| 參考文獻 |
一、 英文部分
Adams, J. S. (1965), Inequity in Social Exchange, In L.Berkowitz (Ed.), Advances in
Experimental Social Psychology, 2: 267-299, New York: Academic Press.
Aguinis, H. (2009), Performance Management. 2nd ed . New Jersey: Pearson
Education, Inc.
Allport, G. W.（1947）, The Psychology of Participation, Psychological Review, 52,
pp. 117-132
Alvero, Alicia M. , Bucklin, Barbara R. and Austin, John(2001), 'An Objective
Review of theEffectiveness and Essential Characteristics of Performance
Feedback in Organizational Settings (1985-1998)', Journal of Organizational
Behavior Management, 21: 1, 3 — 29
Anderson, J.E. and J.A. Narus(1990), A Model of Distributor Firm an Manufacturer
Firm Working Partnerships, Journal of Marketing, Vol. 54, , pp. 42-58.
Andalleeb, S. S.(1995), "Dependence Relations and the Modera-ting Role of Trust：
Implications for Behavioral Intention in Marketing Channels," International Journal of Research in Marketing, 12, pp.157-172.
Ashford, SJ (1989). Self-assessments in organizations: A literature review and
integrative model. Research in Organizational Behavior, 11, 113-174.
Ashford S J, Cummings L L(1983), Feedback as an individual resource: Personal
strategies of creating information. Organizational Behavior and Human
Performance, 32：370-398
Ashford, S. J. & Cummings, L. L. 1985. Proactive feedback seeking：The instrumental
use of the information environment. Journal of Occupational Psychology, 58:
67-79.
Atwater, LE, Brett, JF, 2005. 360-Degree Feedback to Leaders: Does it Relate to
Changes in Employee Attitudes? Group & organization management,
31(5):578-600.
Balcazar, FE, BL Hopkins, and Y. Suarez. "A Critical, Objective Review of
Performance Feedback." Journal of Organizational Behavior Management, 7
(1985-86), 65-89.
Baron, R. A. (1988). Negative effects of destructive criticism: Impact on conflict,
self-efficacy, and task performance. Journal of Applied Psychology, 73,
199–207.
Bies, R.J. (1986), “Identifying Principles of Interactional Justice: The Case of
Corporate Recruiting,” Moving Beyond Equity Theory: New Directions in
Research on Justice in Organizations, Symposium Conducted at the Meeting of
the Academy of Management, Chicago, IL.
Bies, R.J. and J.S. Moag, “Interactional Justice: Communication Criteria of
Fairness,” Research on Negotiation in Organizations, 1, 43-55(1986).
Boon, S. D., & Holmes, J. G. (1985). The dynamics of interpersonal trust: Resolving
uncertainty in the face of risk. New York: Cambridge University.
Blood,MJ, & Hulin, CL 1967. Alienation, environmental characteristics, and worker
responses. Journal of Applied Psychology, 51, pp. 284-290.
Brown, M. J. and T. W. Leigh (1996), “A New Look at Psychological Climate and Its
Relationships to Job Involvement, Effect, and Performance.” Journal of Applied
Psychology, 81, pp.358-68
Campbell, JP, & Printchard, RD（1976）.Motivation theory in industrial and
organization psychology, In MDDunnett（eds.）, Handbooks of Industial
organization Psychology: 84-85.
Carnevale, D. G. and B. Wechsler（1992） ”Trust in the public sector: individual and
organizational determinants. ”Administration & Society, 23（4）:471-494.
Colquitt, J. A. (2001) On the Dimensionality of Organizational Justice: A Construct
Validation of a Measure. Journal of Applied Psychology. Vol.86,
No.3, 386-400.
Cook, J. & Wall, T. (1980). New Work Attitude Measures of Trust ,Organizational
Commitment, and Personal Need Nonfulfillment .Journal of Occupational Psychology, 53:39-52.
Cummings, L. L. & Bromiley, P. (1996). "The Organizational Trust Inventory
(OTI)：Development and Validation," in R.M. Kramer & T. R. Tyler (eds.), Trust
in Organizations：Frontiers of Theory and Research. Thousand Oaks, CA：Sage
Publications, pp.302-330.
David, C. , & Shei la, H. (2002). Leadership communication: A status report .Journal
of Communicat ion Management , 6(4): 351-354.
Deutsch, M. (1962), “Cooperation and Trust : Some Theoretical Notes,” Nebraska
Symposium on Motivation, Marshall R. Jones , ed.Lincoln, NE University of
Nebraska Press, pp. 275-320
Doney, P.M. and J.P. Cannon(1997), An Examination of the Nature of Trust in
Buyer-Seller Relationships, Journal of Marketing, Vol. 61, pp. 35-51.
Dubin, R. (1955). Industrial workers' worlds: A study of the central life interests of
industrial workers. Social Problems, New York: Prentice.
Dubin, R.（1958）, The World of Work, Englewood Cliffs, N. J.: Prentice-Hall.
Earley, PC 1986. Trust, perceived importance of praise and criticism, and work
performance: An examination of feedback in The United States and England.
Journal of Management, Vol. 12, No. 4, pp. 457-473.
Folger, R. & Cropanzano, R., 1998. Organizational Justice and Human Resource
Management, SAGE Publications, Inc
Fried, Yitzhak & Gerald R. Ferris. (1987). “The Validity of the Job Characteristics
Model: A Review and Meta-Analysis.” Personnel Psychology, 40(2),pp.
287-323.
Fukuyama, F.(1995). Trust: the social virtues and the creation of prosperity.
New York: Free Press
Greenberg, J., (1990). Employee theft as a reaction to underpayment inequity: The
hidden cost of pay cuts. Journal of Applied Psychology, 75, 561-568.
Greller, M. M., & Herold, D. M. 1975. Sources of feedback: a preliminary
investigation. Organizational Behavior and Human Performance, 13:224-256.
Gulati, R. (1995a). "Does Familiarity Breed Trust : The Impli-cations of Repeated
Ties fo r Contractual Choice in Alli-ances", Academy of Management Journal,
38(1), pp. 85-112.
Hofstede, G. (1997). Culture and organization: Software of the mind. New York:
McGraw-Hill.
Hofstede, G. (2000). Culture’s consequences, 2nd ed. Sage Publishing Co.
Homans, G. (1961). Social behavior. New York: Harcourt.
Hosmer， L. T.，(1995). “Trust: The Connecting Link Between Organizational Theory
and Philosophical Ethics”， Academy of Management Review，20(2): 379-403.
Hwang, K. K. (1987). Face and favor: The Chinese power games. American Journal
of Sociology, 97(4), 944-974.
Ilgen, Daniel R., Cynthia D. Fisher, and M. Susan Taylor (1979) "Consequences of
individual feedback on behavior in organizations." Journal of Applied
Psychology, 64: 349-371.
Jawahar, IM (2006). Correlates of satisfaction with performance appraisal feedback.
Journal of Labor Research, 11(2), 213-236.
Kanawattanachai, P., Yoo, Y. (2002). Dynamic Nature of Trust in Virtual Teams.
Journal of Strategic Information Systems, 11 (3-4), 187-213.
Karriker, JH (2005). Organizational justice and organizational citizenship behavior: a
mediated multi-foci model. Unpublished doctoral dissertation,Virginia
Commonwealth University, Richmond, Virginia
Kluger, A. N., & DeNisi, A. (1996). The effects of feedback interventions on
performance: A historical review, a meta-analysis, and a preliminary feedback
intervention theory. Psychological Bulletin, 119, 254–284.
Kolb, D. A., Rubin, I. M., & McIntyre, J. M. (1980) Organizational Psychology: An
experiential approach. Englewood Cliffs, NJ: Prentice-Hall.
Kanungo, R. N.(1979). The concept of alienation and involvement revisited.
Psychological Bulletin, 86, 119-138.
Kanungo, R. N.(1982). Measurement of Job and work involvement. Journal of
Applied Psychology, 67(3), 341-349.
Kramer, R. M. and T. R. Tyler (eds.) (1996), Trust in Organizations: Frontiers of
Theory and Research, Thousand Oaks, CA: Sage.
Lam, S.S.K., Yik, M.S.M., & Schaubroeck, J. (2002). Responses to formal
performance appraisal feedback: The role of negative affectivity. Journal of
Applied Psychology, 87, 192–201.
Larson, J. R. Jr. (1989), The Dynamic Interplay Between Employees’ Feedback-
Seeking Strategies and Supervisors’ Delivery of Performance Feedback,
Academy of Management Journal, 14(3), 408-422.
Larson, J. R. (1984). The performance feedback process: A preliminary model.
Organizational Behavior and Human Performance, 33, 42-76
Lawler,E.E.& Hall,D.T. (1970),”Relationship of Job Characteristics to Job
Involvement Satisfaction and Intrinsic Motivation”. Journal of Applied
Psychology,54(4),p.306.
Lodahl, T. M. & Kejner, M.（1965）, The Definition and Measurement of Job
Involvement, Journal of Applied Psychology, 49, pp. 24-33.
Lockett, M. (1988) Culture and the Problems of Chinese management.
Organization Studies, Vol. 9, No. 4, pp. 475-496.
London, Manuel, 2003. Job Feedback: Giving, Seeking, and Using Feedback for
Performance Improvement, Mahwah, NJ: Lawrence Erlbaum Associates
London, M. , & Smither, J. W.（2002）. Feedback orientation, feedback culture, and
the longitudinal performance management process. Human Resource
Management Review, 12, 81–100
Maurer, JG (1969), “Work Role Involvement of Industrial Supervisors”, East Lansing:
MSU Business Studies.
Mayer,R.C., Davis, J. H. and Schoorman, F. D.,(1995). “An Integration Model of
Organizational Trust”,Academy of Management Review.
Mayer, R. C., Davis, J. H. & Schoorman, F. D. (1995). " An In-tegrative Model of
Organizational Trust," Academy of Mana-gement Review, 20(3), pp.709-734.
McAllister, D. J. (1995). "Affect- and Cognition-based Trust as Foundations for
Interpersonal Cooperation in Organiza-tions," Academy of Management Journal,
38, pp.24-59.
Milliman, J., Taylor, S., & Czaplewski, A.J. (2002). Cross-cultural performance
feedbaqck in multinational enterprises: Opportunity for organizational learning.
Human Resource Planning, 25(3), 29-43.
Moorman, C., Deshpande, R. and Zaltman, G., 1993. “Factors Affecting Trust in
Market Research Relationships”, .Journal of Marketing, 58: 20-38.
Morgan, R. M. and Hunt, S. D., (1994), “The Commitment-Trust Theory of
Relationship Marketing”, Journal of Marketing, 58, 20-38.
Nadler, D. A (1977). Feedback and organization development: Using data-based
method. Reading, Mass: Addison-Wesley..
Leventhal G S, Karuza J, Fry W R. Beyond fairness: A theory of allocation
preferences. In: G Mikula ed. Justice and social interaction. NY:Springer-Verlag,
1980. 27~55
Niehoff, B.P. and R.H. Moorman,(1993) “Justice as a Mediator of the Relationship
between Methods of Monitoring and Organizational Citizenship Behavior,”
Academy of Management Journal, 36, 527-556.
Paullay, I. M., Alliger, G. M., & Stone-Romero, E. F. 1994. Construct validation of
two instruments designed to measure job involvement and work centrality.
Journal of Applied Psychology, 79(2): 224-228.
Podsakoff, PM & Farh, JL (1989).Effects of feedback sign and credibility on goal
setting and task performance. Organizational Behavior and Human Decision
Processes, 44: 45-67.
Raymond A. Noe, John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright,
HumanResource Management: Gaining a Competitive Advantage, 1994.
Ring, P. S. and A. H. Van De Ven（1992）”St ructuring cooperative relationships
between organizations.”Strategic Management Journal ,13：483-498.
Robbins, S. P. (2001). Organizational behavior (9th ed.). Upper Saddle River, N.J.:
Prentice-Hall.
Robinowitz, S. ,＆ Hall, DT (1977). Organizational research on job involvement.
Psychological Bulletin, 84(2), 93-108.
Rotter, J. B. 1980. “Interpersonal Trust, Trustworthiness, and Gullibility”, American
Psychologist. 35: 1-7.
Rousseau, D. M., Sitkin, S. B., Burt, R. S., and Camerer, C., 1998. “Not So Different
After All: A Cross-Discipline View of Trust”, Academy of Management Review,
23(3): 393-404.
Sabatelli, RM, Buck, R. & Dreyer, A. 1983. Locus of control, interpersonal trust, and
nonverbal communication accuracy. Journal of Personality and Social
Psychology, Vol. 44, No. 2, pp. 399-409.
Sabel, CF (1993). "Studied Trust：Building New Forms of Co- operation in a Volatile
Economy," Human Relations, 46(9), pp.1133-1170.
Saleh, SDand Hosek, J. (1976), Job Involvement: Concepts and Measurements,
Academy of Management Journal, 19(2),pp.213-24.
Schindler, P. L. , & Thomas, C. C. 1993. The Structure of Interpersonal Trust in the
Workplace. Psychological Reports, 563-573.
Scholl, R.W., Cooper, R.A. and J.F. McKenna, (1987)“Referent Selection in
Determining Equity Perceptions: Differential Effects on Behavioral and
Attitudinal Outcomes,” Personnel Psychology, 40, 113-124.
Taylor, MS, Fisher, CD, & Ilgen, DR (1984).Individuals' reactions to performance
feedback in organizations: A control theory perspective. Research in Personnel
and Human Resource Management, 2, 81-124
Taylor, M. S., Fisher, C. F., & Ilgen, D. R. (1984). Individual's reactions to
performance feedback in organizations: A control theory perspective. In K. M.
Rowland and G. R. Ferris (Eds.) Research in Personnel and Human Resources
Management, 6, 81-124, Greenwich, CT: JAI Press.
Thibaut, J. W., & Walker, L.(1975). Procedural justice: A psychological analysis.
Hillsdale, NJ: Erlbaum.
Tyler, T. R., & Blader, S. L. (2000). Cooperation in groups: Procedural justice, social
identity, and behavioral engagement. New York: Psychology Press.
Tyler, T. R., & Degoey, P. (1996). Trust in organizational authorities: The influence
of motive attributions on willingness to accept decisions. In R. M. Kramer, & T.
R. Tyler, (Eds.), Trust in Organizations (pp. 331-356). Thousand Oaks, CA:
SAGE Publications, Inc.
Tyler, T. and R.J. Bies, (1990) “Interpersonal Aspects of Procedural Justice,”
Applied Social Psychology in Business Settings, 77-98, Erlbaum, NJ, Hillsdale
Vroom, V. H.（1962）, Ego-Involvement, Job Satisfaction and Job Performance, Personnel Psychology, 15, pp. 159-177.
Van Tuan, V., & Napier, N. (2000b). Paradoxes in vietnam and America: Lessons
earned. Human Resource planning, 23(1), 7-8.
Wasti, S.A. (2003). Organizational commitment, turnover intentions and the influence
of cultural values. Journal of Occupational & Organization Psychology, 76,
303-321.
Walsh JP, Ashford SJ, & Hill T E (1985). Feedback obstruction: the influence of the
information environment of employee turnover intentions. Human Relations, 38: 23∼46
Wright, P.M., & Boswell, W.R. (2002). Desegregating HRM: A review and synthesis
of micro and macro human resource management research. Journal of
Management, 28(3), 237-246.
二、 中文部分
丁志達（2003）：《績效管理》。台北：揚智出版社。
王新怡（2003），「家長式領導、信任與員工效能」，國立中山大學人力資源管理
研究所未出版碩士論文，高雄市。
王永麗、時勘（2004）。「績效回饋研究的回顧與展望」。心理科學進展，12，282-
289。
毛曉鷁（2008），「員工對晉升制度公平認知影響工作投入之研究」，國立中央大
學未出版碩士論文，中壢市。
石樸（1991），「企業界員工工作滿意、工作投入與離職意願之研究」，國立政治
大學社會學研究所未出版碩士論文，台北市。
李安麗（2000），「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」，國立中央大學未出版碩士論文，中壢市。
高承恕、陳介玄（1989）：台灣企業運作的社會秩序—人情關係與法律。社會與
經濟，3、4期，151-165。
陳彥君（2008) ，「績效回饋之評價與反應之研究: 探討回饋方向, 回饋方式及
文化我之互動效果」。國立台灣大學商學研究所未出版之博士論文，台北市。
黃光國（1988）：《儒家思想與東亞現代化》。臺北：巨流圖書公司。
黃光國（1995）:《知識與行動釋》。台 北:心理出版社。
黃建安（2004) ，「國小兼組長教師工作價值觀、角色壓力與工作投入關係之研
究」。 未出版碩士論文，國立高雄師範大學，高雄市。
吕厚超译 (2006) 。人力资源管理中的应用心理学第六版(原作者：Casio,
W.F.,& Aguinis, H.)，北京:北京大学出版社
陳照明譯(1983)。人性與管理 : 改善人際關係與組織績效的策略（原作者：
William G. Dyer），台北市 : 中興管理顧問
張火燦（1997），《策略性人力資源管理》（Strategic Human Resource
Management），台北:揚智文化事業公司。
顏沛逸（2004），「員工對組織績效評核之公平性認知及其對工作態度之影響—
以中部某醫學中心為對象」。國立中山大學人力資源管理研究所未出版之碩
士論文，高雄市。
嚴春財（1998），「山地鄉國小教師教學工作投入之研究」。國立嘉義師範學院國
民教育研究所未出版碩士論文，嘉義市。
劉鈞慈（2000），「程序公平、組織承諾、信任與組織公民行為關係之研究-以我
國產物保險產業為例」，銘傳大學管理科學研究所碩士論文，台北市。
鄭伯壎(1995b)：〈差序格局與華人組織行為〉。「本土心理學研究」，3，142-219。
鄭伯壎(1997b)：〈差序格局與華人組織行為：台灣大型民營企業的初步研究〉。《第
四屆中國人心理與行為學術研討會宣讀論文》。台北：中央研究院民族學研
究所。
鐘金玉（2001），「公務人員績效評核公平與工作態度之研究－以高雄市政府所屬
警察、醫療、稅務人員為對象」，國立中山大學人力資源管理研究所碩士論
文。
顏沛逸（2004），「員工對組織績效評核之公平性認知及其對工作態度之影響」，
國立中山大學人力資源管理研究所碩士論文。 |
