:::

詳目顯示

回上一頁
題名:組織認同對組織績效與成員行為跨層次分析
作者:張臺衞
校院名稱:國立臺北大學
系所名稱:企業管理學系
指導教授:陳宥杉教授, 林俊佑助理教授
學位類別:博士
出版日期:2017
主題關鍵詞:組織認同組織心理所有權工作價值Organizational IdentificationOrganizational Psychological OwnershipWork Value
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:58
本研究主要是應用心理所有權的觀點,探討陸軍志願役士官兵以組織心理所有權進行做為連結相關變項舖成之依據,目的在探討我國陸軍志願役士官兵在組織認同、組織績效及成員行為之關係,透過跨層次的分析來研究組織認同與組織心理所有權之間的影響機制,並以組織心理所有權作為中介,充實心理所有權僅探討個體層次的研究缺口,並擴展心理所有權研究模型。
在本研究中問卷,採用團隊版本及個體版本等兩個版本的問卷。正式問卷發放團隊版160份、個體版630份,團隊版有效回收152份,有效回收率95%,個體版有效回收570份,有效回收率90%。問卷調查結果使用PLS(V.3.2.6)、SPSS(22.0)及HLM(6.02)等軟體進行數據分析與假設驗證,結果發現,基層連隊「班」之建制,班長為該班之領導者,應該具有領導部屬同心同德、團結一致、齊心一致、奮勇作戰的本質,但假設二卻不成立,表示士官的組織認同無法對個體層次組織心理所有權產生效果。然而,進一步驗證個體層次聚合成團隊層次的組織認同對於組織心理所有權關係,獲得顯著效果。據此,代表班長的組織認同與所屬士官兵的組織認同不一致,具有顯著的差異,因此現今改善班長與所屬官兵組織認同的差異,將是一個重要的工作,其本研究假設結果:
1.組織認同會正向影響組織績效。
2.組織認同正向影響組織心理所有權未顯著。
3.工作價值會正向影響組織心理所有權。
4.組織心理所有權會正向影響工作敬業。
5.組織心理所有權會正向影響建言行為。
6.組織心理所有權會正向影響職場幸福。
7.組織心理所有權在工作價值對工作敬業、建言行為及職場幸福具有中介效果。
This study used the multilevel analysis to explore the three different relation-ships between group and individual levels. First, the organizational identification affected organizational performance at group level; second, organizational identi-fication at group level affected the organizational psychological ownership at indi-vidual level; third, organizational psychological ownership mediated the relation-ship between work value and individual outcomes (i.e., work engagement, voice behavior, and workplace well-being).
Based on the perspective of psychological ownership theory, this study draws on voluntary sergeant and soldier with organizational psychological ownership state as a linking mechanism to connect the relationship among all related varia-bles in the army in Taiwan.
The purpose of this study is to investigate organizational identification, or-ganizational performance and employee behavior of voluntary sergeant and soldier of Taiwanese Army. More specifically, this study is to explore the influenced mechanism between organizational identification and organizational psychological ownership through cross-level analyses, and organizational psychological owner-ship was chosen as the mediator.
In this study, two versions of questionnaires were used: group version and in-dividual version. 160 formal group questionnaires were distributed. Among the re-turned questionnaires, 152 were useful, and the useful response rate was 95%. 630 formal individual questionnaires were distributed. Among the returned question-naires, 570 were useful, and the useful response rate was 90%. Data collected from multiple resources involving 152 volunteer sergeants and 570 volunteer soldiers. After using Partial Least Squares (PLS, V.3.2.6), SPSS (22) and Hierarchical Linear Models (HLM, 6.02) for data analyses, the results indicated that:
1. Organizational identification has a positive effect on organizational perfor-mance.
2. Organizational identification has no significant influence organizational psy-chological ownership.
3. Work value has a positive effect on organizational psychological ownership.
4. Organizational psychological ownership has a positive effect on work engage-ment.
5. Organizational psychological ownership has a positive effect on voice behavior.
6. Organizational psychological ownership has a positive effect on workplace well-being.
7. Organizational psychological ownership mediates the relationship between work value and individual outcomes (i.e., work engagement, voice behavior, and workplace well-being)
一、中文參考文獻
于第、陳昭珍(2012)。大學校院圖書館組織學習文化與組織績效關係之研究。教育資料與圖書館學,50(2),173-200。new window
牛仁傑(2004)。軍事組織不同屬性成員工作生活品質知覺、組織承諾與組織績效之關聯性探討-以某軍事基地為例(未出版碩士論文)。國立東華大學企業管理學系,花蓮縣。
王上宜(2004)。市場導向對組織績效影響之研究-以戶政機關為例(未出版碩士論文)。私立崑山科技大學企業管理研究所,台南市。
王偉倫(2015)。國軍形象、行銷策略與工作價值觀對組織吸引力的影響性研究-以國軍人才招募對象為例(未出版碩士論文)。私立南臺科技大學高階主管企管碩士班,台南市。
王綉燕(2012)。社會化、個人-組織契合度、轉換型領導與組織認同之關係研究-以G公司為例(未出版碩士論文)。國立高雄大學高階經營管理碩士(EMBA)在職專班,高雄市。
王豫萱、胡昌亞(2013)。再探組織認同之本質: 2002-2012之研究回顧與前瞻。人力資源管理學報,13(4),107-137。new window
立法院公報「民國107年國防部停止徵集義務役役男及實質達成募兵制目標之相關規劃、執行進程」並備質詢【會議紀錄】,立法院第9 屆第2 會期外交及國防委員會第19 次委員會(2016年12 月22 日)。
朱淑真、呂椬圳(2016)。台灣設計業者之逆境商數、工作壓力、工作價值觀與離職傾向之相關研究。創新研發學刊,12(1),1-18。new window
江旭新、張愛華、韓志翔 (2015)。品牌心理擁有感之量表發展。行銷科學學報,11(2),115-147。
江依韓(2016)。壽險業務員自我效能對離職傾向之影響-以組織認同作為中介變項(未出版碩士論文)。私立朝陽科技大學保險金融管理系, 台中市。
行政院103年12月27日院臺法字第1030073343號核定修正,中華民國人口政策綱領。
余明助、陳婉青、洪啟強(2014)。正向心理資本、工作敬業心、服務氣候與服務導向組織公民行為之研究-以電信產業門市人員為例。服務業管理評論,11,25-42。new window
余舜基(2015)。過度工作、組織溝通、組織信任對工作績效影響之研究-以臺灣半導體產業為例。興國學報,16,37-56。new window
吳文昌(2006)。公部門員工中對組織公平、組織公民行為與組織績效間關係之研究-以南部議會為例(未出版碩士論文)。私立樹德科技大學經營管理研究所,高雄市。new window
吳彥賢(2016)。國軍人員履行社會責任對國軍形象與組織認同之探討-以AM空軍為例(未出版碩士論文)。國立高雄應用科技大學工業工程與管理系,高雄市。
吳聰賢(1983)。農村青年職業興趣、工作價值與職業選擇之關係研究。台北:行政院青輔會。
吳鐵雄、李坤崇、劉佑星、歐慧敏(1995)。工作價值觀量表之編製初步報告。測驗年刊,42,227-243。new window
呂家美、蔡玟璇、鄭宜甄、陳明雅(2016)。幸福產業:工作價值觀、心理資本影響之探討-以美容美髮業為例。美容科技學刊,13(1),1-6。
呂婉慈(2015)。主管領導行為對部分工時員工工作敬業心影響之研究- 以心理契約履行及高績效人力資源實務為中介變項(未出版碩士論文)。國立高雄應用科技大學人力資源發展系(所),高雄市。
李俊賢、黃芳銘、鍾莉容(2010)。組織支持、組織認同與服務導向組織公民行為:餐旅飯店服務人員的實證。休閒事業研究,8(2), 49-67。
李淑滿(2014)。校長僕人領導對國小教師組織公民行為之影響─以工作敬業為中介變項(未出版碩士論文)。私立南臺科技大學教育領導與評鑑研究所,台南市。
李祥銘(2009)。我國金融產業購併後組織認同與組織承諾之研究(未出版博士論文)。國立臺北大學企業管理學系,新北市。new window
李華璋(1990)。大學生工作價值觀之評量研究(未出版碩士論文)。國立彰化師範大學輔導學研究所,彰化市。
李雯智(2006)。2000年以後國內外組織認同研究評析。學校行政,45,60-72。
汪美伶、徐治齊(2006)。組織創新與組織績效-人力資源管理系統之干擾效果。人力資源管理學報,6(3),45-69。new window
沈俊煌(2015)。台灣鋼瓶製造業員工工作滿意、工作投入與工作價值觀對留職傾向影響之研究(未出版碩士論文)。私立中國科技大學企業管理系,台北市。
沈碩杉(2014)。高中職教師心理資本、工作價值觀、情緒勞務與學校生活適應之徑路模式探析(未出版博士論文)。國立高雄師範大學教育學系,高雄市。
沈碩彬(2014)。高中職教師心理資本、工作價值觀、情緒勞務與學校生活適應之路徑模式探析(未出版博士論文)。國立高雄師範大學教育學系,高雄市。new window
邢占軍(2005)。對主觀幸福感測量的反思。本土心理學研究,24,301-323。new window
周淑微(2005)。非營利組織的組織承諾、組織學習與組織績效之相關研究-以台灣地區扶輪社為例(未出版碩士論文)。國立中正大學成人及繼續教育學系,嘉義縣。
周瑋軒(2011)。工作要求-資源模式、專業承諾與工作敬業心關係之研究-以南科及高科之高科技產業人員為例(未出版碩士論文)。國立高雄應用科技大學人力資源發展系,高雄市。
林于茜(2015)。高職餐飲科專業教師工作價值觀、工作投入、工作倦怠對留職意願關聯之研究(未出版碩士論文)。私立朝陽科技大學休閒事業管理學系,台中市。
林少斌(2004)。企業特徵、創業精神、組織績效、董監事職能之研究(未出版博士論文)。私立中華大學科技管理研究所,新竹市。
林方珍(2016)。工作資源與離職意圖關聯之研究:職場幸福感的中介角色和工作要求的調節效果(未出版碩士論文)。國防大學資源管理及決策研究所,台北市。
林秀英(2015)。組織公平、組織信任與職場幸福感之關係(未出版碩士論文)。國立臺北大學企業管理學系,新北市。
林育葳(2015)。國中校長和教師交換關係與建言行為關連性之研究-以權力距離與內外團體為調節變項(未出版碩士論文)。國立中山大學教育研究所,高雄市。
林冠宏(2003)。轉換型領導、組織認同、組織溝通對領導效能影響之研究-以台南縣政府組織變革為例(未出版碩士論文)。國立中正大學企業管理研究所,嘉義縣。
林音孝(2016)。工作滿足與組織認同對職場吹哨行為之關聯性研究—以人格特質為干擾變數(未出版碩士論文)。國立宜蘭大學應用經濟與管理學系,宜蘭縣。
林家五、熊欣華、林明志(2003)。所有權知覺的前導因素與後續效益─以中興紙業民營化為例。人力資源管理學報,3(3),57-79。new window
林清河、周福星、潭伯群、施坤壽(1998)。品質管理與組織氣候及績效之關聯性分析。中山管理評論,6(4),1057-1080。new window
林雅令(2012)。派遣人員之組織認同、工作倦怠對離職傾向影響之研究(未出版碩士論文)。國立高雄應用科技大學人力資源發展系(所),高雄市。
林慧蓉(2002)。地方教育領導、組織學習與組織績效關係之探究(未出版博士論文)。國立中正大學教育學研究所,嘉義縣。new window
林曉萱(2015)。轉換型領導對員工工作滿意及工作敬業之影響-以職場幸福感為中介變數(未出版碩士論文)。國立臺北大學企業管理學系,新北市。
侯俊彥(2003)。非營利組織中領導風格、內部行銷與組織績效關聯性之研究-以台南縣社區為例(未出版碩士論文)。私立長榮大學經營管理研究所,台南市。
侯貴孾(2006)。主管轉型領導、學習型組織與組織績效之相關研究-以國立社教機構為例(未出版碩士論文)。國立中正大學成人及繼續教育學系,嘉義縣。new window
施天棟(2005)。軍訓主管領導模式與組織文化對組織績效之影響(未出版碩士論文)。私立南華大學管理科學研究所,嘉義縣。
施嘉衍(2016)。知覺組織支持與工作績效-建言行為、正向心情與角色外顧客服務行為之中介效果(未出版碩士論文)。私立大葉大學人力資源暨公共關係學系,彰化縣。
洪佳新(2002)。社會福利組織績效衡量之探討-以某基金會為例(未出版碩士論文)。國立政治大學會計研究所,台北市。
洪瑞斌(1998)。工作價值觀概念與測量工具之發展(未出版碩士論文)。輔仁大學應用心理研究所,新北市。
洪瑞斌、劉兆明(2003)。工作價值觀研究之回顧與前瞻。應用心理研究,19,211-250。new window
洪賢奇(2005)。心理所有權、知覺組織支持與組織承諾對員工行為之影響-以企業推動全員生產管理(TPM)為例(未出版碩士論文)。私立東海大學高階經營管理碩士在職專班,台中市。
洪贊凱、曾鈺雯(2012)。從印象管理觀點探討組織個體政治技巧與建言行為之關係。人力資源管理學報,12(2),1-23。new window
紀乃文、石蕙菱、郭智涵(2015)。建言或諫言?探討員工正、負向心情與建言行為的關係:轉換型與交易型領導的干擾效果。管理學報,32(1),43-68。new window
紀乃文、張火燦(2006)。人力資源主管角色、人力資源部門績效指標與組織績效關係之研究。人力資源管理學報,6(3),71-93。new window
凌雅慧(2015)。智慧資本對組織績效影響之研究:以企業社會責任為調節變數。中原企管評論,13(1),43-70。new window
唐順明、黃國賢、姜琇森、唐瑞瀅(2010)。環境不確定情況下企業資訊化策略與組織績效關係之研究。臺大管理論叢,20,245-278。new window
夏雯儀(2014)。工作生活品質、職場幸福感對服務行為之影響-以情緒智商為調節變項(未出版碩士論文)。國防大學運籌管理學系,台北市。
孫晉華(2007)。轉換型領導方式與組織績效關係之研究-以海巡署機動查緝隊為例(未出版碩士論文),國立臺東大學區域政策與發展研究所,台東縣。
徐芳怡(2016)。營造業導入職涯規劃策略對工務所員工組織認同度之影響,以保健因子-激勵方案為中介效果分析(未出版碩士論文),國立臺灣師範大學科技應用與人力資源發展學系,台北市。
徐發斌(2013)。國民小學校長邀約領導、組織認同與學校效能之關係研究(未出版博士論文),國立嘉義大學教育學系,嘉義市。new window
徐瑋伶、鄭伯壎(2002)。組織認同:理論與本質之初步探索分析。中山管理評論,10(1),45-64。new window
徐錢玉、陳柏蒼(2012)。職場靈性、心理所有權與情緒勞務之關係研究-以台北市星級旅館服務人員為例。觀光旅遊研究學刊,7(2),1-20。new window
翁招玉(2010)。成人教育志工工作價值、工作投入、工作滿足與組織承諾關係之研究(未出版之博士論文)。國立中正大學,嘉義縣。new window
高家斌(2000)。非營利組織市場導向與組織績效之研究-以企業文教基金會為例(未出版碩士論文),國立臺灣師範大學社會教育研究所,台北市。
高惠娟(2005)。組織學習與組織績效關係之研究-以高雄市社區發展協會為例(未出版碩士論文),私立義守大學管理研究所,高雄市。
國防大學(2008)。組織戰的原理與運用。桃園:國防大學。
國防部(2009)。中華民國四年期國防總檢討。台北:國防部。
張中一(2009)。領導風格、組織文化與自我效能對組織績效影響之研究-以傳統產業法人研究機構為例(未出版博士論文)。國立台灣師範大學工業教育研究所,台北市。
張秀瑋(2003)。非營利組織之倫理議題與組織績效之研究-以中部地區私立高中、職校為例(未出版碩士論文)。私立靜宜大學企業管理學系,台中市。
張俊裕(2016)。校長領導、人格特質與教學績效之研究-組織認同的中介效果(未出版碩士論文)。私立南華大學企業管理學系管理科學碩士班,嘉義縣。
張洋旗(2013)。轉換型領導對服務品質的影響:關係型心理契約實踐和工作敬業心的中介角色(未出版碩士論文)。國立東華大學企業管理學系,花蓮縣。
張珈進、費吳琛、藍烈廷(2016)。同時多工適配、敬業貢獻與工作績效之研究:個人環境適配觀點。管理學報,33(3),419-441。new window
張淑華(2012)。公共部門組織文化、組織承諾、工作壓力與組織績效之研究(未出版碩士論文)。私立經國管理暨健康學院健康產業管理研究所,基隆市。
張媛婷(2016)。工作敬業:知識傳播軌跡與近年聚焦議題(未出版碩士論文)。國立台灣科技大學科技管理研究所,台北市。
張瑋玲(2012)。高承諾型人力資源管理系統、員工協助方案與工作敬業心關係之研究:以情感性承諾為中介變項(未出版碩士論文)。國立中山大學人力資源管理研究所,高雄市。
張緯良(1999)。人力資源管理。台北:華泰文化事業股份有限公司。
張簡有正(2013)。組織創新氣候、社會資本與知識分享對組織績效之影響-以組織創新能力為中介變數(未出版碩士論文)。國立高雄應用科技大學,高雄市。
張麗珍(2016)。工作價值觀、知識分享對專業認同影響之研究-以領隊人員為例(未出版碩士論文)。世新大學觀光學系,台北市。
梁文彥(2005)。知覺外部聲望對組織認同與組織公民行為關係之跨層次分析—台灣紡織產業實徵研究(未出版碩士論文)。私立輔仁大學織品服裝學系,新北市。new window
梁依仁(2014)。花蓮縣政府教育處組織績效與績效管理之研究(未出版碩士論文)。國立東華大學教育行政與管理學系碩士在職專班,花蓮縣。
梁雙蓮(1984)。中央行政機關公務人員組織認同的研究(未出版博士論文)。國立台灣大學政治學研究所,台北。
莊慧秋(1987)。幸福哪裡來?幸福理論的探討中國人的幸福觀-命運與幸福。台北: 張老師文化。
許士軍(1998)。管理學。台北:東華書局。
連娟瓏(2012)。大專院校校長真誠領導與教師組織承諾關係之研究-以教師工作敬業為中介變項。服務業管理評論,10,67-98。
郭乃禎(2013)。國民小學內部行銷與教師的服務導向組織公民行為之研究—以工作價值觀、領導者與部屬交換關係為中介變項(未出版博士論文)。國立臺南大學教育學系,台南市。
郭建志、蘇嫚、張守中(2014)。個人-組織的雇用關係:負向認同與職場偏差行為之研究。中華心理學刊,56(1),31-47。new window
陳人豪(2001)。兩岸員工工作價值觀與工作特性對工作態度之影響(未出版碩士論文)。國立中央大學人力資源管理研究所,桃園市。
陳其鋒(1994)。警察組織認同之研究-以高雄市政府警察局及屏東縣警察局為例(未出版碩士論文)。國立中央警察大學行政警察研究所,桃園市。
陳怡如(2015)。日照中心員工知識學習、工作價值與工作士氣之關聯性研究-以台南市為例。台灣醫學人文學刋,15(6),85-111。
陳昌宗(2016)。海軍志願役潛水士官(兵)工作價值觀與工作滿意度之研究。勞動及職業安全衛生研究季刊,24(1),77-101。new window
陳明璋(1979)。組織效能研究途徑及其衡量,中國行政,29,48-71。
陳信良(2015)。主管領導風格對組織認同與工作士氣的影響性研究-以國軍憲兵軍士官兵為例(未出版碩士論文)。私立南臺科技大學高階主管企管碩士班,台南市。
陳建龍(2015)。師徒功能與廚師工作倦怠的關係:角色壓力的中介效果。管理實務與理論研究,9(3),1-21。
陳恆鈞、張國偉(2006)。組織協力與組織績效之研究:以雲林縣蔬菜產銷班為例。公共行政學報,19,1-54。new window
陳郁中(2010),組織公平、組織認同與角色外行為關係之研究(未出版碩士論文)。國立臺灣海洋大學航運管理學系,基隆市。
陳淑玲、黃讌茹(2014)。轉換型領導對工作敬業心的影響歷程:心理資本與服務氣候之跨層次中介觀點。臺大管理論叢,25(1),129-155。new window
陳淑卿(2016)。角色認同、組織認同對會館經理人工作績效關聯性之研究(未出版碩士論文)。國立高雄師範大學事業經營學系,高雄市。
陳竣璿(2015)。企業社會責任、員工工作滿意度及組織認同之關聯性研究(未出版碩士論文)。國立台北科技大學技術職業教育研究所,台北。
陳筱琪、陳文良、李威德、施仁瑞(2014)。中國大陸「80後」與「80前」員工工作態度之比較研究-工作價值觀之觀點。中原企管評論,12(2),27-50。new window
陳漪珮(2004)。人力資源管理措施對非功能性離職與組織績效之影響(未出版碩士論文)。國立中央大學人力資源管理研究所,桃園市。
陳銘宗(1994)。工作價值觀及其形成歷程之探討(未出版碩士論文)。私立輔仁大學應用心理研究所,新北市。
陳銘勝(2013)。官士兵使用軍方部落格的溝通滿足對工作壓力及組織認同影響之研究(未出版碩士論文)。私立中國科技大學企業管理研究所,台北市。
陳錦麗、曾榮豐(2008)。績效管理、組織認同與組織學習關係之研究-以國立大學公務人員為例,屏東教育大學學報-教育類,31,129-156。new window
陸洛(1998)。中國人幸福感之內涵、測量及相關因素探討。國家科學委員會研究彙刊:人文及社會科學,8(1),115-137。
游佳臻(2014)。員工建言行為回顧性研究。科技與人力教育季刊,1(2), 20-32。
游淑萍(2015)。工作價值觀、家長式領導與組織公民行為影響之研究。商管科技季刊,16(4),535-591。new window
程姿螢、張詠婷、宋曜廷(2016)。大專學生工作價值組合量表之編製及信效度研究。教育心理學報,48(1),91-112。new window
黃小萍(2005)。組織認同與組織效能之研究—以行政院海岸巡防署為例(未出版碩士論文)。世新大學行政管理學研究所,台北。
黃文三、沈碩彬(2012)。工作價值觀、工作投入與教學效能關係之研究:以高雄市國中教師為例。課程與教學,15(4),161-188。new window
黃廷合、呂日新(2002)。「人力資源管理-理論與實務」,臺北:全華科技圖書股份有限公司。
黃振恭(2008)。不同世代國民小學教師工作價值觀、角色知覺與教學自我效能和專業表現之研究(未出版博士論文)。國立嘉義大學國民教育研究所,嘉義市。new window
楊美玉、柯佑宗(2015)。人們為何能勇於建言?建言自我效能與團隊建言行為的效果。臺大管理論叢,25(3),39-66。new window
溫金豐(2005)。新進專業人員的組織社會化戰術與組織認同之關係: 工作經驗與成長需求強度的干擾效應。臺大管理論叢,15(2), 143-164。new window
溫金豐、林裘緒、錢書華(2011)。轉換型領導與組織認同:領導者組織典範性知覺的調節效果。臺大管理論叢,21(2),265-285。new window
葉健志(2014)。部隊士官兵組織認同之探討─以陸軍部隊為例(未出版碩士論文)。國防大學政治作戰學院政治學系,台北市。
詹家祥(2016)。職場靈性、工作敬業心、正念、心理資本與幸福感之關聯性研究-以天主教組織為例(未出版碩士論文)。私立輔仁大學非營利組織管理碩士學位學程在職專班,新北市。
廖婉鈞、林月雲、虞邦祥(2009)。知覺組織利害關係人重要程度與組織績效之關係:企業責任作為之中介效果。管理學報,26(2), 213-232。new window
劉秀枝(2011)。私立幼兒園教師職場幸福感與工作滿意度之關係研究。幼兒教保研究期刊,6,87-115。new window
劉芳君(2003)。組織人力精簡對留任員工之態度和行為及組織績效關係之研究(未出版碩士論文)。國立中山大學人力資源管理研究所,高雄市。
劉敏熙、劉念琪(2013)。知識治理機制對個人知識管理行為的影響:從所有權觀點探討。組織與管理,6(1),1-58。new window
劉韻僖(2006)。台灣高科技產業高階經營團隊及董事會權力與組織績效關係之研究。交大管理學報,26(1),173-200。new window
劉耀隆(2012)。探討自我效能及參與式領導對員工建言行為之影響:跨層次之研究(未出版碩士論文)。國防大學管理學院資源管理及決策研究所,台北市。
潘淑滿、蔡青鏞、楊榮宗(2000)。評估『社區總體營造』在現階段推行社區發展工作之成效:都市社區落實草根民主的可能途徑。社會工作學刊,6,87-122。
蔡年泰(2013)。員工知覺單位問題與倫理氣候對建言行為之交互作用影響(未出版博士論文)。國立東華大學企業管理學系,花蓮縣。new window
蔡依倫 (2001)。宗教醫院志工組織認同與組織承諾之研究─ 與非宗教醫院志工作比較(未出版之碩士論文)。國立中山大學公共事務管理研究所,高雄市。
蔡昆憲(2007)。以正向觀點探討資訊人員職場幸福感之研究:擴展-建立理論觀點(未出版碩士論文)。國立高雄大學經濟管理研究所碩士論文。
蔡明田、余明助(2000)。企業文化、組織生涯管理與組織績效之關係研究-以台灣高科技產業為例。管理評論,19(3),51-75。new window
蔡昕妤(2007)。知識心理所有權對知識分享的影響-以知識分享認知為干擾變項(未出版碩士論文)。私立義守大學管理研究所,高雄市。
鄭仁偉、郭智輝、袁梅玲、陳春希、許惠珊、廖心瀅(2014)。員工利他/自利導向與建言行為/生涯成功的關係,就業與勞動關係季刊,4(2),4(2),3-26。
鄭清揚(2011)。心理賦權與職場偏差行為之研究。多國籍企業管理評論,5(2),59-77。new window
鄭惠棣(2016)。高雄市國中教師組織認同感與心理幸福感關係之研究(未出版碩士論文)。國立高雄師範大學教育學系,高雄市。
蕭良材(2013)。社區發展協會領導者風格及組織文化對組織績效之影響-以台中市南區社區發展協會為例(未出版碩士論文)。國立勤益科技大學企業管理系,台中市。
蕭國倉(2012)。國民小學校長領導風格工作壓力與工作價值觀之研究(未出版博士論文)。國立暨南國際大學教育政策與行政學系,南投縣。new window
蕭詠璋、陳忠仁(2008)。組織變革與資訊科技對組織績效影響之研究。 組織與管理,1(1),73-94。new window
蕭靜雅、賴于婷(2015)。國際觀光旅館員工之職場幸福感、留任意願之相關性研究–以工作滿意度為中介變數。觀光與休閒管理期刊,3(2),31-42。new window
賴鼎涵(2012)。服務創新、異業學習對組織績效的影響關係之研究-以中華郵政為例(未出版碩士論文)。國立中山大學公共事務管理研究所,高雄市。
謝廷豪、廖元良、林益永、廖宜玫(2016)。工作壓力源、自我復原力與敬業貢獻對幸福感之影響:以教師為樣本。人力資源管理學報,16(2),55-80。new window
謝金威(2016)。東區自造實驗室組織績效評鑑指標之研究:以平衡計分卡為例(未出版碩士論文)。國立東華大學教育行政與管理學系,花蓮縣。
簡益淳(2003)。專業認知、組織認同、組織效能之關聯性研究:國軍N總部新聞發佈體系之個案研究(未出版碩士論文)。私立世新大學傳播研究所,台北市。
譚啟文(2004)。領導效能知覺與組織認同間關係之研究—以全家便利商店加盟主者為主(未出版碩士論文)。國立高雄第一科技大學行銷與流通管理所,高雄市。
蘇文仕(2009)。非營利組織市場導向對組織績效之影響-以興業精神導向為調節變數(未出版碩士論文)。國立臺北大學企業管理學系,新北市。
蘇建璋(2005)。領導風格、組織結構與組織績效之關聯性研究-以台灣警察機關為例證(未出版碩士論文)。國立成功大學高階管理碩士班在職專班,台南市。new window
龔榮津(2001)。行動通訊部門主管領導型態對員工工作績效影響之研究(未出版碩士論文)。國立交通大學經營管理研究所,新竹市。

二、英文參考文獻
Alyusef, M. I. G., & Zhang, P. (2016). The Impact of Change-Oriented Leadership on Voice Behavior And Intent To Quit With Employee Personality As Moderator And Perceived Issue Threat As Media-tor. European Scientific Journal, 12(2), 109-119.
Anaza, N. A., & Rutherford, B. (2012). How organizational and employ-ee-customer identification, and customer orientation affect job en-gagement. Journal of Service Manageme, 23(5), 616-639.
Andrews, F. M., & Withey, S. B. (1976). Social Indicators of Well-Being: American's Perceptions of Life Quality. New York: Springer Science & Business Media.
Argyris, C. & Schon, D. (1978). Organizational Learning: A Theory of Action Perspective. Reading, Mass: Addison-Wesley.
Aronson, E. (1992). The Social Animal (6th ed.), New York: W.H. Free-man.
Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organi-zation. Academy of Management Review, 14(1), 20-39.
Bagozzi, R. P., & Yi, Y. (1988). On the evaluation of structural equation models. Academic of Marketing Science, 16(1), 76-94.
Bakri, N., & Ali, N. (2015). Relationship between Organizational Justice, Psychological Capital and Job Burnout: Empirical Evidence from Health Care Sector. Asian Social Science, 11(25), 84-89.
Baran, H., & Gi̇derler, C. (2017). A Study on Determining the Influence of Organizational Identification on Organizational Justice and Organi-zational Silence. International Journal of Asian Social Science, 7(3), 242-258.
Baxter, W. L., Aurisicchio, M., & Childs, P. R. (2015). A psychological ownership approach to designing object attachment. Journal of En-gineering Design, 26(4-6), 140-156.
Beggan, J. K. (1992). On the social nature of nonsocial perception: The mere ownership effect. Journal of Personality and Social Psychology, 62(2), 229-237.
Bagozzi, R. P., & Phillips, L. W. (1982). Representing and testing organi-zational theories: A holistic construal. Administrative Science Quar-terly, 27(3), 459-489.
Bagozzi, R. P., & Yi, Y. (1988). On the evaluation of structural equation models. Journal of the Academy of Marketing Science, 16(1), 74-94.
Belk, R. W. (1988). Possessions and the extended self. Journal of Con-Sumer Research, 15(2), 139-168.
Berings, D., De Fruyt, F., & Bouwen, R. (2004). Work values and person-ality traits as predictors of enterprising and social vocational inter-ests. Personality and Individual Differences, 36(2), 349-364.
Bollen, K. A. (1989). Structural Equations with Latent Variables. New York : Wiley.
Bollen, K. A., & Stine, R. A. (1992). Bootstrapping goodness-of-fit measures in structural equation models. Sociological Methods & Research, 21(2), 205-229.
Bond, F. W., & Donaldso-feilder, E. J. (2004). The relative importance of psychological acceptance and emotional intelligence to workplace well-being. British Journal of Guidance & Counselling, 32(2), 187-203.
Bourgeois, L. J., and Brodwin, D. R. (1984), “Strategic Implementation: Five Approaches to an Elusive Phenomenon,” Strategic Management Journal, 5(2), 241-264.
Brinsfield, C. T., Edwards, M. S., & Greenberg, J. (2009). Voice and Si-lence in Organizations: Historical Review and Current Conceptual-izations. Bingley, England: Emerald Group Publishing Limited.
Brown, M. E. (1969). Identification and some conditions of organizational involvement. Administrative Science Quarterly, 14, 346-355.
Buchanan, B. (1974). Building organizational commitment: The sociali-zation of mergers in work organizations. Administrative Science Quarterly, 19, 533-546.
Burris, E. R. (2012). The risks and rewards of speaking up: Managerial responses to employee voice. Academy of Management Journal, 55(4), 851-875.
Çakar, U., & Kim, H. (2015). Korea’s Drinking Culture: When an Organ-izational Socialization Tool Threatens Workplace Well-being. Turkish Journal of Business Ethics, 8(2), 289-309.
Campbell, J. P. (1977). On the Nature of Organizational Effectiveness. In: P. S. Goodman & J. M. Pennings (Eds), New Perspectives on Or-ganizational Effectiveness (pp. 13–55). San Francisco, California: Jossey-Bass.
Carroll, S. J., & Schneier, C. E. (1982). Performance Appraisal and De-velopment of Performance in Organizations. Glenview, Illinois: Scott Foresman.
Carruthers, C. P., & Hood, C. D. (2004). The power of the positive: Lei-sure and well-being. Therapeutic Recreation Journal, 38(2), 225-239.
Chan, S. C., & Yeung, D. (2016). The Impact of Leader-member Ex-change (LMX) and Empowerment on Employee Voice Behavior. Nang Yan Business Journal, 4(1), 44-55.
Chavez, R., Yu, W., Jacobs, M. A., & Feng, M. (2017). Manufacturing ca-pability and organizational performance: The role of entrepreneurial orientation. International Journal of Production Economics, 184, 33-46.
Chen, C. F. (2014). The influences of university interns’ job characteris-tics, work value, and job performance. Revista de Cercetare si Inter-ventie Sociala, 47(1), 204-219.
Cheney, G. (1983). On the various and changing meanings of organiza-tional membership: A field study of organizational identification. Communications Monographs, 50(4), 342-362.
Cheng, J. W., Lu, K. M., Chang, Y. Y., & Johnstone, S. (2013). Voice be-havior and work engagement: the moderating role of supervi-sor‐attributed motives. Asia Pacific Journal of Human Resources, 51(1), 81-102.
Cheng, J. W., Seih, Y. T., Hung, C. Z., & Su, T. W. (2016). Voice Behavior and Career Success: The Moderating Role of Supervisor Attribution Motives. Universal Journal of Psychology, 4(4), 209-214.
Chiu, W. C. K., Hui, C. H., & Lai, G. W. (2007). Psychological ownership and organizational optimism amid China's corporate transformation: effects of an employee ownership scheme and a manage-ment-dominated board. The International Journal of Human Re-source Management, 18(2), 303-320.
Choi, J. N., Sung, S. Y., & Zhang, Z. (2016). Workforce diversity in man-ufacturing companies and organizational performance: the role of status-relatedness and internal processes. The International Journal of Human Resource Management, 1-24.
Chin, W. W., & Newsted, P. R. (1999). Structural Equation Modeling Analysis with Small Samples Using Partial Least Squares. In: Hoyle, R.H. (ed), Statistical Strategies for Small Sample Research, Thou-sand Oaks, CA: Sage Publications, 307-341.
Christ, O., Dick, R., Wagner, U., & Stellmacher, J. (2003). When teachers go the extra mile: Foci of organisational identification as determi-nants of different forms of organisational citizenship behaviour among schoolteachers. British Journal of Educational Psychology, 73, 329-341.
Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engage-ment: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64(1), 89-136.new window
Chuai、Preece & Iles. (2008). Is talent management just old wine in new bottles ?. Management Research News, 31(12), 901-911.
Consiglio, C., Cenciotti, R., Borgogni, L., Alessandri, G., & Schwartz, S. H. (2016). The WVal A New Measure of Work Values. Journal of Career Assessment, 1-18.
De Vaus, D., & McAllister, I. (1991). Gender and work orientation: Values and satisfaction in Western Europe. Work and Occupations, 18(1), 72-93.
Dess, G. C., and Robinson, R. B. (1984), “Measuring Organizational Per-formance in the Absence of Objective Measures,” Strategic Man-agement Journal, 5(3), 265-273.
Dittmar, H. (1992). The social psychology of material possessions: To have is to be. New York: St. Martin's Press.
Dose, J. J. (1997). Work values: An integrative framework and illustrative application to organizational socialization. Journal of Occupational and Organizational Psychology, 70(3), 219-240.
Duan, J., Kwan, H. K., & Ling, B. (2014). The role of voice efficacy in the formation of voice behavior: A cross-level examination. Journal of Management and Organization, 20, 526-543.
Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational images and member identification. Administrative Science Quarterly, 39, 239-263.
Ed, D., Suh, E. M., Lucas, R. E., & Smith, H. L. (1999). Subjective well-being: Three decades of progress. Psychological Bulletin, 125(2), 276-302.
Elizur, D. (1984). Facets of work values: A structural analysis of work outcomes. Journal of Applied Psychology, 69(3), 379-389.
Elsbach, K. D., & Bhattacharya, C. B. (2001). Defining who you are by what you're not: Organizational disidentification and the National Rifle Association. Organization Science, 12(4), 393-413.
Epitropaki, O. (2013). A multi‐level investigation of psychological con-tract breach and organizational identification through the lens of per-ceived organizational membership: Testing a moderated–mediated model. Journal of Organizational Behavior, 34(1), 65-86.
Etzioni, A. (1991). The socio-economics of property. Journal of Social Behavior and Personality, 6(6), 465-468.
Fornell, C., & Larcker, D. F. (1981). Structural Equation Models With Unobservable Variables and Measurement Error: Algebra and Statis-tics. Journal of Marketing Research, 18(3), 382-388.
Froese, F. J., & Xiao, S. (2012). Work values, job satisfaction and organi-zational commitment in China. The International Journal of Human Resource Management, 23(10), 2144-2162.
Furby, L. (1978a). Possessions: Toward a theory of their meaning and function throughout the life cycle. Life-span Development and Be-havior, 1, 297-336.
Furby, L. (1978b). Possession in humans: An exploratory study of its meaning and motivation. Social Behavior and Personality: an In-ternational Journal, 6(1), 49-65.
Gabel, H. L. (1979). A simultaneous equation analysis of the structure and performance of the United States petroleum refining industry. The Journal of Industrial Economics, 28(1), 89-104.
Gahan, P., & Abeysekera, L. (2009). What shapes an individual's work values? An integrated model of the relationship between work values, national culture and self-construal. The International Journal of Human Resource Management, 20(1), 126-147.
Gautam, T., Van Dick, R., & Wagner, U. (2004). Organizational identifica-tion and organizational commitment: Distinct aspects of two related concepts. Asian Journal of Social Psychology, 7(3), 301-315.
Gefen, D., Straub, D., & Boudreau, M. C. (2000). Structural equation modeling and regression: Guidelines for research practice. Commu-nications of the Association for Information Systems, 4(1), 7.
Ghosh, S. K. (2016). Linking Perceived Organizational Support to Organ-izational Identification: Role of Organization Based Self-Esteem. Contemporary Management Research, 12(2), 225-244.
Gilbert, D., & J. Abdullah. (2004). Holiday Taking and the Sense of Well-being. Annals of Tourism Research, 31 (1), 103-121.
Ginzberg, E., Ginsburg, S. W., Axelrad, S., & Herma, J. (1951).Occupational choice: An Approach to a General Theory. New York: Columbia University Press.
Gkorezis, P., Bellou, V., Xanthopoulou, D., Bakker, A. B., & Tsiftsis, A. (2016). Linking football team performance to fans' work engagement and job performance: Test of a spillover model. Journal of Occupa-tional and Organizational Psychology, 89(4), 791-812.
Gkorezis, P., Panagiotou, M., & Theodorou, M. (2016). Workplace ostra-cism and employee silence in nursing: the mediating role of organi-zational identification. Journal of Advanced Nursing, 72(10), 2381-2388.
Glick, W. H. (1985). Conceptualizing and measuring organizational and psychological climate: Pitfalls in multilevel research. Academy of management review, 10(3), 601-616.
Gomez-Mejia, L. R. (1981). Development and Empirical Testing of a Need Deprivation and Social Processing of Information Model of Work Values. (Unpublished doctoral dissertation), University of Minnesota, USA.
Goodman, P. S., & Pennings, J. M. (1977). New Perspectives on Organi-zational Effectiveness (pp. 1-12). San Francisco, California: Jossey-Bass.
Gorden, W. I. (1988). Range of employee voice. Employee Responsibili-ties and Rights Journal, 1(4), 283-299.
Gorgievski, M. J., Moriano, A. J., & Bakker, A. B. (2014). Relating work engagement and workaholism to entrepreneurial performance. Journal of Managerial Psychology, 29(2), 106-121.
Gouldner, A. W., & Lewis, P. V. (1975). Organizational Communications: The Essence of Effective Management, Columbus, OH: Grid.
Gözükara, İ., & Simsek, Ö. F. (2016). Role of Leadership in Employees' Work Engagement: Organizational Identification and Job Autonomy. International Journal of Business and Management, 11(1), 72-84.
Graham, J. W. (1986). Principled organizational dissent: A theoretical es-say. Research in Organizational Behavior, 8, 1-52.
Gursoy, D., Maier, T. A., & Chi, C. G. (2008). Generational differences: An examination of work values and generational gaps in the hospi-tality workforce. International Journal of Hospitality Management, 27(3), 448-458.
Hair Jr, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1995).Multivariate Data Analysis. With Readings: Prentice-Hall.
Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998). Mul-tivariate Data Analysis. Upper Saddle River, NJ: Prentice-Hall Inc.
Hair, J. F., Hult, G. T. M., Ringle, C. M. & Sarstedt, M. (2014). A Primer on Partial Least Squares Structural Equation Modeling. Thousand Oaks, CA: Sage.
Hall, D. T., Schneider, B., & Nygren, H. T. (1970). Personal factors in or-ganizational identification. Administrative Science Quarterly, 15, 176-190.
Hansen, J. I. C., & Leuty, M. E. (2012). Work values across generations. Journal of Career Assessment, 20(1), 34-52.
Herzberg, F. I. (1966). Work and the Nature of Man. New York: Crowell.
Hirschman, A. O. (1970). Exit, Voice, and Loyalty: Responses to Decline in Firms, Organizations, and States. Massachusetts: Harvard Uni-versity Press.
Holahan, C. K. (1988). Relation of life goals at age 70 to activity partici-pation and health and psychological well-being among Terman's gifted men and women. Psychology and Aging, 3(3), 286-291.
Horn, J. E., Taris, T. W., Schaufeli, W. B., & Schreurs, P. J. (2004). The structure of occupational well‐being: A study among Dutch teachers. Journal of Occupational and Organizational Psychology, 77(3), 365-375.
Hsiung, H. H. (2012). Authentic leadership and employee voice behavior: A multi-level psychological process. Journal of Business Ethics, 107(3), 349-361.
Hu, X., & Jiang, Z. (2016). Employee-oriented HRM and voice behavior: a moderated mediation model of moral identity and trust in man-agement. The International Journal of Human Resource Manage-ment, 1-26.
Hulland, J. (1999). Use of partial least squares (PLS) in strategic man-agement research: A review of four recent studies. Strategic Man-agement Journal, 20, 195-204.
Hyett, M. P., & Parker, G. B. (2015). Further Examination of the Proper-ties of the Workplace Well-Being Questionnaire (WWQ). Social In-dicators Research, 124(2), 683-692.
Ilies, R., Schwind, K. M., & Heller, D. (2007). Employee well-being: A multilevel model linking work and nonwork domains. European Journal of Work and Organizational Psychology, 16(3), 326-341.
Ingram, T. (2016). Relationships between Talent Management and Organ-izational Performance: The Role of Climate for Creativity. Entrepre-neurial Business and Economics Review, 4(3), 195-205.
Ip, P. K. (2009). Developing a concept of workplace well-being for Great-er China. Social Indicators Research, 91(1), 59-77.
Isaacs, S. (1933). Social development in young children. British Journal of Educational Psychology, 3(3), 291-294.
Ismail, M., & Bebenroth, R. (2016). Organizational justice and organiza-tional identification of millennials in mergers and acquisitions: a conceptual framework. Eur J Soc Sci, 51(4), 397-409.
James, L. R. (1982). Aggregation bias in estimates of perceptual agree-ment. Journal of Applied Psychology, 67(2), 219-229.
Janssen, O., & Gao, L. (2015). Supervisory responsiveness and employee self-perceived status and voice behavior. Journal of Management, 41(7), 1854-1872.
Johnson, M. K., & Monserud, M. A. (2012). Work value development from adolescence to adulthood. Advances in Life Course Research, 17(2), 45-58.
Jussila, I., Tarkiainen, A., Sarstedt, M., & Hair, J. F. (2015). Individual psychological ownership: concepts, evidence, and implications for research in marketing. Journal of Marketing Theory and Practice, 23(2), 121-139.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
Kahn, W. A. (1992). To be fully there: Psychological presence at work. Human Relations, 45(4), 321-349.
Kanji, G. K., & Chopra, P. K. (2009). Psychosocial system for work well-being: On measuring work stress by causal pathway. Total Quality Management, 20(5), 563-580.
Karahanna, E., Xu, S. X., & Zhang, N. (2015). Psychological ownership motivation and use of social media. Journal of Marketing Theory and Practice, 23(2), 185-207.
Kasser, T. (2002). Sketches for a Self-Determination Theory of Values. Rochester, NY: University of Rochester Press.
Kast, F. E. (1985). Organization and Management. New York: McGraw-Hill Book Co.
Kline, L. W., & France, C. J. (1899). The psychology of ownership. The Pedagogical Seminary, 6(4), 421-470.
Knippenberg, D. V., & Vanschie, E. C. (2000). Foci and correlates of or-ganizational identification. Journal of Occupational and Organiza-tional Psychology, 73, 137-147.
Köse, T., & Köse, S. D. (2016). The Effect of Ethical Leadership on Per-ceived Organizational Identification: The Mediating Role of Ethical Climate. The International Journal of Business & Management, 4(1), 368-374.
Lasswell, H. D. (1965). The World Revolution of Our Time: a Framework for Basic Research. Cambridge, MA: MIT Press.
Lee, S. M. 1969. Organizational Identification of Scientists. Academy of Management Journal, 12, 327-337.
LePine, J. A., & Van Dyne, L. (1998). Predicting voice behavior in work groups. Journal of Applied Psychology, 83(6), 853-868.
Li, J., Yuan, L., Ning, L., & Li-Ying, J. (2015). Knowledge sharing and affective commitment: the mediating role of psychological owner-ship. Journal of Knowledge Management, 19(6), 1146-1166.
Li, Y., Chen, M., Lyu, Y., & Qiu, C. (2016). Sexual harassment and proac-tive customer service performance: The roles of job engagement and sensitivity to interpersonal mistreatment. International Journal of Hospitality Management, 54, 116-126.
Liang, J., Farh, C. I., & Farh, J. L. (2012). Psychological antecedents of promotive and prohibitive voice: A two-wave examination. Academy of Management Journal, 55(1), 71-92.
Liang, T. P., Ho, Y. T., Li, Y. W., & Turban, E. (2011). What drives social commerce: The role of social support and relationship quality. Inter-national Journal of Electronic Commerce, 16(2), 69-90.
Liden, R. C., Erdogan, B., Wayne, S. J., & Sparrowe, R. T. (2006). Lead-er‐member exchange, differentiation, and task interdependence: im-plications for individual and group performance. Journal of Organi-zational Behavior, 27(6), 723-746.
Lin, S. P., Wang, Y. Y., Hsu, W. L., & Fang, C. H. (2015). The Mediation Effect of Emotional Experience between Emotion Labor and Job Engagement. Universal Journal of Management, 3(12), 491-496.
Lu, X., & Guy, M. E. (2014). How emotional labor and ethical leadership affect job engagement for Chinese public servants. Public Personnel Management, 43(1), 3-24.
Lupina‐Wegener, A., Drzensky, F., Ullrich, J., & Dick, R. (2014). Focus-ing on the bright tomorrow? A longitudinal study of organizational identification and projected continuity in a corporate merger. British Journal of Social Psychology, 53(4), 752-772.
Lyons, S. T., Duxbury, L. E., & Higgins, C. A. (2006). A comparison of the values and commitment of private sector, public sector, and parapublic sector employees. Public Administration Review, 66(4), 605-618.
Lyons, S. T., Higgins, C. A., & Duxbury, L. (2010). Work values: Devel-opment of a new three‐dimensional structure based on confirmatory smallest space analysis. Journal of Organizational Behavior, 31(7), 969-1002.
Macedo, I. M., Pinho, J. C., & Silva, A. M. (2016). Revisiting the link between mission statements and organizational performance in the non-profit sector: The mediating effect of organizational commitment. European Management Journal, 34(1), 36-46.
Macnab, D., & Fitzsimmons, G. W. (1987). A multitrait-multimethod study of work-related needs, values, and preferences. Journal of Vo-cational Behavior, 30(1), 1-15.
Mael, F. A., & Tetrick, L. E. (1992). Identifying organizational identifica-tion. Educational and Psychological Measurement, 52, 813-824.
Mael, F., & Ashforth, B. E. (1989). Social identity theory and the organi-zation. Academy of Management Review, 14(1), 20-39.
Mael, F., & Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Jour-nal of Organizational Behavior, 13, 103-123.new window
Maslach, C. & Jackson, S. E. (1984). Burnout in organizational settings. Applied Social Psychology Annual, 5, 133-153.
Maslach, C., & Leiter, M. P. (1997).The Truth About Burnout: How Or-ganizations Cause Personal Stress and What to Do About It. San Francisco, California: Jossey-Bass.
Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burn-out. Annual Review of Psychology, 52(1), 397-422.
Meglino, B. M., Ravlin, E. C., & Adkins, C. L. (1989). A work values ap-proach to corporate culture: A field test of the value congruence pro-cess and its relationship to individual outcomes. Journal of Applied Psychology, 74(3), 424-432.new window
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Re-view, 1(1), 61-89.
Miller, C. H. (1974). Career Development Theory in Perspectives. Boston, MA: Houghton Mifflin.
Miller, J. F., Job, D., and Vassilev, V. K., (2000). Principles in the Evolu-tionary Design of Digital Circuits: part I. Genetic Programming and Evolvable Machines, 1(1), 7-35.
Miller, V. D., Allen, M., Casey, M. K., & Johnson, J. R. (2000). Recon-sidering the organizational identification questionnaire. Management Communication Quarterly, 13, 626-658.
Moriano, J. A., Molero, F., Topa, G., & Mangin, J. P. L. (2014). The in-fluence of transformational leadership and organizational identifica-tion on intrapreneurship. International Entrepreneurship and Man-agement Journal, 10(1), 103-119.
Morrison, E. W. (2011). Employee voice behavior: Integration and direc-tions for future research. The Academy of Management Annals, 5(1), 373-412.
Morrison, E. W., & Milliken, F. J. (2000). Organizational silence: A barri-er to change and development in a pluralistic world. Academy of Management Review, 25(4), 706-725.
Morrison, E. W., & Milliken, F. J. (2003). Speaking up, remaining silent: The dynamics of voice and silence in organizations. Journal of Management Studies, 40(6), 1353-1358.
Mowday, R. T., Porter, L. M., & Steers, L. M. (1982). Employee Organi-zation Linkages:The Psychology of Commitment, Absenteeism, and Turnover. New York: Academic Press.
Muhammad, W., Saleha, A., Moazam, S. M. I. R., & Yasir, H. (2016). Job Engagement of Faculty in Universities of Pakistan: A Perspective from Job Demand Recourse Model. Science International, 28(3), 2807-2812.
Newman, A., Miao, Q., Hofman, P. S., & Zhu, C. J. (2016). The impact of socially responsible human resource management on employees' or-ganizational citizenship behaviour: the mediating role of organiza-tional identification. The International Journal of Human Resource Management, 27(4), 440-455.
Nkomo, S. M. (2006). Human resource planning and organizational per-formance: an explory analysis. Strategic Management Journal, 8(4), 387-392.
Norman, D. A. (2013). The Design of Everyday Things: Revised and Ex-panded Edition. New York: Basic Books.
Nunnally, J. C. (1978). Psychometric Theory. New York, NY: McGraw-Hill.
Ogunyomi, P., & Bruning, N. S. (2016). Human resource management and organizational performance of small and medium enterprises (SMEs) in Nigeria. The International Journal of Human Resource Management, 27(6), 612-634.
Organ, D. W., Podsakoff, P. M., & MacKenzie, S. B. (2005). Organiza-tional Citizenship Behavior: Its Nature, Antecedents, and Conse-quences. New York: Sage Publications.
Ostroff, C., & Schmitt, N. (1993). Configurations of organizational effec-tiveness and efficiency. Academy of management Journal, 36(6), 1345-1361.
Park, R. (2016). The roles of OCB and automation in the relationship be-tween job autonomy and organizational performance: a moderated mediation model. The International Journal of Human Resource Management, 1-18.
Parker, G. B., & Hyett, M. P. (2011). Measurement of well-being in the workplace: The development of the Work Well-Being Questionnaire. The Journal of Nervous and Mental Disease, 199(6), 394-397.
Parker, S. K., Wall, T. D., & Jackson, P. R. (1997). “That's not my job”: Developing flexible employee work orientations. Academy of man-agement journal, 40(4), 899-929.
Parsons, T. (1951). The Social System. New York: Free Press.
Patchen, M. (1970). Participation, Achievement, and Involvement on the Job. Englewood Cliffs, New Jersey: Prentice Hall.
Pierce, J. L., & Jussila, I. (2011). Psychological Ownership and the Or-ganizational Context: Theory, Research Evidence, and Application. Cheltenham, England: Edward Elgar Publishing.
Pierce, J. L., Kostova, T., & Dirks, K. T. (2001). Toward a theory of psy-chological ownership in organizations. Academy of Management Re-view, 26(2), 298-310.
Pierce, J. L., Kostova, T., & Dirks, K. T. (2003). The state of psychologi-cal ownership: Integrating and extending a century of re-search. Review of General Psychology, 7(1), 84-107.
Pierce, J. L., Rubenfeld, S. A., & Morgan, S. (1991). Employee ownership: A conceptual model of process and effects. Academy of Management Review, 16(1), 121-144.
Podsakoff, P. M., & Organ, D. W. (1986). Self-reports in organizational research: Problems and prospects. Journal of Management, 12(4), 531-544.
Porteous, J. D. (1976). Home: the territorial core. Geographical Review, 66(4), 383-390.
Pratt, M. B. (1998). To be or not to be: Central Questions in Organiza-tional Identification. In D. A. Whetten & P. C. Godfrey (Eds.), Iden-tity in Organizations (pp.172-178). Thousand Oaks, California: Sage. Balmer, & Soenen.
Pratt, M. G., & Dutton, J. E. (2000). Owning up or Opting out: The Role of Identities and Emotions in Issue Ownership. In N. Ashkanasy, C. Hartel, & W. Zerbe(Eds.), Emotions in the Workplace: Research, Theory, and Practice, 103-129, New York: Quorum.
Premeaux, S. F., & Bedeian, A. G. (2003). Breaking the silence: The mod-erating effects of self-monitoring in predicting speaking up in the workplace. Journal of Management Studies, 40(6), 1537-1562.
Qian, J., Lin, X., Han, Z. R., Tian, B., Chen, G. Z., & Wang, H. (2015). The impact of future time orientation on employees’ feed-back-seeking behavior from supervisors and co-workers: The medi-ating role of psychological ownership. Journal of Management & Organization, 21(03), 336-349.
Qian, X. (2016). New Research Progress Review on Psychological Own-ership. Open Journal of Social Sciences, 4(4), 155-160.
Qiu, M., Hu, B., Xu, Z., & Li, Y. (2015). Employees' psychological own-ership and self-efficacy as mediators between performance appraisal purpose and proactive behavior. Social Behavior and Personality, 43(7), 1101-1109.
Rad, A. S., Sabzikaran, E., & Abadi, M. L. J. (2016). A Study on The In-terplay Between Psychological Empowerment, Organizational Iden-tification, And Organization-Based Self-Esteem: A Case Study Of Ministry Of Education Employees. Asian Journal of Management Sciences & Education, 5(2), 36-48
Raub, S., & Robert, C. (2013). Empowerment, organizational commit-ment, and voice behavior in the hospitality industry evidence from a multinational sample. Cornell Hospitality Quarterly, 54(2), 136-148.
Raudenbush, S. W., & Bryk, A. S. (2002). Hierarchical linear models: Applications and data analysis methods . Sage Publications.
Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Manage-ment Journal, 53(3), 617-635.
Riketta, M. (2005). Organizational identification: A meta-analysis. Jour-nal of Vocational Behavior, 66, 358-384.
Rim, Y. (1993). Values, happiness and family structure varia-bles. Personality and Individual Differences, 15(5), 595-598.
Ringle, C. M., Sarstedt, M., & Straub, D. (2012). A critical look at the use of PLS-SEM in MIS Quarterly. MIS Quarterly, 36, 1-8.
Robbins, S. P. (1990). Organization Theory: Structure, Design and Ap-plications (5th ed.), New Jersey: Prentice Hall.
Robbins, S. P. (2005). Organizational Behavior (11th ed.), Saddle River. New Jersey: Prentice Hall.
Robbins, S.P. (2001).Organizational Behavior (9th ed.), Saddle River. Saddle River, New Jersey: Prentice Hall.
Robinson, S. L. & Thomas, B. Lawrence (2007). Ain’t misbehaving: workplace deviance as organizational resistance. Journal of Man-agement, 33(3), 378-394.
Robinson, S. L., & Greenberg, J. (1998). Employees behaving badly: Di-mensions, determinants and dilemmas in the study of workplace de-viance. Journal of Organizational Behavior (1986-1998), 1-30.
Rokeach, M. (1973). The Nature of Human Values. New York: Free Press.
Rothbard, N. P. (2001). Enriching or depleting? The dynamics of en-gagement in work and family roles. Administrative Science Quarter-ly, 46(4), 655-684.
Ryan, R. M., & Deci, E. L. (2001). On happiness and human potentials: A review of research on hedonic and eudaimonic well-being. Annual Review of Psychology, 52(1), 141-166.
Saleem, M. A., us Saqib, N., & Zahra, S. (2015). Impact of job engage-ment and team processes on organizational learning: examining moderating role of leadership style. International Journal of Man-agement & Organizational Studies, 4(1), 1-10.
Sardeshmukh, S. R., Sharma, D., & Golden, T. D. (2012). Impact of tele-work on exhaustion and job engagement: A job demands and job re-sources model. New Technology, Work and Employment, 27(3), 193-207.
Schaufeli, W. B. & Taris, T. W. (2014). A critical review of the Job De-mands-Resources Model: Implications for improving work and health. Dordrecht: Springer Netherlands.
Schaufeli, W. B., Salanova, M., Gonzalez-Roma, V., & Bakker, A. B. (2002).The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71-92.
Schulte, P., & Vainio, H. (2010). Well-being at work–overview and per-spective. Scandinavian Journal of Work, Environment & Health, 36(5), 422-429.
Schwartz, S. H. (1992). Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries. Advances in Experimental Social Psychology, 25, 1-65.
Shieh, C. J. (2014). Effects of organizational commitment on career satis-faction of employees and work value in catering industry. Revista de Cercetare si Interventie Sociala, 46, 118-130.
Sloma, S. R. (1999). How to Measure Managerial Performance. New York: McGraw Hill Book Company.
Smidts, A., Pruyn, A., & Van Riel, C. (2001). The impact of employee communication and perceived external prestige on organizational identification. Academy of Management Journal, 44(5), 1051-1062.
Soenen, G., & Melkonian, T. (2016). Fairness and commitment to change in M&As: The mediating role of organizational identification. Euro-pean Management Journal, 1-7.
Spector, P. E., & Fox, S. (2002). An emotion-centered model of voluntary work behavior: Some parallels between counterproductive work be-havior and organizational citizenship behavior. Human Resource management Review, 12(2), 269-292.
Super, D. E. (1970). Work Values Inventory. Boston, Massachusetts: Houghton Mifflin.
Szilagyi, A. D. & Marc, W. (1981). Organizational Behavior and Perfor-mance. California: Goodyear Pub. Co.
Szilagyi, A. D., & Wallace, M. J. (1983). Organizational Behavior and Performance (3rd ed.), Glenview, Illinois: Scott Foresman.
Tajfel, H. (1974). Social identity and inter-group behavior. Social Science Information, 13, 65-93.
Tajfel, H. (1982). Human Groups and Social Categories: Studies In Social Psychology. New York: Cambridge University Press.
Tajfel, H., & Turner, J. C. (1986). The Social Identity Theory of In-ter-Group Behavior. Chigago, Illinois: Nelson-Hall.
Urbach, N., & Ahlemann, F. (2010). Structural equation modeling in in-formation systems research using partial least squares. JITTA: Jour-nal of Information Technology Theory and Application, 11(2), 5-40.
Vadera, A. K., & Pratt, M. G. (2013). Love, hate, ambivalence, or indif-ference? A conceptual examination of workplace crimes and organi-zational identification. Organization Science, 24(1), 172-188.
Van Dyne, L. V., Ang, S., & Botero, I. C. (2003). Conceptualizing Em-ployee Silence and Employee Voice as Multidimensional Constructs. Journal of Management Studies, 40(6), 1359-1392.
Van Dyne, L., & LePine, J. A. (1998). Helping and voice extra-role be-haviors: Evidence of construct and predictive validity. Academy of Management Journal, 41(1), 108-119.
Van Dyne, L., & Pierce, J. L. (2004). Psychological ownership and feel-ings of possession: Three field studies predicting employee attitudes and organizational citizenship behavior. Journal of Organizational Behavior, 25(4), 439-459.
Van Dyne, L., Cummings, L. L., & Parks, J. M. (1995). Extra-role behav-iors: In pursuit of construct and definitional clarity (a bridge over muddied waters). Research in Organizational Behavior, 17, 215-285.
Venkatraman, N., & Ramanujam, V. (1986). Measurement of business performance in strategy research: A comparison of approaches. Academy of Management Review, 11(4), 801-814.
Von Hippel, C., Sekaquaptewa, D., & McFarlane, M. (2015). Stereotype Threat among Women in Finance Negative Effects on Identity, Workplace Well-Being, and Recruiting. Psychology of Women Quar-terly, 39(3), 405-414.
Wöhrmann, A. M., Fasbender, U., & Deller, J. (2016). Using Work Values to Predict Post‐Retirement Work Intentions. The Career Develop-ment Quarterly, 64(2), 98-113.
Wollack, S., Goodale, J. G., Wijting, J. P., & Smith, P. C. (1971). Devel-opment of the survey of work values. Journal of Applied Psychology, 55(4), 331-338.
Yuan, Z., Li, Y., & Tetrick, L. E. (2015). Job hindrances, job resources, and safety performance: The mediating role of job engagement. Ap-plied Ergonomics, 51, 163-171.
Zakaria, M. N., Yasoa, M. R., Ghazali, M. S., Ibrahim, M. A. H., & Ismail, M. (2017). Integration of Employee Development Practices and Or-ganisational Performance of Local Government. Institutions and Economies, 9(1), 61-79.
Zammuto, R. F. (1982).Assessing Organizational Effectiveness: Systems Change, Adaptation, and Strategy. New York: Suny Press.
Zytowski, D. G. (1970). The concept of work values. Vocational Guidance Quarterly, 18(3), 176-186.
 
 
 
 
第一頁 上一頁 下一頁 最後一頁 top
:::
1. 家族社會情感財富與公司治理體制遵從關係之探討:以家族企業生命週期為調節效果
2. 部屬啊!您有做自己的機會嗎?尚嚴、專權雙元領導與部屬任務績效之關聯性:以情緒調節策略揭開潘朵拉的盒子
3. 影響製造業臺商海外子公司企業永續作為之因素--尾巴搖狗不稀奇?
4. 2018年公務人員年金改革對我國文官態度之影響
5. 工業4.0下之人力資源專業職能探究
6. 消費者無禮行為與運動俱樂部員工之工作敬業和工作滿意度:知覺組織支持的調節
7. 國小教師工作壓力與工作滿意度之關係研究:教師自我效能感的中介效果
8. 工作便利?還是工作壓力?教師下班後即時通訊軟體公務使用情形與工作倦怠之關係--以教師工作價值觀為調節變項
9. 高中職學生的父母親情感支持、情緒智力與主觀幸福感之關係:中介效果的分析
10. 探討認知策略與建言行為之關係研究--以領導風格為調節變數效果之討論
11. 員工知覺環境變化對員工支持組織變革的影響--以逆境商數及開放性人格為調節
12. 越南臺商外派人員之領導部屬交換對職場偏差行為之影響--以外在工作價值與工作不安全感為調節變項
13. 經濟狀況與社會支持對單親父母主觀幸福感之影響:性別差異之研究
14. 樂齡學習中心經營團隊知覺社會支持與工作投入關係之研究:以組織認同為中介變項
15. 創意自我效能、工作價值觀對教師創造力教學影響之研究:專業學習社群與教師信任的跨層次分析
 
無相關著作
 
QR Code
QRCODE