參考文獻 |
一、 英文部分 Adams, J. S. (1965),“Inequity in social exchange.” Advance in Experimental Social Psychology, Vol.2, New York: Academic Press, pp. 267-299. Barr, S. H., Brief, A. P., & Fulk, J. L. (1981), “Correlates of perceives fairness andaccuracy of performance” Academy of Management Proceedings, pp.156-160 Blau, G.J., & Boal, K.B.(1987),“Conceptualizing how job involvement and organizational commitment affect turnover and absenteeism.” Academy of Management Review, Vol.12,No.2,pp. 288-300 Crosby, F. (1984). “Relative deprivation in organizational settings.” In B. M. Staw &L. L. Cummings (Eds.), Research in organizational behavior. Greenwich, CT: JAI Press, Vol. 6, pp. 51-93 Doney, P. M., & Cannon, J. P. (1997). An examination of the nature of trust in buyer-seller relationships. Journal of Marketing, 61, 35-51. Greenberg, J. & Tyler, Tom R. (1987), “Why Procedural justice in Organizations ?”Social justice Research, Vol.1, No.2, pp.127-142. Greenberg, J. (1986), “Determinants of perceived fairness of performance evaluations.” Journal of Applied Psychology, Vol.71, No.2, pp. 340-342. Greenberg, J. (1987), ” A taxonomy of organizational justice theories.” Academy of Management Review, Vol.12, No.1, pp. 9-22. Greenberg, J. (1990a),“Employee theft as a reaction to underpayment inequity: The hidden cost of pay cuts.”Journal of Applied Psychology, Vol.75,pp. 561-568. Greenberg, J. (1990b), “Organizational justice: Yesterday, today, and tomorrow.” Journal of Management, Vol.16, pp.399-432. Greenberg, J.(1988),” Equity and workplace status: A field experiment.” Journal of Applied Psychology, Vol.73, pp.606-613. Jones, G. R., & George, J. M. (1999). The experience and evolution of trust: Iimplications for cooperation and teamwork. Academy of Management Review, 23(3), 31-546. Kanawattanachai, P., & Yoo, Y. (2002). Dynamic nature of trust in virtual teams. Journal of Strategic Information Systems, 11, 187-213. Kanungo, R. N. (1982), “Measurement of Job Work Involvement.” Journal of Applied Psychology, Vol.67, pp.341-349. Landy, F. J., Barnes, J. L., & Murphy, K. R.(1978), “Correlates of perceived Fairness and accuracy of performance evaluation.” Journal of Applied Psychology,Vol.63,No.6, pp.751-754. Lawer , E. E. & Hall, D. T. (1970), Ⅲ “Relationship of Job Cartelistic of Job Involvement, Satisfaction, and Intrinsic Motivation.” Journal of Applied Psychology, Vol.54, pp. 305-312. Leventhal, G. S.(1980), “What should be done with equity theory? ” In K. J. Gergen,M.S. Greenberg & R.H.Willis (Eds.), Social exchange: Advances in theory and research. New York: Plenum press, pp.27-55. Leventhal, G. S., Karuza, J., & Fry, W.R. (1980), “Beyond fairness: A theory of allocation preferences. ” In G. Mikula (Ed.), Justice and social interaction, NewYork: Springer-Verlag, pp.167-218. Lind, E. A. & Tyler, T. R. (1988), The Social Psychology of Procedural Justice. New York: Plenum. Lodahl, T. M. & Kejner, M. (1965), “The Definition and Measurement of Job Involvement.” Journal of Applied Psychology, Vol.49, pp.24-33. Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An integrative model of Organizational trust. Academy of Management Review, 20(3), 709-734. McAllister, D. J. (1995). Affect and cognition-based trust as foundations for Interpersonal cooperation in organizations. Academy of Management Journal, 38, 24-59. Patchen, M. (1970), Participation, Achievement and Involvement on the Job, Englewood Cliffs, New Jersey:Prentice Hall. Robbins, S. P. (1998), Organizational Behavior. 8th Ed.New Jersey:Prentice Hall,pp.140-142. Robinowitz, S. L. & Hall, D.T(1977), “Organizational Research on Job Involvement.” Psychological Bulletin, Vol.41, pp.574-599. Robinowitz, S. L.& Hall, D. T. (1977). “Organizational Research on Job Involvement.” Psychological Bulletin, 84(2), pp.265-288. Rousseau, D. M., Sitkin, S. B., Burt, R. S., & Camerer, C. (1998). Not so different after all: A cross-discipline view of trust. Academy of Management Review, 23(3), 393-404. Saleh, S. D. & Hosek, J. (1976). “Job Involvement: Concepts and Measurements.” Academy of Management Journal, Vol.19, No.2, pp.213-224. Schermerhorn, Jr., J. R., Hunt, J. G., & Osborn, R. N.(1994), Managing organizational behavior, 5th Ed. John Wiley & Sons. Scholl, R.W., Cooper, E.A. & McKenna F. J. (1987),. “Referent selection in determining equity perceptions: Differential effects on behavioral and Attitudinal outcomes.” Personnel Psychology, Vol.40, pp113-124. Thibaut, J. & Walker, L. (1975), Procedure Justice: A psychological analysis. Hillsdale, NJ: Erlbaum. Varma, A. and DeNisi, A. S. (1996) “ Interpersonal Affect and Performance Appraisal : A Field Study,”Personnel Psychology, 49, pp.341-360. Walster, E., Walster, G. W., & Berscheid, E. (1978). Equity: Theory and Research.Boston: Allyn & Bacon. Whitener, E. M., Brodt, S. E., Korsgaard, M. A., & Werner, J. M. (1998). Managers as initiators of trust: An exchange relationship framework for understanding managerial trust-worthy behavior. Academy of Management Review, 23(3), 513-530. 二、 中文部份 王保進(2004),視窗版SPSS與行為科學研究,台北市:心理出版社股份有限公司 王婷玉(2002),團隊成員間價值觀契合與個人效能:人際信任的中介效果。國立台灣大學心理學研究所碩士論文,未出版。 何金銘(2006),統計分析方法,台南:台灣復文興業股份有限公司。 李美枝(1993),〈從有關公平判斷的研究結果看華人之人己關係的界限〉。《本土心理學研究》,1期,267-300。 李東仁(2009),「家長式領導影響部屬情緒反應之探討」,國立中山大學人力資源管理研究所碩士論文。 諸承明(2000),〈親信關係與員工績效評估之關聯性研究〉。《管理評論》,第三期,第十九卷,125-147。 周文霞(2004),《激勵員工決定成功:理論篇》,台北:百善。 邱皓政(2001),量化研究與統計分析,台北市:五南圖書出版公司。 袁國森(1997),「績效評估中程序公平及分配公平之認知對員工績效評估態度之影響-以中華電信某分公司為例」,國立中央大學人力資源管理研究所碩士論文。 陳奇信(1993),「員工對績效評估的態度與工作績效關係之研究」,中國文化大學勞工研究所碩士論文。 黃英忠(2003):〈用人〉。見黃英忠(主編):《現代管理學》。台北:華泰文化事業有限公司。 黃秀媛譯(2005),W.chan Kim、Renee Mauborgne 著,《藍海策略》(Blue Ocean Strategy),台北:天下遠見。 黃寶嬋(2008),「國小行政教師與其主管的關係品質對主管信任與承諾之影響-心理衝突與角色衝突的中介效果」,國立臺南大學教育經營與管理研究所碩士論文 鄭伯壎(1995b):〈差序格局與華人組織行為〉。《本土心理學研究》,3期,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。 |