:::

詳目顯示

回上一頁
題名:工作資源對離職傾向、員工主動行為與工作動機與之影響:以國軍政策制訂單位志願役軍官人員為例
作者:張志煒
作者(外文):CHANG, CHIH-WEI
校院名稱:國立臺北大學
系所名稱:企業管理學系
指導教授:陳宥杉
學位類別:博士
出版日期:2017
主題關鍵詞:工作資源工作動機離職傾向主動行為志願役軍官Job ResourceJob MotivationTurnover IntentionProactive BehaviorVolunteer Military Officer
原始連結:連回原系統網址new window
相關次數:
  • 被引用次數被引用次數:期刊(0) 博士論文(0) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:0
  • 共同引用共同引用:0
  • 點閱點閱:197
近年來,國家兵役制度變革及兵力結構調整,造成工作壓力、工作倦怠及離職意圖,原因為何值得研究。Demerouti, Bakker et al. (2001)建構一個工作要求-資源模式(JD-R Model),認為「造成個人心理壓力與工作倦怠主要的原因,是工作要求與工作資源之間的不平衡。工作要求會提高員工生理上或者心理上的壓力,及產生工作倦怠。工作資源則會降低工作壓力及工作倦怠。本研究以工作要求-資源模式為基礎,以國軍政策制訂單位志願役軍官人員為研究對象,探討工作資源對離職傾向、主動行為及工作動機之影響。
本研究目的:工作資源對離職傾向之影響;工作資源對工作動機之影響;工作資源對員工主動行為之影響;工作動機對離職傾向之影響;工作動機對員工主動行為之影響;工作動機對工作資源與離職傾向及員工主動行為間之中介效果。
本研究結果顯示:
(一)工作資源正向影響工作動機。
(二)工作資源負向影響離職傾向。
(三)工作資源正向影響員工主動行為。
(四)工作動機負向影響離職傾向。
(五)工作動機正向影響員工主動行為。
(六)工作動機對工作資源與離職傾向具有部分中介效果。
(七)工作動機對工作資源與員工主動行為間具有部分中介效果。
In recent years, the national military service system reform and the strength of the structural adjustment, resulting in work pressure, job burnout and turnover intention, it is worthy of study. Demerouti, Bakker et al. (2001) constructs a job demand-resource model (JD-R Model) that "the main reason for personal stress and job burnout is the imbalance between job requirements and job resources. Job requirements will increase the employees's physical and psychological pressure, and produce job burnout. Job resources will reduce work stress and job burnout.This study base on JD-R modeling, to explore the impact of job resource on turnover intention, proactive behavior and job motivation: focus on volunteer officers in military policy making unit.
The purpose of this study: the impact of the job resource on the turnover intention; the impact of the job resource on job motivation; the impact of job resource on employee's proactive behavior; the impact of job motivation on turnover intention; the impact of job motivation on proactive behavior; the relationship between job resource, turnover intention and proactive behavior mediated by job motivation.
After the empirical research, the major findings as follows:
1.Job resource positively impacts on job motivation of volunteer officers.
2.Job resource negatively affects on turnover intention of volunteer officers.
3.Job resource positively impacts on proactive behavior of volunteer officers.
4.Job motivation negatively affects on turnover intention of volunteer officers.
5.Job motivation positively impacts on proactive behavior of volunteer officers.
6.The relationship between job resource and turnover intention is partially mediated by job motivation.
7.The relationship between job resource and proactive behavior is partially mediated by job motivation.
一、中文參考文獻:
朱永新(1992)。論中國人的戀權情結。臺北:桂冠。new window
朱瑞玲(1989)。面子與成就-社會取向動機之探討。中華心理學刋,31(2),70-90。new window
李愛梅,王笑天,熊冠星,李斌與,凌文輇(2015)。工作影響員工幸福體驗的「雙路徑模型」探討-基於工作要求-資源模型的視角。心理學報,47(5),624-636。
邱皓政(2011)。量化研究與統計分析。臺北:五南圖書出版公司。
邱皓政、林碧芳(2014)。統計學原理與應用。臺北:五南圖書出版公司。
余安邦(1993)。社會取向成就動機與個我取向成就動機不同嗎?從動機應用心理研究與行為的關係加以探討。中央研究院民族學研究所集刊,76,197-224。
余安邦、楊國樞(1989)。社會取向成就動機與個我取向成就動機: 概念分析與實徵研究。中央研究院民族學研究所集刊,64, 51-98。
林惠彥、陸洛、吳珮瑀、吳婉瑜(2012)。快樂的員工更有生產力嗎?組織支持與工作態度之雙重影響。中華心理學刊,54(4),451-469。new window
吳明隆(2009)。結構方程模式方法與實務應用。高雄市:麗文。
俞文釧(1993)。管理心理學。臺北:五南圖書出版公司。
洪啟方(2003)。工作滿足與員工離職傾向關係之研究─以旅館業為例(未出版碩士論文)。國立師範大學工業科技教育學系,臺北。
徐瑋伶(2003)。工作動機研究之回顧與前瞻。應用心理研究,19,89-113。new window
孫德修,趙正敏,廖木燦(2008)。工作要求-資源模型與工作倦怠關係之研究-以某半導體封裝測試公司員工為例。朝陽學報,13,1-29。new window
連淑君,余德成(2004)。薪資制度、責任感與工作績效之研究。人力資源管理學報,4(2),47-59。
黃光國(1999)。華人的企業文化與生產力。應用心理研究,1,163-185。new window
黃良志,黃家齊,溫金豐,廖文志,韓志翔(2013)。人力資源管理理論與實務。臺北市:華泰書局。new window
黃英忠(1993)。現代人力資源管理。臺北:華泰書局。
游旻羲(2003)。國際觀光旅館內部行銷作為與員工工作滿足及離職傾向之研究─以台北市為例(未出版碩士論文)。銘傳大學觀光研究所,臺北。
張珈進、費吳琛、林方珍(2016)。創造創造職場幸福感,成功邁向全募兵制:工作資源與工作負荷的雙重影響。2016年第24屆國防管理學術暨務研討會,1-20。
張齡之(2010)。組織內不同支持來源與員工情緒耗竭關係之研究(未出版碩士論文)。國立政治大學企業管理研究所,臺北市。
張秋蘭,林淑真(2007)。大企業之福利實施與員工福利需求差異探討。人力資源管理學報,7(1),19-40。new window
張火燦、劉嘉雯、許宏明、繆敏志、童志隆(2011)。主管心情感染與員工創新行為的關係:敬業貢獻度與工作倦怠的中介角色。人力資源管理學報,11(2),1-24。new window
張緯良、羅新興、梁成明(1998)。國軍志願役軍官退伍原因之研究。第六屆國防管理學術暨實務研究會,臺北:國防管理學院主辦。
陳琮文(2008)。工作要求-資源模式與專業承諾之研究--以台灣地區教學醫院護理人員為例(未出版碩士論文)。朝陽科技大學工業工程與管理系,台中市。
陳舜文(2005)。華人的社會目標與成就動機: 以台灣大學生為例(未出版博士論文)。臺灣大學心理學研究所,臺北市。new window
陳順宇(2007)。結構方程模式。臺北市:心理。
莊文玟(2005)。內部行銷、工作滿足及離職傾向關係之研究-以國際觀光旅館餐飲部門為例(未出版碩士論文)。朝陽科技大學休閒事業管理研究所,臺中市。
曾倩玉(1995)。國際觀光旅館員工工作滿足、工作績效與離職傾向關係之研究(未出版博士論文)。銘傳大學管理科學研究所,臺北市。
楊國樞、余安邦(1992)。中國人的心理與行為。臺北市:桂冠。new window
楊國樞(2002)。華人心理的本土化研究。臺北市:桂冠。new window
楊國樞(2004)。華人自我的理論分析與實徵研究。本土心理學研究,22,11-80。new window
榮泰生(2007)。Amos與研究方法。臺北市:五南圖書出版公司。
廖玲燕(2000)。台灣本土社會讚許量表之編製及心理歷程分析(未出版博士論文)。台灣大學心理學研究所,臺北市。
劉仲矩、周玉涵(2016)。公部門人員情緒勒索認知, 工作壓力與離職傾向關聯之研究。人力資源管理學報,16(1),43-68。new window
劉念琪、王志袁、劉雯中(2010)。工作與家庭措施之使用度, 知覺組織支持與員工工作態度關聯性之探討。組織與管理,3(1),41-66。new window
劉麗蘭(1994)。員工分紅入股滿意度、組織投注與離職意向關係之研究(未出版博士論文)。中正大學碩士論文,嘉義。
樊景立(1978)。紡織廠女性員工離職行為之研究(未出版碩士論文)。國立政治大學企業管理研究所,臺北市。
歐陽玲(1994)。工作生活品質與臨床護理人員離職意願之探討-以台南地區綜合醫院為例(未出版碩士論文),東海大學企業管理研究所,臺中市。
賴彥如,黃同圳(2007)。人力資源措施對情感性承諾之影響-轉換型領導知覺之調節效果探討。人力資源管理學報,7(2),93-111。new window
謝玉琴、蔡孟娟、鍾育明(2015)。護理人員職涯停滯, 工作壓力, 工作資源缺乏與工作倦怠關係之研究。績效與策略研究,12(2),97-116。new window
羅新興、周慧珍(2006)。組織成員知覺主管支持對其離職傾向之影響-探討工作負荷與成就動機之干擾作用。人力資源管理學報,6(4),67-80。new window
二、英文參考文獻:
Abbott, G. N., White, F. A., and Charles, M. A. (2005). Linking values and organizational commitment: A correlational and experimental investigation in two organizations. Journal of Occupational and Organizational Psychology, 4, 531-551.
Alfes, K., Shantz, A. D., Truss, C. and Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behavior: A moderated mediation model. International Journal of Human Resource Management, 24(2), 330-351.
Amabile, T. M., Hill, K. G., Hennessey, B. A., and Tighe, E. M. (1994). The work preference inventory: Assessing intrinsic and extrinsic motivational orientations, Journal of Personality and Social Psychology, 66(5), 950-967.
Amabile, T. M. (1988). A Model of Creativity and Innovation in Organizations. Research in Organizational Behavior, 10(1), 123-167.
Anderson, J. C., and Gerbing, D. W. (1988). Structural equation modeling in practice: a review and recommended two-step approach. Psychological Bulletin, 103(3), 411–423.
Antonovski, A. (1987). How people manage stress and stay well. Unraveling the mystery of health. San Francisco: Jossey-Bass.
Bagozzi, R. P., and Yi, Y. (1988). On the evaluation of structural equation models. Journal of the academy of marketing science, 16(1), 74-94.
Bakker, A. B., Demerouti, E., and Euwema, M. C. (2005). Job Resources Buffer the Impact of Job Demands on Burnout. Journal of Occupational Health Psychology, 10(2), 170-180.
Bakker, A. B. and Demerouti, E., (2007). The job demands-resources model: State of the art.Journal of Managerial Psychology, 22(3), 309-328.
Bakker, A. B., Hakanen, J. J., Demerouti, E. and Xanthopoulou, E., (2007). Job resources boost work engagement, particularly when job demands are high. Journal of Educational Psychology, 99(2), 274-284.
Bakker, A. B., Van Emmerik, H., and Van Riet, P. (2008). How job demands, resources, and burnout predict objective performance: A constructive replication. Anxiety, Stress, and Coping, 21(3), 309-324.
Bateman, T. S., and Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of organizational behavior, 14(2), 103-118.
Batt, R. (2002). Managing customer services: Human resource practices, quit rates and sales growth, Academy of Management Journal, 45(3), 587-597.
Boles, F., Madupalli, R. Rutherford, B., and Wood, F. A. (2007). The Relationship of Facets of Salesperson Job Satisfaction with Affective Organizational Commitment. Journal of Business & Industrial Marketing, 22(5), 311-321.
Bonache, J., Brewster, C., and Suutari, V. (2001). Expatriation: A developing research agenda. Thunderbird Intertional Business Review, 43(1), 3-20.
Brauchli, R., Schaufeli, W. B., Jenny, G. J., Füllemann, D., and Bauer, G. F. (2013). Disentangling stability and change in job resources, job demands, and employee well-being—A three-wave study on the Job-Demands Resources model. Journal of Vocational Behavior, 83(2), 117-129.
Chiang, H. H., Han, T. S. and Chuang, J. S., (2011). The relationship between high-commitment HRM and knowledge-sharing behavior and its mediators. International Journal of Manpower, 32(5-6), 604-622.
Conger, J. A., and Kanungo, R. N. (1988). The empowerment process: Integrating theory and practice. Academy of Management Review, 13(3), 471-482.
Crant, J. M. (2000). Proactive behavior in organizations. Journal of management, 26(3), 435-462.
Crowne, D. P., and Marlowe, D. A. (1960). A new scale of social desirability independent of psychopathology. Journal of Consulting Psychology, 24, 349-354.
Deci, E. L., and Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. New York: Plenum.
Demerouti, E., Bakker, A. B., Nachreiner, F., and Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied psychology, 86(3), 499.
Dutton, J., and Ashford, S. (1993). Selling issues to top management. Academy of management review, 18(3), 397-428.
Edwards, A. L. (1957). The social desirability variable in personality assessment and research. New York:Holt, Rinehart & Winston.
Egan, T., Yang, B., and Bartlett, K. (2004). The effects of organizational learning culture and job satisfaction on motivation to transfer learning and turnover intention. Human Resource Development Quarterly, 15(3), 279-301.
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D. and Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1),42-51.
Eisenberg, R., Fasolo, P., and Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75(1), 51-59.
Elizabeth, W. M. (2002). Newcomers' Relationships: The Role of Social Network Ties during Socialization. The Academy of Management Journal. 45(6), 1149-1160.
Emery, F. E. and Trist, E. (1965). The Casual Texture of Organizational Environments. Human Relations, 18(1), 21-31.
Ferguson, G. H., and Ferguson, W. F. (1986). Distinguishing Voluntary from Involuntary Nurse Turnover. Nursing Management, 17(12), 43-44.
Fishbein, M. and Ajzen, I. (1975). Belief, attitude, intention and behavior : An introduction to theory and research. Reading, Mass. London: Addison-Wesley.
Fornell, C., and Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 39-50.
Frese, M., & Fay, D. (2001). Personal initiative(PI): An active performance concept for work in the 21st century. Research in Organizational Behavior, 23, 133-187.
Frese, M., Kring, W., Soose, A., & Zempel, J. (1996). Personal initiative at work: Differences between East and West Germany. Academy of Management Journal, 39(1), 37-63.
Frieze, I. H., & Boneva, B. S. (2001). Power motivation and motivation to help others. In A. Y. Lee-Chai & J. A. Bargh (Eds.). Philadelphia, PA: Psychology Press.
Ghiselli, R., La Lopa, J., and Bai, B. (2001). Job satisfaction, life satisfaction, and turnover intent among food-service managers. The Cornell Hotel and Restaurant Administration Quarterly, 42(2), 28-37.
Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Research in Organizational Behavior, 28, 3–34.
Grant, A. M., Parker, S., & Collins, C. (2009). Getting credit for proactive behavior: Supervisor reactions depend on what you value and how you feel. Personnel Psychology, 62(1), 31-55.
Griffin, M. A., Neal, A., and Parker, S. K. (2007). A new model of work role performance: Positive behavior in uncertain and interdependent contexts. Academy of management journal, 50(2), 327-347.
Griffin, M. A., Parker, S. K., and Mason, C. M. (2010). Leader vision and the development of adaptive and proactive performance: a longitudinal study. Journal of Applied Psychology, 95(1), 174.
Hackman, J. R., and Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational behavior and human performance, 16(2), 250-279.
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., and Tatham, R. L. (2006). Multivariate data analysis 6th Edition. Pearson Prentice Hall. New Jersey. humans: Critique and reformulation. Journal of Abnormal Psychology, 87, 49-74.
Hancock, J. I., Allen, D. G., Bosco, F. A., McDaniel, K., & Pierce, C. A. (2013). Meta-analytic review of employee turnover as a predictor of firm performance. Journal of Management, 39, 573-603.
Hart, P. M., Wearing, A. J., Conn, M., Carter, N.L., & Dingle, R. K. (2000). Development of the school organisational health questionnaire: a measure for assessing teacher morale and school organisational climate. British Journal of Educational Psychology, 70(2), 211-228.
Harter, J. K., Schmidt, F. L. & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268-279.
Hausknecht J. P., Trevor C. O. (2011). Collective turnover at the group, unit and organizational levels: Evidence, issues, and implications. Journal of Management, 37, 352-388.
Herbert, T. T. (1976). Dimensions of organizational behavior. New York: Collier Macmillan.
Herzberg, F. (1966). Work and the nature of man. Cleveland and New York: The Word Publishing Company.
Hill, C. A. (1987). Affiliation motivation: people who need people… but in different ways. Journal of personality and social psychology, 52(5), 1008.
Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513-524.
Hobfoll, S. E., and Freedy, J. (1993). Conservation of resources: A general stress theory applied to burnout.
Hobfoll, S. E., & Shirom, A. (2001). Conservation of Resources Theory. In R. Golembiewski (Ed.) . Handbook of Organizational Behavior. New York, NY: Dekker, 57-80.
Hofstede, G. (1980). Motivation, leadership, and organization: do American theories apply abroad? Organizational dynamics, 9(1), 42-63.
Holland, B. K. (1989). Motivation and job satisfaction. Journal of Property Management, 54, 32-36.
Hom, P., & Griffeth, R. W. (1995). Employee turnover. Cincinnati, OH: South-Western.
House, J. S. (1981). Work stress and social support. MA: Addison-Wesley.
Hutchison, S., and Garstka, M. L. (1996). Sources of perceived organizational support: goal setting and feedback1. Journal of Applied Social Psychology, 26(15), 1351-1366.
Ivancevich, J. M., & Motteson, M. T. (1977). Organizational behavior and performance. Santa Monica, CA: Goodyear.
Johnson, J. (1989). Control, collectivity and the psychosocial work environment. Job control and worker health, 55-74.
Johnson, J. V., and Hall, E. M. (1988). Job strain, work place social support, and cardiovascular disease: a cross-sectional study of a random sample of the Swedish working population. American journal of public health, 78(10), 1336-1342.
Karasek Jr, R. A. (1979). Job demands, job decision latitude, and mental strain: Implications for job redesign. Administrative science quarterly, 285-308.
Karasek, R., and Theorell, T. (1992). Healthy work: stress, productivity, and the reconstruction of working life: Basic books.
Karatepe, O. M. (2012). Job Resources, Work engagement, and hotel employee outcomes a time lagged analysis. Ekonomska Istrazivanja, 25(3), 1127-1140.
Kim, T. Y., Hon, A.H.Y., & Crant, J. M. (2009). Proactive personality, employee creativity and newcomer outcomes: A Longitudinal Study. Journal of Business and Psychology, 24, 93-103.
Kirschenbaum, A., and Weisberg, J. (2002). Employee’s turnover intentions and job destination choices. Journal of Organizational Behavior, 23, 109-125.
Kivimäki, M., & Elovainio, M. (1999). A short version of the team climate inventory: Development and psychometric properties. Journal of Occupational and Organizational Psychology, 72, 241-246.
Koestner, R., and McClelland, D. C. (1992). The affiliation motive.
Lee, A., and Walters, L. (2002). The effects of a professional values gap on job satisfaction, organisational commitment and intention to turnover in big five accounting firms. Annual Congress, 25, 16-26.
Lee, K. E. and Shin, K. H., (2005). Job burnout, engagement and turnover intention of dietitians and chefs at a contract foodservice management company. Journal of Community Nutrition, 7(2), 100-106.
Lee, R. T., and Ashforth, B. E. (1996). A meta-analytic examination of the correlates of the three dimensions of job burnout: American Psychological Association.
LePine, J. A., & Van Dyne, L. (2001). Voice and cooperative behavior as contrasting forms of contextual performance: Evidence of differential relationships with big five personality characteristics and cognitive ability. Journal of Applied Psychology, 86(2), 326-336.
Llorens S., Bakker, A. B., Schaufeli, W. B., & Salanova, M. (2006). Testing the Robustness of the Job Demands–Resources Model. International Journal of Stress Management, 14(2), 224-225.
Lu, H., While, A. E., & Louise, B. K. (2005). Job satisfaction among nurses: A literature review. International Journal of Nursing Studies, 42(2), 211-227.
Maehr, M. L. (1974). Culture and achievement motivation. American Psychologist, 29(12), 887.
Marcela, Q., Anja, V. B. & Hans, D. W. (2013). Do job resources affect work engagement via psychological empowerment? Amediation analysis. Journal of Work and Organizational Psychology, 29(3), 127-134.
Mauno, S., Kinnunen, U. & Ruokolainen, M. (2007). Job demands and resources as antecedents of work engagement: A longitudinal study. Journal of Vocational Behavior, 70(1), 149-171.
McAdams, D. P., & Constantian, C. A. (1983). Intimacy and affiliation motives in daily living: An experience sampling analysis. Journal of Personality & Social Psychology, 45(4), 851-861.
McClelland, D. C. (1985). How motives, skills, and values determines what people do. American Psychologist, 40(7), 812-815.
McClelland, D. C. (1987). Human motivation: New York, NY:CUP Archive.
Mobley, W. H. (1977). Intermediate linkages in the telationship between job datisfaction and rmployee turnover. Journal of Psychology, 62(2), 237-240.
Mobley, W. H., Honer, S. O & Hollingsworth, A. T. (1978). An Evaluation of Precursors of Hospital Employee Turnover. Journal of Applied Pysgchology, 63(4), 408-414.
Mobley, W. H.; Griffeth, R. W.; Hand, H. H.; Meglino, B. M. (1979). Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 86(3), 493-522.
Mobley, W. H.; Honer, S. O., & Hollingworth, A. T. (1982). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63(3), 408-414.
Morrison, E., & Phelps, C. (1999). Taking charge at work: Extrarole efforts to initiate workplace change. Academy of Management Journal, 42(4), 403-419.
Morrison, E (2011). Employee Voice Behavior:Integration and Directions for Future Research. The Academy of Management Annals, 5(1), 373-412.
Murray, H. (1938). Explornations in personality. New York, NY: Oxford University.
Mueller, R. O., & Hancock, G. R. (2010). Structural equation modeling. In G. R. Hancock & R. O. Mueller (Eds.), The reviewer’s guide to quantitative methods in the social sciences.371-383.
Ozbag, G. K., Ceyhun, G. C. & Cekmecelioglu, H. G. (2014). The Moderating Effects of Motivating Job Characteristics on the Relationship between Burnout and Turnover Intention. Social and Behavioral Sciences, 150, 438-446.
Parker, S. K., Bindl, U. K., and Strauss, K. (2010). Making things happen: A model of proactive motivation. Journal of management, 36, 827-856.
Parker, S. K. & Collins, C. G. (2010). Taking stock: Integrating and differentiating multiple proactive behaviors. Journal of Management, 36(3), 633-662.
Parker, S. K., Wall, T., & Jackson, P. (1997). That's Not My Job: Developing Flexible Employee Work Orientations. Academy of Management Journal, 40(4), 899-929.
Parker, S. K., Williams, H. M., & Turner, N. (2006). Modeling the antecedents of proactive behavior at work. Journal of applied psychology, 91(3), 636-652.
Patchen, M. Pelz, D. & Allen, C. (1965). Some questionnaire measures of employee motivation and morale, Institute for Social Research, University of Michigan, Ann Arbor, Michigan.
Paulhus, D. L. (1984). Two-Component models of socially desirable responding. Journal of Personality & Social Psychology, 46(3), 598-609.
Pettigrew, A. M. (1972). Information control as a power resource. Sociology, 6(2), 187-204.
Pfeffer, J. (1981). Power in organizations. Marshfield, MA: Pitman.
Pfeffer, J. (1992). Managing with power: Politics and influence in organizations. Boston, Mass.: Harvard Business School Press.
Phillips, J. D. (1990). The price tag on turnover. Personnel Journal, 69(12), 58-61.
Pinder, C. C. (1984). Work motivation: Theory, issues, and applications. Glenview, IL: Scott, Foresman and Company.
Poter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603-609.
Porter, L. W., & Lawler, E. E., (1968). Managerial attitudes and performance. Homewood, IL: Irwin.
Rank, J., Carsten, J. M., Unger, J. M., & Spector, P. E. (2007). Proactive customer service performance: Relationships with individual, task, and leadership variables. Human Performance, 20(4), 363-390.
Richter, P., and Hacker, W. (1998). Stress, fatigue, and burnout in working life. Workload and strain. Heidelberg, Germany: Asagner.
Robbins, S. P. (1998). Organizational behavior, concept controversies and application (8th ed.). Upper Saddle River, NJ: Prentice-Hall Inc.
Schaufeli, W. B., and Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi‐sample study. Journal of organizational Behavior, 25(3), 293-315.
Schaufeli, W. B. and Taris, T. W. (2014). A critical review of the Job emands-Resources Model: Implications for improving work and health. Bridging occupational, organizational and public health, Springer, 43-68.
Schmidt, L. C. & Frieze, I. H. (1997). A mediational model of power, affiliation and achievement motives and product involvement. Journal of Business and Psychology, 11(4), 425-446.
Schultheiss, O. C. & Brunstein, J. C. (2002). Inhibited power motivation and persuasive communication: A lens model analysis. Journal of Personality, 70(4), 553-582.
Schumacker, R. E. & Lomax, R. G. (2010). A beginner’s guide to structural equation modeling (3rd ed.). New York: Routledge.
Scott, W. G. & Mitchell, T. R. (1976). Organization theory: A structural and behavior analysis. New York: Irwin.
Sersic, D. M. (1999). An empirical test of Meyer and Allen's three-component model of organizational commitment in a Croatian context. Review of Psychology, 6(1-2), 17-24.new window
Settoon, R. P., Bennett, N., and Liden, R. C. (1996). Social exchange in organizations: Perceived organizational support, leader–member exchange, and employee reciprocity. Journal of applied psychology, 81(3), 219.
Shore, L. M., and Tetrick, L. E. (1991). A construct validity study of the Survey of Perceived Organizational Support. Journal of applied psychology, 76(5), 637-643.
Shore, L. M., and Wayne, S. J. (1993). Commitment and employee behavior: Comparison of affective commitment and continuance commitment with perceived organizational support. Journal of applied psychology, 78(5), 774-780.
Shore, L. M., and Martin, H. J. (1989). Job satisfaction and organizational commitment in relation to work performance and turnover intentions. Human Relations, 42(7), 625-638.
Silvester, J., Patterson, F., & Ferguson, E. (2003). Comparing two attributional models of job performance in retail sales: A field study. Journal of Occupational and Organizational Psychology, 76(1), 115-132.
Sobel, M. E. (1982). Asymptotic confidence intervals for indirect effects in structural equation models. Sociological methodology, 13, 290-312.
Thompson, J. A. (2005). Proactive personality and job performance: A social capital perspective. Journal of Applied Psychology, 90(5), 1011-1017.
Van der Doef, M., and Maes, S. (1999). The job demand-control (-support) model and psychological well-being: a review of 20 years of empirical research. Work and stress, 13(2), 87-114.
Van den Berg, P. T. & Feij, J. A. (2003). Complex relationships among personality traits, job characteristics, and work behaviors. International Journal of Selection and Assessment, 11(4), 326-339.
Van Dyne, L., & LePine, J. A. (1998). Helping and voice extra-role behaviors: Evidence of construct and predictive validity. Academy of Management Journal, 41(1), 108-119.
Veroff, J., & Veroff, J. B. (1980). Social incentives: A life span developmental approach. New York, NY: Academic Press.
Wanous, J. P. (1979). Job Survival of New Employee. Personnel Psychology, 32(4), 651-662.
Wayne, S. J., Shore, L. M., and Liden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management journal, 40(1), 82-111.
Webber, R. A. (1975). Management: Basic elements of managing rganization. Homewood, IL: Richard D Irwin.
Weiner, B. & Kukla, A. (1970). An attributional analysis of achievement motivation. Journal of Personality and Social Psychology, 15(1), 1-20.
Weng, Q. X. & Hu, B. (2009). The structure of career growth and its impact on employees’ turnover intention. Industrial Engineering and Management, 14(1), 14-21.
West, M. A. (1990). The social psychology of innovation in groups. In M. S. West & J. L. Farr (Eds), Innovation and creativity at work: Psychological and organizational strategies, 309-333.
Whitener, E. M. (2001). Do “high commitment” human resource practices affect employee commitment? A cross-level analysis using hierarchical linear modeling. Journal of management, 27(5), 515-535.
Wiesenfeld, B. M., Raghuram, S., & Garud, R. (2001). Organizational identification among virtual workers: The role of need for affiliation and perceived work-based social support. Journal of Management, 27(2), 213-229.
Winter, D. G. (1988). The power motive in women and men. Journal of Personality and Social Psychology, 54(3), 510-519.
Xanthopoulou, D., Bakker, A. B., Demerouti, E. and Schaufeli, W. B. (2007). The role of personal resources in the job demands-resources model. International Journal of Stress Management, 14(2), 121–141.
Zhang, Z. and Jia, M. (2010). Using social exchange theory to predict the effects of high-performance human resource practices on corporate entrepreneurship: Evidence from China. Human Resource Management, 49(4), 743-765.
 
 
 
 
第一頁 上一頁 下一頁 最後一頁 top
:::
無相關著作
 
QR Code
QRCODE