.
De Witte, H. (2005). Job insecurity: review of the international literature on definitions, prevalence, antecedents and consequences. SA Journal of Industrial Psychology, 31, 1-6.
De Witte, H., & Naswall, K. (2003). “Objective”vs“. subjective” jobinsecurity: consequences of temporary work for job satisfaction and organizational commitment in four european countries. Economic and Industrial Democracy, 24, 209-312.
Dekker, S. W., & Schaufeli, W. B. (1995). The effects of job insecurity on psychological healthand withdrawal: A longitudinal study. Australian Psychologist, 30, 57-63.
Downey, H. K., & Slocum, J. W. (1975). Uncertainty: Measures, research and sources of variation. Academy of Management Journal, 18, 562-577.
Dysinger, W. S. (1950). Maturation and vocational guidance. Occupations, 29, 198-201.
F., L. M. L. (2006). Potential added value of psychological capital in predicting work attitudes. Journal of Leadership and Organizational Studies, 13, 44-61.
Fuqua, D. R., & Hartman,B. W. (1983). A behavioral index of career indecision for college students. Journal of College Student Personnel, 24(6), 505-512.
Gati, I., Landman, S., Davidovitch, S., Asulin-Peretz, L., & Gadassi, R. (2010). From career decision-making styles to career decision-making profiles: A multidimensional approach. Journal of Vocational Behavior, 76(2), 277-291.
Gelatt, H. B. (1989). Positive uncertainty: A new decision-making framework for counseling. Journal of counseling Psychology, 36, 252-256.
Germeijs, V., & De Boeck, P. (2002). A measurement scale for indecisiveness and its relationship to career indecision and other types of indecision. European Journal of Psychological Assessment, 18(2), 113-122.
Gifford, W. E., Bobbit, H. R., & Slocum, J. W. (1979). Message characteristics and perceptions of uncertainty by organizational decision makers. Academy of Management journal, 22, 458-481.
Goodstein, L. D. (1965). Behavior theoretical views of counseling. New York: McGraw-Hill.
Greenhalgh, L. a. R., Z. (1984). Job insecurity: Toward conceptual clarity. Academy of Management Review, 9(3), 438-448.
Griffeth, R. W., Gaertner, S., & Sager, J. K. (1999). A model of employees' adaptive response. Human Resource Management Review, 4, 577-590.
Guerra, A. L., & Braungart-Rieker, J. M. (1999). Predicting career indecision in college students: The role of identity formation and parental relationship factors. The Career Development Quarterly, 47, 255-266.
Gupta, N., & Jenkins Jr., G. D. (1991). Rethinking dysfunctional employee behaviors. Human Resource Management Review, 1(1), 39-59.
Hall, R. (2006). Temporary agency work and HRM in Australia: Cooperation, specialization and satisfaction for the good of all? Personnel Review, 35(2), 158-174.
Hanisch, K. A., & Hulin, C. L. (1990). Job attitudes and organizational withdrawal: An examination of retirement and other voluntary withdrawal behaviors. Journal of Vocational Behavior, 37(1), 60-78.
Hanisch, K. A., & Hulin, C. L. (1991). General attitudes and organizational withdrawal: An evaluation of a causal model. Journal of Vocational Behavior, 39(1), 110-128.
Hanisch, K. A., Hulin, C. L., & Roznowski, M. (1998). The importance of individuals’ repertoires of behaviors : The scientific appropriateness of study multiple behaviors and general attitudes. Journal of Organizational Behavior, 19, 463-480.
Hartley, J., Jacobson, D., Klandermans, B., & van Vuuren, T. (1991). Job insecurity: Coping with jobs at risk. London: Sage.
Heaney, C., Israel, B., & House, J. (1994). Chronic job insecurity among automobile workers: Effects on job satisfaction and health. Social Science and Medicine, 38(10), 1431-1437.
Hellgren, J., Sverke, M. & Isaksson, K. (1999). A two-dimensional approach to job insecurity: Consequences for employee attitudes and well-being. European Journal of Work and Organizaional Psychology, 8(2), 175-195.
Herzberg, F., Mausner, B., & Snyderman, B. (1959). The motivation to work. New York: Wiley.
Hui, R. D., & Lee, L. F. (2000). Moderating effects of Organization-Based Self-esteem on Organizational uncertainty: Employee Response Relationships. Journal of Management, 2, 215-232.
Hosen, R., Solovey-Hosen, D., & Stern, L. (2003). Education and capital development: Capital as durable personal, social, economic and political influences on the happiness of individuals. Education, 123(3), 496-514.
Jamal, M. (1981). Shift work related to job attitudes, social participation and withdrawal behavior: A study of nurses and industrial workers. Personnel Psychology, 34, 535-547.
Jones, L. K., & Chenery, M. F. (1980). Multiple subtypes among vocationally undecided college students: A model of assessment instrument. Journal of Counseling Psychology, 27, 469-477.
Katz, L. F. K., A. B. (1999). New trend in unemployment ? Brookings Review, 17(4), 4-8.
Kimura, S. (2006). Recent movement in Japan concerning career guidance and futuretasks. Japan Labor Review, 11(3), 5-27.
Krausz, M., Koslowsky, M., & Eiser, A. (1998). Distal and proximal influences on turnover intentions and satisfaction: Support for a withdrawal progression theory. Journal of Vocational Behavior, 52(1), 59-71.
Krumboltz, J. D. (1992). Challenging troublesome career beliefs.
Krumboltz, J. D. (2009). The happenstance learning theory. Journal of Career Assessment, 17, 135-154.
Kwantes, C. T. (2003). Organizational citizenship and withdrawal behaviors in USA and India: Does commitment make a difference? International Journal of Cross Cultural Management, 3(1), 5-26.
Larson, L. M., Heppner, P. P.., Ham, T., & Dugan, K. (1988). Investigation multiple subtypes of career indecisions through cluster analysis. Journal of Counseling Psychology, 35, 439-446.
Lucas, M., & Epperson, D. (1988). Personality types in vocationally undecided students. Journal of College Student Development, 29, 460-466.
Luthans, F. (2002a). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23, 695-706.
Luthans, F. (2002b). Positive organizational behavior: Developing and managing psychological strengths. Academy of Management Executive, 16(1), 57-72.
Luthans, F. (2003). Positive organizational behavior (POB): Implications for leadership and HR development, authentic leadership development, and motivation.
Luthans, F., Avolio, B.J., Avey, J.B., & Norman, S.M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60, 541-572.
Luthans, F., Avolio, B.J. , Walumbwa, F.O. & Li. (2005). The Psychological Capital of Chinese Workers: Exploring the Relationship with Performance. Management and Organization Review, 1, 249-271.
Luthans, F., Luthans, K. W., & Luthans, B. C. (2004). Positive psychological capital: Beyond human and social capital. Business Horizons, 47(1), 45-50.
Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital. Oxford, UK: Oxford University Press.
Luthans , F. Y., C.M. (2002). Positive workplaces. New York: Oxford University Press.
Luthans, F. Y., C.M. (2004). Human, Social, and Now Positive Psychological Capital Management: Investing in people for competitive advantage. Organizational Dynamics.
MacKenzie, S. B., Podsakoff, P. M., & Jarvis, C. B. (2005). The problem of management model misspecificatioin in behavioral and organizational research and some recommendation solutions. Journal of Applied Psychology, 90, 710-730.
Maslow, A. H. (1954). Motivation and personality. New York: Harper.
Masten, A. S. (2001). Ordinary magic: Resilience process in development. American Psychologist, 56, 227-239.
Masten, A. S., & Reed, M. J. (2002). Resilience in development. Oxford, UK: Oxford University Press.
Mitchell, K. E., Levin, A. S., Krumboltz, J. D. (1999). Planned happenstance: Constructing unexpected career opportunities. Journal of Counseling and Development, 77, 115-124.
Mobley, W. H. (1982). Some unanswered questions in turnover and withdrawal research. Academy of Management Review, 7, 111-116.
Mohr, G. B. (2000). The changing significance of different stressors after the announcement of bankruptcy: a longitudinal investigation with special emphasis on job security. Journal of Organizational Behavior, 21, 337-359.
Newman, J. L., Fuqua, D.R., & Minger, C.C. (1990). Further evidence for the use of career subtypes in defining career status. The Career Development Quarterly, 39, 178-188.
Osipow, S. H., Carney, C. G., Winer, j., Yanico, B., & Koschier, M. (1976). The Career Decision Scale. New York: Columbus and press.
Pajares, F. (1996). Self-efficacy beliefs in academic setting. Review of Educational Research, 66(4), 543-545.
Parker, S. (1998). Enhancing role breadth self-efficacy: The roles of job enrichment and other organizational interventions. Journal of Applied Psychology, 6, 835-852.
Pearce, J. L. (1998). Job insecurity is important, but not for the reasons you might think: the example of contingent workers. Trends in Organizational Behavior, 5, 31-46.
Pelled, L. H., & Xin, K. R. (1999). Down and out: An investigation of the relationship between mood and employee withdrawal behavior. Journal of Management, 25(6), 875-895.
Peterson, G. W., Sampson, J. P., & Reaedon, R. C. (1991). Career development and service: A cognitive approach. Pacific Grove, CA: Brooks/Cole.
Polivka, A. E. (1996). Contingent and alternative work arrangement define. Monthly Labor Review, 119(10), 3-9.
Price, J. L. (1989). The impact of turnover on the organization. Work and Occupations, 16(4), 461-473.
Probst , T. M., & Brubaker, T. L. (2001). The effects of job insecurity on employee safety outcomes: cross-sectional and longitudinal explorations. Journal of Occupational Health Psychology, 6, 139-159.
Pryor, R. G. L., ＆ Bright, J. E. H. (2003). The chaos theory of career. Australian journal of Career Development, 12(3), 12-20.
Rassin, E., & Muris, P. (2005). Indecisiveness and the interpretation of ambiguous situations. Personality and Individual Differences, 39(7), 1285-1291.
Robbins, S. P. (2005). Organizational behavior. Englewood Cliffs, NJ: Prentice-Hall Inc.
Roskies E, L.-G. C. (1990). Job insecurity in managers: antecedents and consequences. Journal of Organizational Behavior, 11, 345-359.
Rosse, J. G., & Miller, H. E. (1984). Relationship between absenteeism and other employee behaviors. San Francisco: Jossey-Bass.
Rusbult, C., & Lowery, D. (1985). When bureaucrats get the blues: Responses to dissatisfaction among federal employees. Journal of Applied Social Psychology, 15, 80-103.
Russ, F. A., & McNeilly, K. M. (1995). Links among satisfaction, commitment, and turnover intentions: The moderating effect of experience, gender, and performance. Journal of Business Research, 34, 57-65.
Salomone, P. R. (1982). Difficult cases in career counseling: II - the indecision client. The Personnel and Guidance Journal, 60, 496-500.
Schabracq, M. J. C., C. L. (1998). Toward a phenomenological framework for the study of work and organizational stress. Human Relations, 51(1), 625-648.
Scheier, M. F. & Carver, C. S. (1985). Optimism, coping, and health: Assessment and implications of generalized outcome expectancies. Health Psychology, 4, 219-247.
Segal, L. M., and Sullivan, D. G. . (1997). The growth of temporary serviceswork. Journal of Economic Perspectives, 11(2), 117-136.
Seligman, M. E. P. (1998). Optimism: How to Change Your Mind and Your Life. New York: Pocket Books.
Seligman, M. E. P., Steen, T., Park, N., & Peterson, C. (2005). Positive psychology progress: Empirical validation of interventions. American Psychologist, 60(5), 410-421.
Sheridan, J. E. (1985). A catastrophe model of employee withdrawal leading to low jobperformance, high absenteeism, and job turnover during the first year of employee. Academy of Management Journal, 28(1), 88-109.
Snyder, C. R., Sympson, S., Ybasco, F., Borders, T., Babyak, M., & Higgins, R. (1996). Development and validation of the state hope scale. Journal of Personality and Social Psychology,70, 321-335.
Spunt, R. P., Rassin, E., & Epstein, L. M. (2009). Aversive and avoidant indecisiveness: Roles for regret proneness, maximization, and BIS/BAS sensitivities. Personality and Individual Differences, 47(4), 256-261.
Super, D. E. (1990). A life-span, life-space approach to career development. San Francisco, CA: Jossey-Bass.
Sverke, M., Hellgren, J., & Naswall, K. (2002). No security: a meta-analysis and review of job insecurity and its consequences. Journal of Occupational Health Psychology, 7, 242-264.
Taylor, L. E. (1961). Research explorations in the realm of choice. Journal of Counseling Psychology, 8, 195-202.
Tien, H. L. S., Lin, C. H., & Chen, S. C. (2005). A grounded analysis of career uncertainty perceived by college students in Taiwan. Career Development Quarterly, 54(2), 162-174.
Wagnild, G. M., & Young, H. M. (1993). Development and psychometric evaluation of the Resilience Scale. Journal of Nursing Measurement, 1, 165-178.
Watts, A. G. (1996). Toward a policy for lifelong career development: A transatlantic perspective. The Career Development Quarterly, 45, 41-53.