本研究欲探討組織中非正式關係對於個人工作態度的影響力，從職場人際關係的角度切入，以職場友誼作為前置因素，試圖了解當關係愈好，對於彼此在適配感受以及員工離職傾向的影響，並從關係適配之觀點（個人–群體適配與個人–主管適配）分別探討其在水平職場友誼、垂直職場友誼與離職傾向之間所扮演的中介角色，以及關係適配彼此對於離職傾向的調節效果。
本研究以新竹科學園區非主管職員工為研究對象，以問卷調查法進行資料蒐集，採用紙本及網路問卷並行調查，共發出紙本問卷280份，回收有效紙本樣本計208份，以及有效網路樣本計96份，共計有效樣本數為304份。以結構方程模型透過路徑分析、拔靴法與Subgroup analysis進行研究假設驗證，發現（一）無論是水平職場友誼或是垂直職場友誼對於離職傾向皆不具有顯著的負向影響；（二）水平職場友誼對於個人–群體適配以及垂直職場友誼對於個人–主管適配皆具有正向的顯著影響；（三）個人–群體適配與個人–主管適配對於離職傾向皆具有負向的顯著影響；（四）在中介效果部分，個人–群體適配在水平職場友誼與離職傾向間具有完全中介效果，但是個人–主管適配在垂直職場友誼與離職傾向間不具有中介效果；（五）在調節效果部分，無論是個人–主管適配在個人–群體適配與離職傾向間，或個人–群體適配在個人–主管適配與離職傾向間皆不具有顯著的調節效果。最後，根據本研究結果提出理論與實務意涵，作為後續相關研究之參考。

This study was intended to explore the influence of informal relationships in organizations on employee’s work attitudes. From the perspective of interpersonal relationship in the workplace, with workplace friendship as a pre-factor, to examine the better the relationship, the influence on relational fit and turnover intention. Besides, from the perspective of relational fit (person-group fit, person-supervisor fit), to respectively clarify the mediating effect of horizontal and vertical workplace friendship on turnover intention and the moderating effect of relational fit on turnover intention.
The research subjects of this study were non-management employees of Hsinchy Science Park in Taiwan. Adopt research by questionnaire and the data were collected using printed and online questionnaires. A total of 280 printed questionnaires were distributed and 208 valid copies were returned. Moreover, 96 valid online questionnaires were returned. A total of 304 valid questionnaires were obtained. Path analysis, bootstrapping and subgroup analysis of structural equation modeling was adopted for hypothesis testing. The study showed that:
1.Whether horizontal workplace friendship or vertical workplace friendship had no significantly negative influence on turnover intention.
2.Horizontal workplace friendship had a significantly positive influence on person-group fit and vertical workplace friendship also had a significantly positive influence on person-supervisor fit.
3.Both person-group fit and person-supervisor fit had a significantly negative influence on turnover intention.
4.Person-group fit mediated the relationship between horizontal workplace friendship and turnover intention. However, person-supervisor fit didn’t mediate the relationship between vertical workplace friendship and turnover intention.
5.Person-supervisor fit didn’t moderate the relationship between person-group fit and turnover intention. Person-group fit didn’t moderate the relationship between person- supervisor fit and turnover intention, either.
Finally, theoretical and practical implications, and suggestions for future studies were also provided.

摘 要 i
Abstract ii
謝 辭 iii
表目錄 vii
圖目錄 viii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第二章 文獻探討 5
第一節 職場友誼 5
第二節 關係適配 13
第三節 離職傾向 22
第四節 職場友誼對於離職傾向的影響 30
第五節 關係適配對於離職傾向的影響 32
第六節 職場友誼對於關係適配的影響 34
第七節 關係適配的中介效果 36
第八節 關係適配的調節效果 38
第三章 研究方法 41
第一節 研究架構與假設 41
第二節 研究對象與施測程序 42
第三節 資料分析方法 46
第四節 研究工具 48
第四章 研究結果與討論 65
第一節 描述性統計與相關分析 65
第二節 研究假設驗證 66
第五章 結論與建議 73
第一節 研究結果 73
第二節 結果討論 74
第三節 理論與實務意涵 79
第四節 研究限制與建議 83
參考文獻 87
附錄一：專家內容效度評核表 107
附錄二：新竹科學園區一般員工調查問卷 117

李旭梅、蔡碧珊（2016）。職場友誼與離職意圖關係之研究：以幸福感為中介效果。明新學報，42（1），頁125-141。
李德治、洪麗美、童惠玲、陳巧孟（2010）。壽險業務人員離職傾向影響因素之研究。弘光人文社會學報，13，頁49-70。
邱皓（2010）。量化研究法（二）統計原理與分析技術。台北市：雙葉書廊。
林彩梅、嚴文位（2007）。領導型態與職場友誼關係之研究。多國籍企業管理評論，1（2），頁1-14。
紀乃文、陳皓怡、楊美玉、鄭妃君、蔡維奇（2008）。個人－工作適配量表發展：多元構面觀點。管理學報，25（5），頁577-598。
高瑞堂、張婉菁（2017）。以角色理論觀點探討影響高科技產業員工離職傾向之因素。企業管理學報，115，頁1-26。
莊璦嘉（民105年9月）。新創留才 適不適配很重要。今周刊。取自https://www.businesstoday.com.tw/article/category/154685/post/201609080029
莊璦嘉、沈其泰（2017）。適配的「適配」：關係適配與理性適配的互動。人力資源管理學報，17（3），頁1-32。
莊璦嘉、林惠彥（2005）。個人與環境適配對工作態度與行為之影響。台灣管理學刊，5（1），頁123-148。
莊璦嘉、許書瑋、王安智（民105年10月）。華人文化下適才適所的挑戰。哈佛商業評論。取自 https://www.hbrtaiwan.com/article_content_AR0003731.html
許逢修、吳淑鈴（2015）員工職場友誼對組織公民行為之影響：組織認同的中介效果。管理研究學報，15（2），頁85-119。
陳建佑（2011）。從關懷與交易觀點探討職場友誼與組織公民行為之關係。人文暨社會科學期刊，7（2），頁17-24。
彭台光、高月慈、林鉦棽（2006）。管理研究中的共同方法變異：問題本質、影響、測試和補救。管理學報，23（1），頁77- 98。
黃英忠（2001）。現代管理學。台北市：華泰文化事業股份有限公司。
黃培文（2007）。工作適性的組織、群體及職務層次對工作滿意的同時效果－以台灣旅館業餐飲部員工為例。中山管理評論，15（2），頁465-498。
趙映振、劉兵、彭萊（2005）。企業員工離職傾向影響因素的探討研究。人類功效學，11（4），頁58-60。
劉子菊（2008）。個人與群體適配對員工態度與行為之影響－個人與群體層次變數之干擾。（未出版之碩士論文）國立臺灣大學商學研究所，台北市。
劉月琪、趙玉裴、顏鈺津、洪淑美、許蕊、方嬋娟（2017）。澎湖地區醫院護理人員離職傾向之探討。中華職業醫學雜誌，24（1），頁23-36。
鄭怡君、蔡俊傑（2016）。Bootstrap中介效果結構方程模式分析。體育學系學刊，15，頁102-144。
鄭婕盈、楊濱燦、李沛慶（2013）。銷售人員與團隊之配適對職場友誼影響之研究。多國籍企業管理評論，7（1），頁23-44。
謝琇玲、林惠敏（2015）。職場友誼促進組織公民行為？公平捷徑理論觀點。勞資關係論叢，17（1），頁60-88。
顏昌華、林英顏、黃文平、鄧秀玉（2011）。組織公平、工作安全感與職場友誼關係之研究－正職勞工與派遣勞工之探討。人力資源管理學報，11（2），頁47-69。
酆玲玲、蘇文凱、劉彩娥、李明輝（2013）。護理人員知覺幸福感氛圍與職場友誼關係之研究－團體成員交換關係品質之中介效果。人文暨社會科學期刊，9（1），頁1-10。
Abelson, M. A. (1986). Strategic management of turnover: A model of the health service administrator. Health care management review, 11 (2), 61-71.
Abid, G., and Butt, T. H. (2017). Expressed turnover intention: Alternate method for knowing turnover intention and eradicating common method bias. International Letters of Social and Humanistic Sciences, 78, 18-26.
Adkins, B., & Caldwell, D. (2004). Firm or subgroup culture: Where does fitting in matter most? Journal of Organizational Behavior, 25, 969-978.
Adkins, C. L., E. C. Ravlin, and B. M. Meglino (1996). Value Congruence between Co-Workers and Its Relationship to Work Outcomes. Group and Organization Management, 21 (4), 439-460.
Ahmed Abdalla, Ahmed Elsetouhi, Abdelhakim Negm, Hussein Abdou, (2018). Perceived person-organization fit and turnover intention in medical centers: The mediating roles of person-group fit and person-job fit perceptions. Personnel Review, 47(4), 863-881. https://doi.org/10.1108/PR-03-2017-0085
Andrews, M. C., Kacmar, K. M., Blakely, G. L., & Bucklew, N. S. (2008). Group cohesion as an enhancement to the justice-affective commitment relationship. Group & Organizational management, 33 (6), 736-755.
Applebaum, A.; Fowler, S.; Fiedler, N.; Osinubi, O.; Robson, M. The impact of environmental factors on nursing stress, job satisfaction and turnover intention. J. Nurs. Admin. 2010, 40, 323-328.
Arnold, H. J., & Feldman, D. C. (1982). A multivariate analysis of the determinants of turnover. Journal of Applied Psychology, 67, 350-360.
Asgharian, R., Yusoff, R., Mazhari, M. Y., Mardani, A., & HazratSoltan, E. K. (2013). Examining the effect of workplace friendships and Job Embeddedness on Turnover Intention (The Case of Mashhad as a Tourist Destination in Iran). International Journal of Business and Management Invention, 2 (7), 17-25.
Astakhova, M. N. (2016). Explaining the effects of perceived person–supervisor fit and person–organization fit on organizational commitment in the US and Japan. Journal of Business Research, 69(2), 956–963.
Babalola, S. S. (2016). The effect of leadership style, job satisfaction and employee supervisor relationship on job performance and organizational commitment. Journal of Applied Business Research, 32, 935-946. Retrieved from https://www.cluteinstitute.com
Banks, G. C., Batchelor, J. H., Seers, A., O' Boyle, E. H., Pollack, J. M., & Gower, K. (2014). What does team-member exchange bring to the party? A meta-analytic review of team and leader social exchange. Journal of Organizational Behavior, 35, 273-295. doi:10.1002/job.1885
Bartels, J., Pruyn, A., de Jong, M., & Joustra, I. 2007. Multiple organizational identification levels and the impact of perceived external prestige and communication climate. Journal of Organizational Behavior, 28, 173-190.
Becker, Ayman & Korabik (2002). Discrepancies in self/subordinates' perceptions of leadership behavior: Leader's gender, organizational context, and leader's self-monitoring. Group & Organization Management, 27 (2), 226-244. doi: 10.1177/1051102027004
Berman, E. M., West, J. P and Richter, M. N. (2002). Workplace Relations: Friendship Patterns and Consequences (According To Managers). Public Administration Review, 62 (2), 217-230.
Boon, C., & Biron, M. (2016). Temporal issues in person–organization fit, person-job fit and turnover: The role of leader-member exchange. Human Relations, (ahead-of print). doi:0018726716636945
Bowler, W. M., & Brass, D. J. (2006). Relational correlates of interpersonal citizenship behavior: A social network perspective. Journal of Applied Psychology, 91, 70−82.
Boyd, N. G., & Taylor, R. R. (1998). A developmental approach to the examination of friendship in leader-follower relationships. Leadership Quarterly, 9 (1), 1-25.
Bozionelos, N. (2003). Intra-Organizational Network Resources: Relation To Career Success And Personality. The International Journal of Organizational Analysis, 11 (1), 41-66.
Brass, D. J., Galaskiewicz, J., Greve, H. R., & Tsai, W. 2004. Taking stock of networks and organizations: A multilevel perspective. Academy of Management Journal, 47, 795-817.
Breeden, S. A. 1993. Job and occupational change as a function of occupational correspondence and job satisfaction. Journal of Vocational Behavior, 43, 30-45.
Bretz, R.D., Jr., Rynes, S.L., & Gerhart, B. (1993). Recruiter perceptions of applicant fit: Implications for individual career preparation and job search behavior. Journal of Vocational Behavior, 43, 310-327.
Bridge, K., & Baxter, L. A. (1992). Blended relationships: Friends as work associates. Western Journal of Communication, 56, 220-225.
Cable, D. M., and T. A. Judge (1996). Person-Organization Fit, Job Choice Decision, and Organizational Entry. Organizational Behavior and Human Decision Processes, 67 (3),294-311.
Cable, D.M., & DeRue, D.S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87, 875-884.
Campion, M. A., Medsker, G. J., & A. C. Higgs, 1993. Relations between work group characteristics and effectiveness: Implications for designing effective work groups. Personnel Psychology, 46, 823-850.
Caplan RD. (1987). Person-environment fit theory and organizations: Commensurate dimensions, time perspectives, and mechanisms. Journal of Vocational Behavior, 31, 248-267.
Carsten, J. M. & Spector P. E (1987). Unemployment, job satisfaction, and employee turnover: A meta-analytic test of the muchinsky model. Journal of applied psychology, 72 (3), 374-381.
C. C. Schermuly and B. Meyer (2016). Good relationships at work: The effects of Leader–Member Exchange and Team–Member Exchange on psychological empowerment, emotional exhaustion, and depression, Journal of Organizational Behavior, 37(5), 673-691.
Chan, S. H., Wan, Y. K. P. & Kuok, O. M. (2015) Relationships Among Burnout, Job Satisfaction, and Turnover of Casino Employees in Macau. Journal of Hospitality Marketing & Management, 24 (4), 345-374. doi: 10.1080/19368623.2014.911712
Chang, C. H. & Lyons, B. J. (2012). Not all aggressions are created equal: A multifoci approach to workplace aggression. Journal of Occupational Health Psychology, 17, 79-92. doi: 10.1037/a0026073
Chatman, J. (1989). Improving interactional organizational research: A model of person-organization fit. Academy of Managemant Review, 14 (3), 333-349.
Chen, G., Ployhart, R. E., Thomas, H. C., Anderson, N., & Bliese, P. D. (2011). The power of momentum: A new model of dynamic relationships between job satisfaction change and turnover intentions. Academy of Management Journal, 54 (1), 159-181.
Chen, P., Sparrow, P., & Cooper, C. (2016). The relationship between person-organization fit and job satisfaction. Journal of Managerial Psychology, 31 (5), 946-959.
Chhabra, B. (2015). Person-job fit: Mediating role of job satisfaction and organizational commitment. Indian Journal of Industrial Relations, 50(4), 639-651.
Chuang, A., Shen, C. T., & Judge, T. A. (2016). Development of a Multidimensional Instrument of Person–Environment Fit: The Perceived Person–Environment Fit Scale (PPEFS). Applied Psychology: An International Review, 65 (1), 66-98. doi: 10.1111/apps.12036
Clark, M. S. (1981). Noncomparability of benefits given and received: A cue to the existence of friendship. Social Psychology Quarterly, 44, 375-381.
Clark, M. S., & Mills, J. (1979). Interpersonal attraction in exchange and communal relationships. Journal of Personality and Social Psychology, 37, 12-24.
Cohen, J. (1988). Statistical power analysis for the behavioral science. Hillsdale, NJ: Erlbaum.
Cohen, S., & Wills, T. A. (1985). Stress, social support, and the buffering hypothesis. Psychological Bulletin, 98 (2),310-357.
Cools, E., Van den Broeck, H. and Bouckenooghe, D. (2009). Cognitive styles and person–environment fit: investigating the consequences of cognitive (mis) fit. European Journal of Work and Organisational Psychology, 18, 167-198.
Cotton, J and Tuttle, J (1986). Employee turnover: A meta-analysis and review with implication for research. Academy of Management Review, 11 (1), 55-70.
Crossley, C., Bennett, R. J., Jex, S. M., & Burnfield, J. L. (2007). Development Of A Global Measure Of Job Embeddedness And Integration Into A Traditional Model Of Voluntary Turnover. J Appl Psychol, 92 (4), 1031-1042.
Dalton, D. R., Johnson, J. L., & Daily, C. M. (1999). On the use of “Intent to…” variables in organizational research: An empirical and cautionary assessment. Human Relations, 52(10), 1337-1350.
Dalton, D. R., & Todor, W. D. (1979). Turnover turned over: An expanded and positive perspective. Academy of Management Review, 4, 225-235.
De Vogli, R. (2010). Social Relationships at Work and Depression. Journal of Epidemiology and Community Health, 64 (8), 652-653.
Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self determination of behavior. Psychological Inquiry, 11, 227-268.
DeConinck, J., DeConinck, M. B., & Lockwood, F. (2015). Influence of job fit, perceived support, and organizational identification in the sales force: An analysis of antecedents and outcomes. Archives of Business Research, 3 (5),51-60. doi:10.14738/abr.35.1489
Dickie, C. (2009). Exploring Workplace Friendships in Business: Cultural Variations of Employee Behaviour. Human Resource Management, 17 (1), 128-137.
DiMarco, N. (1975). Life style, work group structure, compatibility, and job satisfaction. Academy of Management Journal, 18, 313–322.
Demir, M., Demir, S.S. and Nield, K. (2015). The relationship between person-organization fit, organizational identification and work outcomes. Journal of Business Economics and Management, 16(2), 369-386.
Dobel, J. Patrick. (2001). Can public leaders have friends?. Public Integrity, 3, 145-58.
Dotan, H. (2009). Workplace friendships: Origins and consequences for managerial effectiveness. Academy of Management Proceedings, 86, 1-6.
Driskell JE, Hogan R, Salas E. (1987). Personality and group performance. In Hendrick C (Ed.), Review of personality and social psychology, 9, 91-112. Beverly Hills: Sage.
Edwards, J. R. (1991). Person-job fit: A conceptual integration, literature review, and methodological critique. International Review of Industrial and Organizational Psychology, 6, 283-357.
Fang, Y. (2001), Turnover propensity and it’s causes among Singapore nurses: An empirical study. Int. J. of human resource management, 859-871.
Feeley, T. H., Hwang, J., & Barnett, G. A. (2008). Predicting employee turnover from friendship networks. Journal of Applied Communication Research, 36 (1), 56-73. doi: 10.1080/00909880701799790
Frances J. Milliken & Luis L. Martins (1996). Searching for Common Threads: Understanding the Multiple Effects of Diversity in Organizational Groups. The Academy of Management Review, 21 (2), 402-433.
Frances, D. H., & Sandberg, W. R. (2000). Friendship within entre-preneurial teams and its association with team and venture per-formance. Entrepreneurship Theory and Practice, 25 (2), 5-25.
Ghosh, D., & Gurunathan, L. (2015). Do Commitment based Human Resource Practices influence Job Embeddedness and Intention to Quit? IIMB Management Review, 27, 240-251.
Gladstein DL. (1984). Groups in context: A model of task group effectiveness. Adminkfrative Science Quarterly, 29, 499-517.
Goodwin, V. L., Bowler, W. M., & Whittington, J. L. (2009). A social network perspective on LMX relationships: Accounting for the instrumental value of leader and follower networks. Journal of Management, 35, 954-980. http://doi.org/bdh2s6
Grant, A. M., Gino, F., & Hofmann, D. A. 2011. Reversing the extraverted leadership advantage: The role of employee proactivity. Academy of Management Journal, 54, 528-550.
Griffeth, R. W., Hom, P. W., & Gaertner, S. 2000. A metaanalysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26, 463-488.
Griffitt, W. (1969) Attitude evoked anticipatory responses and attraction. Psychonomic Science, 14, 153-155.
Guha, S., & Chakrabarti, S. (2015). Effects of intrinsic and extrinsic factors on voluntary employee turnover: An alternative exposition. Anvesha, 8, 34-41.
Guzzo, R., & Salas, E. (Ed.). (1995). Team effectiveness and decision making in organizations. San Francisco, ca: Jossey-Bass.
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Decision Processes, 16, 250-279.
Hackman, J.R., & Lawler, E.E. (1971). Employee reactions to job characteristics. Journal of Applied Psychology, 55 (3),259-286. doi: 1037/h0031152
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis. Prentice Hall: Upper Saddle River.
Haythorn WW. (1968). The composition of groups: A review of the literature. Acta Psychologica, 28, 97-128.
Henderson, D. J., Wayne, S. J., Shore, L. M., Bommer, W. H., & Tetrick, L. E. (2008). Leader-member exchange, differentiation, and psychological contract fulfillment: A multilevel examination. Journal of Applied Psychology, 93, 1208-1219.
Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The Motivation to Work. New York, NY, USA: Wiley.
Hoerr, J. (1989). The payoff from teamwork. Business Week, 56-62.
Hoffman, B. & Woehr, D. (2006). A quantitative review of the relationship between person-organization fit and behavioral outcomes. Journal of Vocational Behavior, 68 (3), 389-99.
Hoffman, B. J., Bynum, B. H., Piccolo, R. F., & Sutton, A. W. (2011). Person-organization value congruence: How transformational leaders influence work group effectiveness. Academy of Management Journal, 54, 779-796.
Hofstede, G. (1998). Identifying Organizational Subcultures: An Empirical Approach. Journal of Management Studies, 35 (1), 1-12.
Holtom, B. C., T.R. Mitchell, T.W. Lee, M.B. Eberly. 2008. Turnover and retention research: A glance at the past, a closer review of the present, and a venture into the future. Acad. Management Annals, 2, 231-274.
Hom, P. W., Caranikas-Walker, F., Prussia, G. E., & Griffeth, R. W. (1992). A meta-analytical structural equation analysis of a model of employee turnover. Journal of Applied Psychology, 77, 890-909.
Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102, 530–545.
Homans, G. C. 1958. Social behavior as exchange. American Journal of Sociology, 63, 597-606.
Hulin, C. L., Roznowski, M., & Hachiya, D. (1985). Alternative opportunities and withdrawal decisions: Empirical and theoretical discrepancies and an integration. Psychological Bulletin, 97, 233-250.
Huston, T.L., & Levinger, G. (1978). Interpersonal attraction and relationships. Annual Review of Psychology, 29, 115-156.
Ibarra, H. (1993). Personal networks of women and minorities in management: A conceptual framework. Academy of Management Review, 18 (1), 56-87.
Igharia, I. and Greenhaus, J. (1992). The career advancement prospects of managers and professionals. Decision Sciences, 23 (2), 478-500.
Jaccard, J., Turrisi, R. & Wan, C. (1990). Interaction Effects in Multiple Regression. Newbury Park, CA: Sage Publications. Inc.
Jackofsky, E. F., (1984). Turnover and Job Performance: An Integrated Process Model. Academy of Management Review, 9, 1984.
Jackson SE, Brett JF, Sessa VI, Cooper DM, Julin JA, Peyronnin K. (1991). Some differences make a difference: Individual dissimilarity and group heterogeneity as correlates of recruitment, promotions, and turnover. Journal of Applied Psychology, 76, 675-689.
John Fazio, Baiyun Gong, Randi Sims, Yuliya Yurova, (2017). The role of affective commitment in the relationship between social support and turnover intention, Management Decision, 55(3), 512-525.
Judge TA, Ferris GR. (1992). The elusive criterion of fit in human resource staffing decisions. Human Resource Planning, 15 (4) ,47-6.
Jung, D. I., & Avolio, B. J. (2000). Opening the black box: An experimental investigation of the mediating effects of trust and value congruence on transformational and transactional leadership. Journal of Organizational Behavior, 21, 949-964.
Kalidass, A., & Bahron, A. (2015). The relationship between perceived supervisor support, perceived organizational support, organizational commitment and employee turnover intention. International Journal of Business Administration, 6(5), 82. doi:10.5430/ijba.v6n5p82
Kammeyer-Mueller, J. D., Wanberg, C. R., Glomb, T. M., & Ahlburg, D. A. 2005. Turnover processes in a temporal context: It' s about time. Journal of Applied Psychology, 90, 644-658.
Kirby, E. L., & Krone, K. J. (2002). “The policy exists but you can’t really use it”: Communication and the structuration of work–family policies. Journal of Applied Communication Research, 30, 50–77.
Kline, R. B. (2005). Principles and practice of structural equation modeling (2nd ed.). New York: Guilford.
Krackhardt, D., & Kilduff, M. (1999). Whether close or far: Social distance effects on perceived balance in friendship networks. Journal of Personality and Social Psychology, 76, 770-782.
Krackhardt, D., & Porter, L. W. (1985). When friends leave: A structural analysis of the relationship between turnover and stayers' attitudes. Administrative Science Quarterly, 30, 242-261.
Krackhardt, D., & Stern, R. N. (1988). Informal networks and organizational crises: An experimental simulation. Social Psychology Quarterly, 51, 123-140. doi:10.2307/2786835
Kram, K. E., & Isabella, L. A. (1985). Mentoring alternatives: The roloe of peer relationships in career development. Academy of Management Journal, 28 (1), 110-132.
Krishnan, Wesley, & Bhaskaran (2017). Perceived Person-Environment Fit and Employees' Turnover Intention. International Journal of Current Advanced Research, 6(8), 5218-5224. DOI: http://dx.doi.org/10.24327/ijcar.2017.5224.0675
Kristof-Brown, A. L (1996). Person-Organization Fit: An Integrative Review of Its Conceptualizations, Measurement, and Implications. Personnel Psychology, 49 (1), 1-49.
Kristof-Brown, A. L. (2000). Perceived applicant fit: Distinguishing between recruiters' perceptions of person-job and person-organization fit. Personnel Psychology, 53 (3), 643-671.
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individual's fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58, 281–342.
Kristof-Brown, A., & Guay, R. P. (2011). Person–environment fit. APA handbook of industrial and organizational psychology,3, 3-50. doi:10.1037/12171-001
Kristof-Brown, A., Barrick, M. R., & Stevens, C. K. (2005). When opposites attract: A multi-sample demonstration of complementary person–team fit on extraversion. Journal of Personality, 73, 935-958.
Kruger, L. J., Bernstein, G., & Botman, H. (1995). The relationship between team friendships and burnout among residential counselors. The Journal of Social Psychology, 135 (2), 191-201.
Lankau, M. J., Riordan, C. M., & Thomas, C. H. (2005). The effects of similarity and liking in formal relationships between mentors and protégés. Journal of Vocational Behavior, 67, 252-265
Lauver, K.J., & Kristof-Brown, A.L. (2001). Distinguishing between employees' perceptions of person–job and person–organization fit. Journal of Vocational Behavior, 59, 454-470.
Leiter, M. P., & Maslach, C. (1988). The impact of interpersonal environment on burnout and organizational commitment. Journal of Organizational Behavior, 9 (4), 297-308.
Lincoln, J. R., & Miller, J. (1979). Work and friendship ties in organizations: A comparative analysis of relational networks. Administrative Science Quarterly, 24, 181-199.
Lisak, A., Erez, M., Sui, Y., & Lee, C. (2016). The positive role of global leaders in enhancing multicultural team innovation. Journal of International Business Studies, 47 (6), 655-673.
Lu, A.C.C. and Gursoy, D. (2013). Impact of job burnout on satisfaction and turnover intention: do generational differences matter?. Journal of Hospitality & Tourism Research, 20 (1), 151-163.
Madden, L., Mathias, B. D., & Madden, T. M. (2015). In good company: the impact of perceived organizational support and positive relationships at work on turnover intentions. Management Research Review, 38(3), 242-263.
Maden, C., & Kabasakal, H. (2014). The simultaneous effects of fit with organizations, jobs and supervisors on major employee outcomes in Turkish banks: does organizational support matter? The International Journal of Human Resource Management, 25 (3), 341-366.
Mao, H. Y, Hsieh, A. T & Chen, C. Y. (2012). The relationship between workplace friendship and perceived job significance. Journal of Management and Organization, 18, 247-262.
Mao, H. Y. (2006). The relationship between organizational level and workplace friendship. International Journal of Human Resource Management, 17 (10), 1819-1833.
Mao, H. Y., Chen, C.Y & Hsieh, T.H (2009). The relationship between bureaucracy and workplace friendship. Social Behavior & Personality: An International Journal, 37 (2),255-266. doi: 10.2224/sbp.2009.37.2.255A
Mardia, K. V., & Foster, K. (1983). Omnibus test of multinormality based on skewness and kurtosis. Communications in Statistics-theory and methods, 12(2), 207-221.
Markham, S. E., Yammarino, F. J., Murry, W. D., & Palanski, M. E. (2010). Leader-member exchange, shared values, and performance: Agreement and levels of analysis do matter. The Leadership Quarterly, 21, 469-480.
Marstand, A. F., Martin, R., & Epitropaki, O. (2017a). Complementary person-supervisor fit: An investigation of supplies-values (S-V) fit, leader-member exchange (LMX) and work outcomes. The Leadership Quarterly, 28 (3), 418-437.
Marstand, A. F., Martin, R., & Epitropaki, O. (2017b). Cross-lagged relations between perceived leader-employee value congruence and leader identification. Journal of Occupational and Organizational Psychology, Advance online publication. doi: 10.1111/joop.12192
Martin, T. N., Jr. A contextual model of employee turnover intentions (1979). Academy of Management Journal, 22, 313-324.
Maslow, A. H. (1943). A Theory of Human Motivation. Psychological Review, 50 (4),370-96.
Mathieu, C., Fabi, B., Lacoursière, R., & Raymond, L. (2016). The role of supervisory behavior, job satisfaction and organizational commitment on employee turnover. Journal of Management & Organization, 22(1), 113-129.
McWhirter, R. M., & Jecker, J. D. (1967) Attitude similarity and inferred attraction. Psychonomic Science, 7, 225-226.
Memon, M. A., Salleh, R., Baharom, M. N. R., & Harun, H. (2014). Person-organization fit and turnover intention: The mediating role of employee engagement. Global Business and Management Research: An International Journal, 6, 205-209.
Meglino, B. M., Ravlin, E. C., & C. L. Adkins, 1989. A work values approach to corporate culture: A field test of the value congruence process and its relationship to individual outcomes. Journal of Applied Psychology, 74, 424-432.
Michaels, C. E., & Spector, P. E. (1982). Causes of employee turnover: A test of the Mobley, Griffeth, Hand, and Meglino model. Journal of Applied Psychology, 67, 53-59.
Mikkelson, A. C., York, J. A., & Arritola, J. (2015). Communication competence, leadership behaviors, and employee outcomes in supervisor-employee relationships. Business and Professional Communication Quarterly, 78(3), 336-354.
Mobley, W. H., (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Appllied Psychology, 62 (2), 237-240.
Mobley, W. H. (1982). Some Unanswered Question in Turnover and Withdrawal Research. Academy of Management Review, 7 (1), 111-116.
Mobley. W. H. (1982). Employee Turnover: Causes, Consequence, and Control. Addison-Wesley Publishing Company, Inc. Philippines.
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 (4), 493-522.
Mobley, W. H., Horner, S. O., & Hollingsworth, A. T. (1978). An Evaluation Of Precursors Of Hospital Employee Turnover. Journal of Applied Psychology, 63 (4), 408-414.
Mohammed, S. and L. C. Angell (2003). Personality Heterogeneity in Teams: Which Differences Make a Difference for Team Performance?. Small Group Research, 34, 651-677.
Morrison, R. (2004). Informal relationships in the workplace: Associations with job satisfaction, organizational commitment and turnover intentions. New Zealand Journal of Psychology, 33 (3), 114-128.
Morrison, R. L. (2008). Negative relationships in the workplace: Associations with organizational commitment, cohesion, job satisfaction and intention to turnover. Journal of Management & Organization, 14, 330-344.
Morrison, R. (2009). Are women tending and befriending in the workplace? Gender differences in the relationship between workplace friendships and organizational outcomes. Sex roles, 60, 1-13.
Muchinsky, P. M., & Monahan, C. J. (1987). What is person-environment congruence? Supplementary versus complementary models of fit. Journal of Vocational Behavior, 31, 268-277.
Nielsen, I. K., Jex, S. M., & Adams, G. A. (2000). Development and validation of scores on a two-dimensional workplace friendship scale. Educational and Psychological Measurement, 60 (4), 628-643.
Oh, I.S., Guay, R.P., Kim, K., Harold, C.M., Lee, J.H., Heo, C.G., & Shin, K.H. (2014). Fit happens globally: A meta-analytic comparison of the relationships of person-environment fit dimensions with work attitudes and performance across East Asia, Europe, and North America. Personnel Psychology, 67, 99-152.
Ostroff, C., Shin, Y., & Kinicki, A.J. (2005). Multiple perspectives of congruence: Relationships between value congruence and employee attitudes. Journal of Organizational Behavior, 26, 591–623.
Pearce JA, Ravlin EC. (1987). The design and activation of self-regulating work groups. Human Relations, 40, 751-782.
Peltokorpi, V., Allen, D. G., & Froese, F. (2015). Organizational embeddedness, turnover intentions, and voluntary turnover: The moderating effects of employee demographic characteristics and value orientations. Journal of Organizational Behavior, 36, 292-312.
Perlman D., & Fehr, B. (1986). Theories of friendship: The analysis of interpersonal attraction. In V. J. Derlega & B. A. Winstead (Eds.), Friendship and social interaction (pp. 9-40). New York: Springer-Verlag.
Pervin, L. 1968. Performance and satisfaction as a function of individual-environment fit. Psychological Bulletin, 69, 56-68.
Piasentin, K.A., & Chapman, D.S. (2006). Subjective person–organization fit: Bridging the gap between conceptualization and measurement. Journal of Vocational Behavior, 69, 202–221.
Piasentin, K.A., & Chapman, D.S. (2007). Perceived similarity and complementarity as predictors of subjective person–organization fit. Journal of Occupational and Organizational Psychology, 80, 341-354.
Pithers, R. T., & Soden, R. (1998). Scottish and Australian teacher stress and strain: A comparative study. British Journal of Educational Psychology, 68 (2), 269-279.
Porter, L. W., & Steers, R. M. (1973). Organizational, work, and personal factors in employee turnover and absenteeism. Psychological Bulletin, 151-176.
Porter, L. W., Steer, R. M., Mowday, R. T. and Boulian, P V., (1974). Organization Commitment, Job Satisfaction, and Turnover Among Psychiatric Technicians. Journal of Applied Psychology, 59 (5), 603-609.
Premack SL, Wanous JP. (1985). A meta-analysis of realistic job preview experiments. Journal of Applied Psychology, 70, 706-719.
Price, J. L., & C. W. Mueller (1981). A Causal Model of Turnover of Nurses. Academy of Management Journal, 24, 543-565.
Rahim, A., & Cosby, D. M. (2016). A model of workplace incivility, job burnout, turnover intentions, and job performance. The Journal of Management Development, 35 (10), 1255-1265.
Riordan, C. M. (2000). Relational Demography within Groups: Past Developments, Contradictions, and New Directions. In K. M. Rowland and G. R. Ferris (Eds.). Stamford, Connecticut: JAI Press Research in Personnel and Human Resource Managemen, 19, 131-173.
Riordan, C. M., & Griffeth, R. W. (1995). The opportunity for friendship in the workplace: An underexplored construct. Journal of Business and Psychology, 10 (2), 141-154.
Rousseau, D. M. (1990). Normative beliefs in fund-raising organizations: Linking culture to organizational performance and individual responses. Group & Organization Management, 15, 448-460.
Saeed, I., M. Waseem, S. Sikander, and M. Rizwan. 2014. The relationship of turnover intention with job satisfaction, job performance, leader member exchange, emotional intelligence and organizational commitment. International Journal of Learning and Development, 4 (2). DOI: 10.5296/ijld.v4i2.6100.
Saks, A. M., and B. E. Ashforth (1997). A Longitudinal Investigation of the Relationships between Job Information Sources, Applicant Perceptions of Fit, and Work Outcomes. Personnel Psychology, 50 (2), 395-426.
Sarminah Samad. (2006). The contribution of demographic variables: job characteristics and job satisfaction on turnover intentions. Journal of International Management Studies, 1 (1), 219-231.
Schaubroeck, J., and S. S. K. Lam, (2002). How Similarity to Peers and Supervisor Influences Organizational Advancement in Different Cultures. Academy of Management, 45 (6), 1120-1136.
Schneider, B. (1987). The people make the place. Personnel Psychology, 40, 437-454.
Seong, J. Y., & Kristof-Brown, A. L. (2012). Testing multidimensional models of person-group fit. Journal of Managerial Psychology, 27 (6), 536-556.
Seong JY, Kristof-Brown AL, Park WW, Hong DS, Shin Y. (2015). Person-group fit: Diversity antecedents, proximal outcomes, and performance at the group level. Journal of Management, 41(4), 1184-1213. doi: 10.1177/0149206312453738.
Sheridan, J.E. (1992). Organizational culture and employee retention. Academy of Management Journal, 35 (2),1036-1056.
Sias, P. M. & Cahill, D. J. (1998). From coworkers to friends: The development of peer friendships in the workplace. Western Journal of Communication, 62 (3),273-299.
Sias, P. M. (2005). Workplace relationship quality and employee information exper iences. Communication Studies, 56 (4),375-395.
Sias, P. M., Heath, R. G., Perry, T., Silva, D., & Fix, B. (2004). Narratives of workplace friendship deterioration. Journal of Social and Personal Relationships, 21 (3),321-340.
Sias, P. M., Smith, G., & Avdeyeva, T. (2003). Sex and sexcomposition differences and similarities in peer workplace friendship development. Communication Studies, 54 (3),332-340.
Song, S. H. (2006). Workplace friendship and employees’ productivity: LMX theory and the case of the Seoul City Government. International Review of Public Administration, 11 (1),47-58.
Sundar, S., Kumar, V., Goreczny, A., and Maurer, T. (2017). Why do Salespeople Quit? An Empirical Examination of Own & Peer Effects on Salesperson Turnover Behavior. Journal of Marketing Research, forthcoming, 54(3), 381-397.
Super, D.E. (1951). A theory of vocational development. American Psychology, 8, 185-190.
Stringer, L. (2006). The link between the quality of the supervisor-employee relationship and the level of the employee's job satisfaction. Public Organization Review, 6, 125-142.
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46, 259–293.
Tillmann-Healy, L. (2003). Friendship as method. Qualitative Inquiry, 9, 729-749.
Tinsley, H.E.A. (2000). The congruence myth: An analysis of the efficacy of the person-environment fit model. Journal of Vocational Behavior, 56, 147-179.
Tom VR. (1971). The role of personality and organizational images in the recruiting process. Organizational Behavior and Human Performance, 6, 573-592.
Tsui, Anne S., O'Reilly, Charles A. (1989). Beyond simple demographic effects: The importance of relational demography in superior-subordinate dyads. Academy of Management Journal, 32, 402-423.
Turban, D.B., & Jones, A.P. (1988). Supervisor–subordinate similarity: Types, effects, and mechanisms. Journal of Applied Psychology, 73, 228–234.
Van Vianen AEM, Shen CT, & Chuang A. (2011). Person-organization and personsupervisor fits: Employee commitments in a Chinese context. Journal of Organizational Behavior, 32, 906–926.
Van Vianen, A. E. M., Feij, J. A., Krausz, M., & Taris, R. (2003). Personality factors and adult attachment affecting job mobility. International Journal of Selection and Assessment, 11, 253-264.
Van Vianen, A.E.M. (2000). Person–organization fit: The match between newcomers' and recruiters' preferences for organizational cultures. Personnel Psychology, 53, 113–149.
Vancouver, J.B., & Schmitt, N.W. (1991). An exploratory examination of person–organization fit: Organizational goal congruence. Personnel Psychology, 44, 333-352.
Vardaman, J. M., Taylor, S. G., Allen, D. G., Gondo, M. B., & Amis, J. M. (2015). Translating intentions to behavior: The interaction of network structure and behavioral intentions in understanding employee turnover. Organization Science, 26 (4),1177-1191.
Verquer, M., Beehr, T. & Wagner, S. (2003). A meta-analysis of relations between person-organization fit and work attitudes. Journal of Vocational Behavior, 63 (3),473-89.
Wayne, S. J., Shore, L.M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40, 82-111.
Weldon E, Weingart LR. (1993). Group goals and group performance. British Journal of Social Psychology, 32, 307-334.
Werbel, J. D., & Johnson, D. J. (2001). The use of person-group fit for employment selection: a missing link in person-environment fit. Human Resource Management, 40 (3),227-240.
Winstead, B. A., Derlega, V. J., Montgomery, M. J., & Pilkington, C. (1995). The quality of friendships at work and job satisfaction. Journal of Social and Personal Relationships, 12, 199-215.
Witt, L. A. (1998). Enhancing Goal Congruence: A Solution to Organizational Politics. Journal of Applied Psychology, 83 (4),666-674.
Wright, P. H. (1969). A model and a technique for studies of friendship. Journal of Experimental Social Psychology, 5, 295-309.
Wright, P. H. (1974). The delineation and measurement of some key variables in the study of friendship. Representative Research in Social Psychology, 5, 423-436.
Wright, P. H. (1978). Toward a theory of friendship based on a conception of self. Human Communication Research, 4 (3),196-207.
Wright, P. H. (1984). Self-referent motivation and the intrinsic quality of friendship. Journal of Social and Personal Relationships, 1, 115-130.
Yang, L. Q., Che, H. S., & Spector, P. E. (2008). Job stress and well-being: An examination from the view of person-environment fit. Journal of Occupational and Organizational Psychology, 81, 567–587.
Y.J. Cho, G.B. Lewis (2012). Turnover intention and turnover behavior: implications for retaining federal employees. Review of Public Personnel Administration, 32(1),4-23.
Yong See Chen, Roziah Mohd Rasdi, Maimunah Ismail, & Azizan Asmuni (2017). Understanding the influence of role conflict and role ambiguity on intention to stay. International Journal of Information, Business and Management, 9(4), 71-78.
Zenger & Lawrence (1989). Organizational demography: The differential effects of age and tenure distributions on technical communication. Academy of Management Journal, 32, 353-376.
Zhang, J.C., Ling, W.Q., Zhang, Z.Y. and Xie, J. (2015). Organizational Commitment, Work Engagement, Person-Supervisor Fit, and Turnover Intention: A Total Effect Moderation Model. Social Behavior and Personality, 43, 1657-1666.