參考文獻
中文文獻
丁興祥、張慈宜、曾寶瑩等(譯)(2006)。Jonathan A. Smith編。《質性心理學:研究方法的實務指南》。臺北:遠流。
王思峰、劉兆明(2007)。〈以組織臨床研究創造理論〉。《應用心理研究》,33期,53-99。王珮珍(2006)。〈工作意義與工作投入關聯之研究-以藥廠業務人員與醫院護理人員為例。〉朝陽科技大學企業管理系碩士論文。未出版。臺中。
方憶菁(2013)。〈銀行業儲備幹部(MA)核心能力之研究_以F銀行為例〉。國立臺灣師範大學科技應用與人力資源發展學系人力資源碩士在職進修專班碩士論文。未出版。臺北。
尤思尹(2007)。人力資源管理角色與組織績效關係之長期性研究。國立中央大學人力資源管理研究所碩士論文。未出版。桃園。
余明助、李孟修(2014)。〈專業經理人在中國的職涯管理與職涯晉升之研究-探討師徒制的仲介與調節效果〉。《中山管理評論》,22卷3期,469-499。
周雪光、李貞(2010)。〈組織規章制度與組織決策〉。《北京大學教育評論》,03期,1-23。
李安麗(1999)。〈不同國籍企業績效管理制度與成效之比較研究─以資訊電子業之美商、日商與台商為例〉。國立中央大學人力資源管理研究所碩士論文,未出版。桃園。
吳美枝、何禮恩(譯)(2004)。《行動研究--生活實踐家的研究錦囊》(二版)。臺北:濤石。譯自Jean McNiff,Pamela Lomax,Jack Whitehead。
李再長、李俊傑、曾雅芬(2005)。〈大型企業組織生涯管理、個人生涯規劃、個人特質、工作滿意度之關連研究〉。《人力資源管理學報》。5卷1期,53-76。吳雅芳(1994)。〈企業績效評估制度、成效與文化特徵差異之研究:以國內美商、:商和臺商企業為實證〉。中原大學企業管理研究所碩士論文。未出版。桃園
吳得源(2003)。〈論國際關係社會建構論與組織社會學新制度論之關連性〉。《台灣政治學刊》。7卷1期,3-37。吳欣俐(2010)。〈工作意義的追求:利他動機、工作影響、公司名聲的互動〉。國立中山大學國際經營管理碩士班碩士論文。未出版。高雄。
吳俊良(2006)。〈臺灣量販店儲備幹部(MA)招募甄選評估系統之建構〉。樹德科技大學經營管理研究所碩士論文。未出版。臺中。
吳旭平(2013)。〈「高齡者旅遊方案規劃」課程實施成效之行動研究〉,國立中正大學成人及繼續教育研究所博士論文。林進龍(2013)。〈員工協助方案介入新進儲備幹部(MA)工作適應之行動研究〉。銘傳大學諮商與工商心理學系碩士在職專班碩士學位論文。未出版。桃園。
林佳蓁(2009)。〈臺灣金控業儲備幹部(MA)培訓制度之探討:兩類員工之組織衝突、公平認知與組織承諾〉。國立中山大學企業管理學系研究所碩士論文。未出版。高雄。
周雪光(2007)。組織社會學中的新制度主義學派序言。載於張永宏(編),組織社會學的新制度主義學派(頁1-10)。上海人民出版社。
張春雨、 韋 嘉 、陳謝平、 張進輔(2012)。工作設計的新視角:員工的工作重塑*,心理科學進展 , 2012, Vol. 20 ,Issue (8): 1305-1313
彭淮棟(譯)(1984)。《意義》。臺北:聯經。譯自Polanyi,M. & Harry,P.,Meaning。
洪瑞斌、劉兆明(2003)。〈工作價值觀研究在臺灣之回顧與展望〉。《應用心理研究》。211-250。
範素玲(2011)。〈連鎖餐飲業儲備幹部(MA)離職原因之探討-以某餐飲集團為例〉。逢甲大學/經營管理碩士在職專班碩士論文。未出版。臺中。
夏林清譯(1997)《行動研究方法導論-教師動手做》。臺北市:遠流。
夏林清主編(1999)。〈教育改革:理念與實踐〉。《應用心理研究》。1期,。
夏林清(2004)。〈一盞夠用的燈:辨識發現的路徑〉。《應用心理研究》,23期,131-156。夏林清(2002)。〈基進的學習空間:投身涉入與親密瞭解〉。《應用心理研究》。13期,。
夏林清譯(2004)。《反映的實踐者:專業工作者如何在行動中思考》。Schon, D.著。臺北:遠流。
夏林清、洪雯柔、謝斐敦(譯)(2003)。D.A. Schön (1991)編。《反映回觀—教育實踐的個案研究》。臺北:遠流。
夏林清(譯)(2004)。 《反映的實踐者:專業工作者如何在行動中思考》。臺北:遠流。譯自 Schön, D. A.(1983). The reflective practitioner: How professionals think 13.
陸洛、張婷婷、張妤玥(2012)。〈工作與家庭的意義對因應職家衝突的影響--華人雙文化自我觀之展現〉。《本土心理學研究》。6月。郭毅、 徐瑩 、 陳欣(2007)。〈新制度主義:理論評述及其對組織研究的貢獻〉,華東理工大學商學院組織管理研究中心,社會 2007年 01期, 14-40。
曹文瓊(2010)。〈資訊服務業導入儲備幹部(MA)訓練班對於人才招募與訓練之研究-以Z公司為例〉。淡江大學國際企業學系碩士在職專班碩士論文。未出版。臺北。
陳千玉(譯)(1992/1996)。《組織文化與領導》(第二版)。Schein, E. H.著。五南。
李憶微(2010)。〈促使一個民間社會服務組織發展的行動研究-以失敗為師的佛子/社工實踐〉,輔仁大學心理學系博士論文。陳怡均(2013)。〈從營利組織轉職至非營利組織員工之工作意義感與留任意願相關探討〉。臺灣大學心理學研究所碩士論文。未出版。臺北。
陳明業(2004)。〈金融控股公司儲備幹部(MA)制度之研究〉。國立政治大學企業管理研究所碩士論文。未出版。臺北。
童慧姍(2013)。〈探討顧客攻擊對員工情緒與行為的影響:職場友誼與工作意義的調節作用〉。銘傳大學諮商與工商心理學系碩士論文。未出版。桃園。
鄧委佑(2011)。〈誰是接班人?國際觀光旅館儲備幹部(MA)培訓計劃之研究〉。高雄餐旅大學餐旅管理研究所碩士論文。未出版。桃園。
蔡清田(2000)。《教育行動研究》。臺北市:五南。
蔡美華譯(2003)。《行動研究法:教師研究者的指引》。臺北:學富文化。Mills, G.e..Action research: A guide for the teacher researcher
蔡俊煌(2010)。〈建構儲備幹部(MA)教育訓練體系之評估模型〉。輔仁大學企業管理學系管理學碩士碩士論文。未出版。臺北。
鄭素鈴(1999)。〈文化特徵、獎酬制度及其成效關係之研究─以台灣地區美商、日商、台商企業行銷部門為例〉。淡江大學會計學系碩士論文。未出版。臺北。
鄭世婷(2005)。〈儲備幹部(MA)管理才能發展制度之研究〉。國立中山大學/人力資源管理研究所。
孫同全(2004)。〈組織趨同現象的社會學新制度主義解釋--評價周雪光《組織社會學十講》〉,《北京工商大學學報(社會科學版)》。06 期,90–92。
謝凱茵(2008)。〈職涯策略與職涯成果關係之研究〉。國立高雄應用科技大學人力資源發展系碩士論文。未出版。高雄。
劉惠琴(2001)。〈中小學教師在師生衝突情境中的角色建構與行動〉。〈應用心理研究〉,12期,頁175-217。劉俊元(2009)。〈以參照推論分析探究員工工作經驗中之抱怨現象〉。輔仁大學心理學系碩士論文。未出版。台北。
簡三通(2006)。〈工作意義介入對工作意義與工作投入影響之研究-以汽車零件製造業為例〉。朝陽科技大學/企業管理系碩士論文。未出版。臺中。
簡茂雄(2002)。〈工作意義與工作投入之關聯研究-以專業人員為例〉。朝陽科技大學企業管理系碩士論文。未出版。臺中。
詹雅雯(2007)。〈探討工作輪調對於組織人力運用效益之影響-以E銀行為例〉。中央大學人力資源管理研究所 。未出版。桃園。
樊樂正(2013)。〈社會支持及組織社會化程度對組織承諾影響之研究:以新進儲備幹部(MA)為例〉。國立中山大學人力資源管理研究所碩士論文。未出版。高雄。
英文文獻
Adams, J. S. (1963). Towards an understanding of inequity. Journal of Abnormal and Social Psychology, 67, 422–436.
Appelbaum, E., Bailey, T., Berg, P., & Kalleberg, A. (2000). Manufacturing advantage. Ithaca, NY: Cornell University Press.
Becker, B.E. and Huselid, M.A. (1998). ‘High performance work systems and firm per-formance: asynthesis of research and managerial implications’. In G.R. Ferris (ed.), Research in Personnel andHuman Resource Management, vol. 16, Greenwich, CT: JAI Press, 53–101.
Becker, B.E. and Huselid, M.A. (2006). ‘Strategic human resources management: where do we gofrom here?’ Journal of Management, 32: 6, 898–925.
Becker, B. E., Huselid, M. A., & Beatty, R. W. (2009). The differentiated workforce: Transforming talent into strategic impact. Boston, MA: Harvard Business Press.
Blass,E.(2007),Talent Management: Maximising Talent for Business Perfor-mance,Chartered Management Institute and Ashridge Consulting,London.
Brickson, S. (2011). Confessions of a job crafter: How we can increase the passion within and the impact of our profession. Journal of Management Inquiry, 20(2),197–201.
Brockner, J. and Wiesenfeld, B.M. (1996). ‘An integrative framework for explaining re-actions todecisions: interactive effects of outcomes and procedures’. Psychological Bulletin, 120: 2, 189–208.
Brockner, J., Ackerman, G., Greenberg, J., Gelfand, M.J., Francesco, A.M., Chen, Z.X., Leung, K.,Bierbrauer, G., Gomez, C., Kirkman, B.L. and Shapiro, D.L. (2001). ‘Culture and procedural justice:the influence of power distance on reactions to voice’. Journal of Experimental Social Psychology, 37:4, 300–315.
Brooks, Charles E. (2010). Action research: Interventions for helping leaders use groups to affect conflict between workforce generations. United States -- Arizona:University of Phoenix.
Buckingham,M.and Vosburgh,R.M.(2001),“The 21thst century human resources function: it’s the talent,stupid” ,Human Resource Planning,Vol.24 No.4,pp.17-23.
Chuai, X., Preece, D., & Iles, P. (2008). Is talent management just “old wine in new bot-tles”? The case of multinational companies in Beijing. Management ResearchNews, 31(12), 901–911.
Collings, D.G. and Mellahi, K. (2009). ‘Strategic talent management: a review and re-search agenda’.Human Resource Management Review, 19: 4, 304–313.
Collings, D.G. and Mellahi, K. (2009). ‘Strategic talent management: a review and re-search agenda’.Human Resource Management Review, 19: 4, 304–313.
De Cremer, D., Brockner, J., Fishman, A., van Dijke, M., van Olffen, W. and Mayer, D.M. (2010).‘When do procedural fairness and outcome fairness interact to influence employees’ workattitudes and behaviors? The moderating effect of uncertainty’. Journal of Applied Psychology, 95:2, 291–304.
Dries, N., & Pepermans, R. (2007). Using emotional intelligence to identify high potential: A metacompetency perspective. Leadership & Organization Development Journal, 28, 749–770.
Dries, N., & Pepermans, R. (2008). ‘Real’ high-potential careers: An empirical study into the perspectives of organisations and high potentials. Personnel Review, 37(1), 85–108.
Dries, N., Vantilborgh, T., & Pepermans, R. (2012). The role of learning agility and career variety in the identification and development of high potential employees. Personnel Review, 41, 340–358.
Dries, N. (2013). The psychology of talent management: A review and research agenda. Human Resource Management Review, 23, 272–285 (in this issue).
Dekas, K. H., & Wrzesniewski, A. (2010). On the meaning of work: A theoretical inte-gration and review. Research in Organizational Behavior, 30(0), 91-127. doi: 10.1016/j.riob.2010.09.001
Dimaggio, Paul, & W. W. Powell. (1991). ‘Introduction’In The New Institutionalism in Organizational Analysis. W. W. Powell, & Paul J. Dimaggio (eds.). Chica-go:University of Chicago Press.
Ford,M.(2005),“Let talent bloom:cultivate innovation by moving high-potential employles around ,up,and even out of your IT organization”,CIO Magazine,Vol.18 No.19,pp.26-9
Gallardo-Gallardo, E., Dries, N., & González-Cruz, T. (2013). What is the meaning of ‘talent’ in the world of work? Human Resource Management Review, 24(4),290–300 .
Gary W. Carter, Kevin W. Cook, David W. Dorsey(2009),Career Paths: Charting Courses to Success for Organizations and Their Employees ,Wiley-Blackwell.
Gelens, J., Dries, N., Hofmans, J., Pepermans, R. (2013). The role of perceived organiza-tional justice in shaping the outcomes of talent management: A research agenda. Human Resource Management Review, 23, 4, 341.
Gelens, J., Hofmans, J., Dries, N., Pepermans, R. (2014). Talent management and organ-isational justice: employee reactions to high potential identification. Publication title: Human Resource Management Journal, 24(2), 159.
Garden, R. (2010). Telling stories about illness and disability: Thelimits and lessons of narrative. Perspectives in Biology and Medicine, 53(1), 121-35.
Ghitulescu, B. E. (2006). Shaping tasks and relationships at work: Examining the ante-cedents and consequences of employee job crafting. Unpublished doctoral disserta-tion,University of Pittsburgh.
Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Devel-opment of leader–member exchange (LMX) theory of leadership over 25 years: Ap-plying a multi-level multi-domain perspective. The Leadership Quarterly, 6, 219–247
Hackman, J.R. and Oldham, G.R. (1976). ‘Motivation through the design of work: a test of a theory’.Organizational Behavior and Human Performance, 16: 2, 250–279.
Huselid, M.A. and Becker, B.E. (2011). ‘Bridging micro and macro domains: workforce differentiation and strategic human resource management’. Journal of Management, 37: 2, 421–428.
Harney, Tamara Joy Mourton (2011). Utilizing action research for the development of a succession plan and management program for the nonprofit regional center. United States – California Alliant International University, Fresno Eva Gallardo-Gallardo.
Hofstede, G., Neuijen, B., Ohayv, D. D., & Sanders, G. (1990). Measuring organizational cultures: A qualitative and quantitative study across twenty cases.Administrative Science Quarterly, 35(2), 286–316.
Ibarra, H. (1999). Provisional selves: Experimenting with image and identity in profes-sional adaptation. Administrative Science Quarterly, 44(4), 764–792.
Iles, P., Chuai, X., & Preece, D. (2010). Talent management and HRM in multinational companies in Beijing: Definitions, differences and drivers. Journal of World Busi-ness, 45, 179–189.
Inkson, K. (2008). Are humans resources? Career Development International, 13(3), 270–279.
Jabri, M., & James, S. P. (2001). The management of change: A narrative perspective on management development. The Journal of Management Development, 20(7), 682-690.
Lewis, R., & Heckman, R. (2006). Talent management: A critical review. Human Re-source Management Review, 16(2), 139–154.
Liden, R. C., & Maslyn, J. M. (1998). Multidimensionality of leader–member exchange: An empirical assessment through scale development. Journal of Management, 24, 43–72.
Little, B. R. (1983). Personal projects: A rationale and method for investigation. Envi-ronment and Behavior, 15, 273–309.
Little, B. R. (1987). Personal project analysis: A methodology for counselling psychology. Natcon, 13, 591–641.
Little, B. R. (1989). Personal project analysis: Trivial pursuits, magnificent obsessions and the searchfor coherence. In D. M. Buss & N. Cantor (Eds.), Personality psychology: Recent trends andemerging issues. New York: Springer-Verlag.
Little Brian R., Philips Susan D. , Salmela-Aro Katariina (2007). Personal Project Pursuit: Goals, Action, and Human Flourishing. Lawrence Erlbaum Associations
Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). The war for talent. Boston, MA: Harvard Business School Press.
Miller,J.(2006),“Attend to the talent: the right team can be the secret to success”,CA Magazine,Vol. 139.No.1,49-50.
Neil, P. (2009). Using action research to implement a career development framework in facilities, Journal of Facilities Management, 7(1), 24-35.
Nurmi, J.-E. (1989). Planning, motivation and evaluation in orientation to the future: Latentstructure analysis. Scandinavian Journal of Psychology, 30, 64-71.
Nrumi, J.-E. (1991). How do adolescents see their future? A review of the development of future orientation and planning. Developmental Review, 11, 1-59.
Nurmi, J.-E. (1992). Age differences in adult life goals, concerns, and their temporal ex-tension: A life course approach to future-oriented motivation. International Journal of Behavioral Development, 15,487-508.
Nurmi,J.-E. &Salmela-Aro,K.(2002). Goal construction, reconstruction and depres-sivesymptomatology in a life span context: The transition from school to work. Journal of Personality,70, 385-420.
Pettersson, T. (2003). “The relations between religion and politics in the contemporary Western world:the impact of secularization,postmodernization and peoples’basic value orientations”,available at:www.worldvaluessurvey.org.
Rosso, B. D., Dekas, K. H., & Wrzesniewski, A. (2010). On the meaning of work: A the-oretical integration and review. Research in OrganizationalBehavior, 30(0), 91-127. doi: 10.1016/j.riob.2010.09.001
Rosso, B. D., Malik, Amina Raza., Singh, P. (2014), High potential' programs: Let's hear it for 'B' players. Human Resource Management Review, 24(4), 330.
Schumann, P. L. (2001). A moral principles framework for human resource management ethics. Human Resource Management Review, 11(1/2), 93–111.
Salmela-Aro,K, NA¨A¨ TA¨NEN,P,& Nurmi,J.-E (2004).The role of work-related per-sonal projects during two burnout interventions: a longitudinal study. WORK & STRESS, 18, 208-230
Tims, M., & Bakker, A. B. (2010). Job crafting: Towards a new model of individual job redesign. South African Journal of Industrial Psychology, 36, 1–9.
Tulgan, B. (2001). “Winning the talent wars”, Employment Relations Today, Vol.23 Nos 1-2, P.104.
Van Maanen, J. & E. H. Schein (1979). "Toward of Theory of Organizational Socializa-tion." Research in Organizational Behavior, 1: 209-264.
Vickers, M. H. (2009). Bullying, disability and work: A case study of workplace bullying. Qualitative Research in Organizations and Management, 4(3), 255-272.
Vough, Heather C (2008). Finding and losing meaning: Understanding change in em-ployee meaning of work.University of Illinois at Urbana-Champaign,ProQuest,Umi Dissertations Publishing,
Weiss, H. M. (2014). Working as Human Nature. In J. K. Ford, J. R. Hollenbeck and A. M. Ryan (Eds.) The Nature of Work. Washington, DC: American Psychological As-sociation. pp 35-48.
Wrzesniewski, A., McCauley, C., Rozin, P., & Schwartz, B. (1997). Jobs, careers, and callings: People's relations to their work. Journal of Research in Personality, 31, 21–33.
Wrzesniewski, A., & Dutton, J. E. (2001). Crafting a job:Revisioning employees as active crafters of their work.Academy of Management Review, 26, 179–201.
Wrzesniewski, A., Berg, J. M., & Dutton, J. E. (2010). Turn the job you have into the job you want. Harvard BusinessReview, 88(6), 114–117.