一、中文部分
吳宗祐(2008),由不當督導到情緒耗竭:部屬正義知覺與情緒勞動的中介效果,中華心理學刊,50(2),201-221。
胡昌亞,鄭瑩妮(2014),不當督導研究回顧與前瞻,中華心理學刊,56(2),191-214。
許境頤,江彧慈(2013),[罵]有用嗎?以資源保存理論看不當督導對部屬的影響,人力資源管理學報,13(1),81-104。
郭建志,蔡育菁(2012),組織挫折與職場退縮:主管不當督導與工作內外控之研究,中華心理學刊,54(3),293-313。
陳儀蓉,余明助,王志聖(2007),辱罵式管理對外勞組織公民行為的影響-從社會交換觀點探討領導者-部屬交換關係的中介效果,管理實務與理論研究,1(4),186-203。
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。
蔡孟穎(2013),不當督導對員工組織承諾影響:權力距離為干擾效果,多國籍企業管理評論,7(2),127-146。![new window](/gs32/images/newin.png)
蔡孟穎(2014),員工企業社會責任認知對組織公民行為影響:以組織承諾及組織正義為中介效果,文大商管學報,19(1),39-62。
鄭仁偉,陳春希,袁梅玲,李姿瑩(2012),不當督導、印象管理與退卻行為之研究-表層演出與深層演出的中介效果, 輔仁管理評論,19(2),1-27。![new window](/gs32/images/newin.png)
二、英文部分
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