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壹、中文部份
【專書】
于卓民，國際企業—環境與管理，華泰出版公司，2004年。
李邦哲譯，安川秋一郎原著，危機管理，經濟部國際貿易局，1991年。
李隆盛、黃同玔，人力資源發展，師大書苑有限公司，2000年。
池介文、徐明儀、陳銘嘉，當代人力資源管理，三民書局，2004年。
林彩梅，多國籍企業論，五南圖書出版公司，2003年。
林欽榮，組織理論與管理，揚智文化事業股份有限公司，2004年。
陳弘信，國際企業管理，三民書局股份有限公司，2007年。
黃廷合、齊德彰，人力資源管理—理論與實務，全華科技圖書股份有限公司，2004年，二版一刷。
楊仁壽、卓秀足、俞慧芸，組織理論與管理，雙葉書廊有限公司，2011年。
齊若蘭譯，彼得．杜拉克著，管理聖經，遠流出版社，2004年5月。
趙必孝，國際化管理─人力資源觀點，華泰書局，2000年。
鄭伯壎、黃國隆、郭建志，海峽兩岸之人力資源管理，遠流出版社，1998年。
鍾從定、賴其勛，研究方法：質化與量化的探索，鼎茂圖書出版公司，2009年。
【論文】
方世杰、方世榮（2000），知識管理--觀念性架構的建立，商管科技季刊，第1卷，第3期，355-374頁。
王宜敏 (2001)，影響資訊人員知識分享行為之因素－以社會交換理論為基礎來探討，國立中山大學人力資源管理研究所碩士論文。
王惠真 (2011)，企業組織內員工知識分享之研究，國立彰化師範大學企業管理學系國際企業經營管理研究所碩士論文。
余明助 (1999)，多國籍企業組織、策略與控制關係之研究-以台商海外子公司為例，國立成功大學企業管理學系博士論文。
李元墩 (2003)，企業主管領導能力與員工組織承諾及其生產力關係模式之研究：以服務業為例，國科會委託執行之專題研究計畫(NSC 89-2416-H-309-004)。
李永挺 (2007)，信任理論對知識分享之探討，南華大學社會學研究所網路社會學通訊，第61期。
李佳怡 (2000)，知覺組織支持對員工工作態度影響之研究，國立中山大學人力資源管理研究所碩士論文。
李秋燕 (2000)，台灣企業外派大陸人員人格特質、生涯發展傾向、駐外動機、駐外適應與留任意願之研究，國立中山大學人力資源管理研究所碩士論文。
李俐婷、李誠 (2006) ，影響台灣企業外派至大陸人員回任意願因素之研究，第十二屆企業人力資源管理實務專題研究成果發表會。
李冠群 (2012)，高績效工作系統、員工知覺組織支持及員工工作轉換意圖之關係，國立中山大學人力資源管理研究所碩士論文。
李鴻文、劉慶湘、許哲昌 (2008)，家庭因素對其工作績效之影響—以海外派遣人員為例，經營管理論叢，第4卷，第1期，25-41頁。
汪金城（2001），研發機構知識分享機制之研究--以工研院光電所研發團隊為例，政治大學公共行政學系碩士論文。
林佳潓 (2005)，知覺組織支持與組織公民行為：角色定義幅度之中介效果，中原大學心理學系碩士論文。
林秀芬、李國光、褚麗絹 (2006)，知識分享影響因素評估模式建構之研究，國立空中大學管理與資訊學系理與資訊學報，第11期，195-224頁。
吳美凰 (2003)，回任協助方案對回任人員離職傾向影響之研究，靜宜大學企業管理研究所碩士論文。
吳堅傑 (2006)，海外派遣之回任管理、回任適應與工作態度之相關性研究，中原大學企業管理研究所碩士論文。
高振源 (2009)，工作滿意、知識分享與工作績效之關聯性研究—以3M台灣子公司為例，佛光大學管理學系碩士論文。
常書婉 (2002)，我國企業派外人員回任適應之影響因素與工作表現之探討，國
立台灣海洋大學航運管理系碩士論文。
黃佳李、王耀德 (2007)，回任機制、組織信任與工作滿意對外派回任人員知識
分享之影響，國立交通大學管理學院碩士在職專班管理科學組碩士論文。
黃泉源 (2009)，外派人員之跨文化職能與創業精神的整合性架構之研究，國立
中山大學人力資源管理研究所博士論文。
莊文隆 (2010)，師徒關係與外派/回任調適：師徒類型與外派/回任人員人格特質的觀點），中原大學企業管理研究所博士論文。
莊足忠 (2014)，傳統中小企業競爭優勢之研究-以KS公司為例，國立高雄應用
科技大學工業工程與管理系碩士論文。
張媁雯、洪小惠 (2011)，國際人才與跨文化訓練，T&D飛訊第126期。
董玉娟 (2000)，工作-家庭衝突、組織社會化隊離開現職傾向影響之研究：以台商派駐大陸已婚員工為例，國立中山大學企業管理研究所博士論文。
楊豐華、陳建隆、吳能惠、楊雅棠 (2009)，知覺組織支持、組織忠誠與工作倦怠關係之研究—以國內銀行業為例，商學學報，第17期，247-270頁。
趙必孝 (1998)，我國企業駐外回任人員的人力資源管理與組織投入因果關係之研究，管理學報，第15卷，第3期，473-505頁。
趙聚文 (2007)，回任措施對員工外派回任後組織承諾的影響-－以人格特質為干擾變數，大同大學事業經營研究所碩士論文。
熊東亮 (2001)，多國籍企業正式化控制與外派人員工作疏離感關係之研究，中國文化大學國際企業管理研究所博士論文。
葉松輝、王湧泉、黃佳純 (2011)，人資從業人員角色知覺、知覺組織支持、專業承諾與職涯滿足關係之研究，2010金融海嘯下-人力資源管理之挑戰研討會。
劉汨媛 (2011)，製造業海外回任員工回任適應與知識分享意願研究─以人格特質干擾變數，雲林科技大學國際企業管理研究所碩士論文。
劉常勇 (2000)，劉常勇管理學習知識庫，http://www.cme.org.tw/know。
盧亭均 (2006)，回任人員知識分享機制之研究，靜宜大學企業管理研究所碩士論文。
鍾憶慈、余明助、何正得 (2010)，外派幹部之海外適應與留任意願關係研究－以越南台商為例，工程科技與教育學刊，第7卷，第1期，1-15頁。
羅潔伶、藍春琪、蔡智勇、林美惠 (2011)，外派人員回任與職涯發展：一個門鎖製造商的各安研究，中州管理與人文科學叢刊。
顧鳳姿 (1992)，資訊業駐外經理海外適應之研究，國立政治大學企業管理研究
所博士論文。
韓志翔、江旭新、楊敦程(2009)，高承諾人力資源管理、知覺組織支持、信任與
知識分享之關係探討：跨層次的分析，管理評論，第28卷，第1期，25-44
頁。
貳、英文部份
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