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李蘭(2010)。健康行為的概念。載於李蘭(主編)，健康行為與健康教育。台北市：巨流圖書公司。
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郭信智(2010)。職場健康促進計畫執行之組織脈絡及其經濟性效益。行政院國家科學委員會專題研究成果報告(編號：NSC 98-2511-S-214-001)，未出版。
郭建志(2005)。職場健康心理學的機會與挑戰。應用心理研究，28，12-14。
彭台光、高月慈、林鉦棽(2006)。管理研究中的共同方法變異：問題本質、影響、測試和補救。管理學報，23(1)，77-98。溫福星、邱皓政 (2009a)。多層次模型方法論：階層線性模式的關鍵議題與試解。台大管理論叢，19(2)，263-294。溫福星、邱皓政 (2009b)。組織研究中的多層次調節中介效果：以組織創新氣氛、組織承諾與工作滿意的實證研究為例。管理學報，26(2)，189-211。溫福星、邱皓政(2011)。多層次模式方法論~階層線性模式的關鍵問題與試解。台北市：新亞測驗評量計技術研究中心。鄭伯壎(1990)。組織文化價值觀的數量衡鑑。中華心理學刊，32，31-49。鄭伯壎(1993)。組織價值觀與組織承諾、組織公民行為、工作績效的關係：不同加權模式與差距模式之比較。中華心理學刊，35(1)，43-57。鄭伯壎(1985)。工作取向領導行為與部屬工作績效：補足模式及其驗證(未出版之博士論文)。國立台灣大學，台北市。鄭伯壎、林姿葶、鄭弘岳、周麗芳、任金剛、樊景立(2010)。家長式領導與部屬效能：多層次分析觀點。中華心理學刊 52(1)，1-23。鄭伯壎、郭建志(1993)。組織價值觀與個人工作效能--符合度研究途徑。中央研究院民族學研究所集刊，75：69-103。
鄭曜忠(2001)。高級中學行政主管知識管理態度、學校組織文化與學校效能關係之研究(未出版之碩士論文)。國立彰化師範大學，彰化市。劉俊昌(2000)。企業文化契合度與留職傾向之研究-以中國石油公司為例(未出版之碩士論文)。國立中山大學，高雄市。
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