在國際高科技產業間彼此激烈的競爭環境下，如何增進企業競爭力將是企業永續發展與生存的重要關鍵。如何在現有的資源和環境中，提升員工工作表現，將是領導者的重要任務之一。本研究以轉換型領導來探討與員工工作表現之關聯性，並加入員工幸福感、心理契約滿足等變項，來探討轉換型領導和員工工作表現之間關係。從過往的研究及相關文獻中，鮮少研究同時探討高科技產業中轉換型領導、員工幸福感、工作表現及心理契約滿足之間的相互影響關係，顯示此為重要的研究缺口。因此，本項研究之目的在於探討各研究變項之跨層次關係。

本研究以天下雜誌2015年前2000大製造業名單中，位於新竹科學園區高科技產業之員工及主管為研究對象，予以進行結構性問卷調查。共發放18家企業，員工共回收有效問卷436份；主管共回收有效問卷131份。本研究採用跨層次分析方法(Hierarchical Linear Modeling) 驗證轉換型領導、員工幸福感、工作表現及心理契約滿足彼此間的之跨層次關係。研究結果發現：1.轉換型領導對員工幸福感有正向影響關係；2.轉換型領導對工作表現有正向影響關係；3.員工幸福感對工作表現有正向影響關係；4.員工幸福感會中介轉換型領導與工作表現之間的關係；5.心理契約滿足正向調節員工幸福感與工作表現之間的關係。

本研究意涵包括︰1.領導者以轉換型領導方式帶領部屬時，可對員工工作表現具有正向影響效果，亦可透過提昇員工的幸福感受，來進一步提升其工作表現；2.當員工心理契約被滿足時，可強化員工幸福感對工作表現之影響。本研究也期望能對人力資源管理實務面上提供參考，並提供可行的方向作為後續研究延伸的基礎。

How to enhance the competitiveness of enterprises will be a key factor for high technology industry to be sustainable and survival in the competitive environment. To improve the employee’s performance will be an important task for leaders under the existing resources. In this study, we discussed the relationships among the transformational leadership, employee well-being, work outcomes, and psychological contract fulfillment. From past researches and related literatures, there are few studies to discuss these corrrelations at the same time. Therefore, the purpose of this study is to explore the relationships between cross-level variables of each research and fill the research gaps.

This study targeted at the top 2000 companies in high technology manufacturing industries according to the 2015’s ranking from the Common Wealth Magazine. This study used to conduct surveys with structured questionnaires among managers, employees in 18 high technology companies which are located in HsinChu Science Park. We obtained the valid samples including 436 employees and 131 managers. This study utilized Hierarchical Linear Modeling in order to understand multilevel perspectives and phenomenon. This report investigated the multilevel relationships among transformational leadership, employee well-being, work outcomes and psychological contract fulfillment.

Five key conslusions are listed, including: 1. Transformational leadership has a significantly positive influence on employee well-being. 2. Transformational leadership has a significantly positive influence on work outcomes. 3. Employee well-being has a significantly positive influence on work outcomes. 4. Employee well-being mediates the relationship between transformational leadership and work outcomes. 5. Psychological contract fulfillment moderates the relationship between employee well-being and work outcomes.

The implication of this study includes: successful transformational leadership can enhance employee’s work outcomes. Furthermore, psychological contract fulfillment can strengthen the relationship between employee well-being and their work outcomes.Finally, this report can be referred to human resource management and also provides the directions for further extentions.

第一章 1
第一節 研究背景與動機 1
第二節 研究目的 5
第三節 研究流程 6

第二章 文獻探討 9
第一節 轉換型領導 9
第二節 員工幸福感 19
第三節 工作表現 23
第四節 心理契約滿足的理論和研究 32
第五節 研究假設推論 38

第三章 研究方法------------------------------------------------------------------------ 45
第一節 研究架構與研究假設 45
第二節 研究對象及資料蒐集 47
第三節 研究變項的操作型定義與測量工具 48
第四節 資料分析方法 54
第五節 衡量模式分析結果 57

第四章 研究分析與結果 63
第一節 樣本敘述性統計分析 63
第二節 研究變項的相關分析 69
第三節 信、效度分析 71
第四節 跨層次分析 73
第五節 中介效果分析 76
第六節 調節效果分析 77

第五章 結論與建議 79
第一節 假說成立表 79
第二節 理論意涵與實務意涵 84
第三節 研究限制與研究建議 90

參考文獻 93
中文部分 93
英文文獻 99

附錄 113
主管問卷 113
員工問卷 116

一、 中文部份
1. 大前研一(2013)。OFF學：愈會玩，工作愈成功。台北：天下雜誌。
2. 王子啟（2000）。影響非營利組織志願工作者工作士氣之研究-以基金會為例。國立雲林科技大學企業管理技術研究所碩士論文，未出版，雲林。
3. 王榮春(2001)。部屬對主管領導行為知覺、相關情境因素兩者與部屬對主管反應及工作行為的關係。國立政治大學心理學研究所博士論文，未出版，台北。
4. 朱玲慧(2011）。大學生自尊、同儕關係對復原力與幸福感的影響。國立政治大學教育學系碩士論文，未出版，台北。
5. 行政院主計總處 (2015)。事業人力雇用狀況調查。2015年3月15日，取自https://www.dgbas.gov.tw/public/Attachment/5528193746IGBK10IN.pdf。
6. 行政院主計總處 (2014)，國民幸福指數統計。2014年8月29日，取自https://www.dgbas.gov.tw/ct_view.asp?xItem=36399&ctNode=2858。
7. 孫苡甄(2013)。校長僕人領導對國小教職員幸福感影響之研究：以組織公平為中介變項。南台科技大學人力資源管理研究所碩士論文，未出版，台南。
8. 李美玲、周萍芬(2003)。員工認知對工作態度與工作績效之探討。遠東學報，20(4)，869-882。
9. 李德昌、蔡欣曄(2006)。角色壓力、領導型態、工作滿足與離職傾向之研究-以高雄市學校會計人員為例。2006 創新、整合與應用研討會。
10. 邱漢松（2006）。台灣資訊工作人員的樂觀程度研究-以某大型金控公司資訊部為例。國立中央大學資訊管理研究所碩士論文，未出版，桃園。
11. 余相賓(2014)。威權領導、仁慈領導與幸福感─組織家庭化氛圍的調節。
成功大學心理學系認知科學碩士班碩士論文，未出版，台南。
12. 余泰魁、黃識銘 (2005)。供應商銷售人員工作滿意度量表之建構。人力資源管理學報，3(5)，49-74。
13. 何金銘 (2006)。統計分析方法SPSS 軟體的輔助分析。台南：復文。
14. 李新民、陳密桃(2006)。實用智能、緣分信念與心理健康、工作表現之相關：以幼兒教師為例。中華心理學刊，48(2)，183-202。
15. 沈進成、楊琬琪、郭振生(2006)。內部行銷、組織承諾、工作滿意與 學校效能影響關係之研究－以台南地區國民小學為例。人力資源管理學報，6(1)，47 -74。
16. 吳欣蓓、陸洛、顧家祈、張妤玥（2010）。轉換型領導行為、部屬工作壓力及主管滿意度的關聯-人格特質為調節變項。中華管理學報，11（2），1-30。
17. 邵小娟（2000）。旅館業、旅行業及航空業員工社會化及離職傾向關係之比較研究。私立中國文化大學觀光事業研究所碩士論文，未出版，台北。
18. 林育正 (2008)。員工協助方案對幸福感與工作績效之關聯性研究。中興大學企業管理所碩士論文，未出版，台中。
19. 林鉦棽、彭台光 (2006)。多層次管理研究：分析層次的概念、理論和方法。管理學報，23(6)，649-675。
20. 林志哲(2014)。感恩、社會支持及幸福感之研究：中介效果模式之驗證。中華心理衛生學刊，27(3)，453-482。
21. 林惠彥、陸洛、吳珮瑀、吳婉瑜(2012)。快樂的員工更有生產力嗎？ 組織支持與工作態度之雙重影響。中華心理學刊，54(4)，451-469。
22. 林維林（1996）。轉換型及交易型領導行為與領導效能關係之研究。東海大學公共行政系碩士論文，未出版，台中。
23. 林順益（2003）。研發人員的人格特質、主管的領導風格與工作滿足關係之研究-以台灣電子產業研發團隊為例。台灣科技大學管理研究所碩士論文，未出版，台北。
24. 林郁文(2001)。主管領導風格,員工工作績效與離職傾向之關係研究。義守大學管理研究所碩士論文，未出版，高雄。
25. 吳婉瑜(2011)。知覺組織支持、幸福感與工作績效之關聯－以工作態度為調節變項。國立臺灣大學商學研究所碩士論文，未出版，台北。
26. 房美玉(2002)。台灣半導體產業之組織文化對於內外工作動機與工作績效及工作滿意度間關聯性的影響。管理評論，21(3)，69-99。
27. 施智婷、林鉦棽(2012)。領導成員交換關係、心理契約滿足與組織公民行為理論模型驗證:資源配置與社會資本觀點。管理學報，29(1)，1-16。
28. 科技部新竹科學工業園區管理局(2015)，新竹科學園區導覽，網址: http://www.sipa.gov.tw/home.jsp?serno=201001210039&mserno=201001210037&menudata=ChineseMenu&contlink=content/introduction_2_1.jsp&level3=Y&serno3=201002010007。
29. 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編：人文及社會科學，8（1），115-137。
30. 黃世忠(2002)。組織結構、領導風格、員工個人特質、 工作特性與工作滿足關係之研究。中原大學企業管理學系碩士論文，未出版，桃園。
31. 黃英忠（1989）。現代人力資源管理。台北：華泰書局。
32. 黃英忠（2001）。現代管理學（第四版）。台北：華泰書局。
33. 黃英忠（2007）。人力資源管理概論。台北：麗文文化。
34. 黃琬婷(2015)。主動性人格特質、親和性人格特質、領導者與部屬交換關係與幸福感關連性之研究。國立成功大學企業管理學系碩士論文，未出版，台南。
35. 黃韞臻(2008)。大學生幸福感之組成與比較。國立臺中技術學院學報，9(2)， 19-31。
36. 許士軍（2002）。管理學（十版）。台北：東華書局。
37. 陳剛、陳學軍（2010）。心理契約違背對工作幸福感的影響分析。現代商業，6，84-185。
38. 陳春希、張緯杰、李旭梅、袁梅玲（2012）。領導與部屬交換關係、內外控人格對於員工工作態度之影響－心理賦能之中介效果。交大管理學報，32(2)，77-104。
39. 陳朝鏈、湯大緯、李淑惠(2014)。曲棍球教練家長式領導行為與幸福感之相關研究。運動休閒餐旅研究，9(3)，39-56。
40. 陳明崇(2001)。國民中小學專任人事人員工作特性與工作滿意之研究──以台灣北部五縣市為例。國立台北師範學院國民教育研究所碩士論文，未出版，台北。
41. 張長智(2012)。組織變革態度與心理契約違反對幸福感之影響-以T 銀行為例。私立銘傳大學企業管理學系在職專班碩士論文，未出版，台北。
42. 張忠謀（2011）。天下雜誌編輯部：領導人５大特質。4月19日。P138。
43. 張珮琦（2007）。個人背景及幸福感與工作滿意、組織承諾、離職意向之關聯。國立中央大學人力資源管理研究所碩士論文，未出版，桃園。
44. 張舒涵（2004）。大學院校約聘人員人格特質、工作滿意度及離職傾向之研究。國立中山大學人力資源管理研究所碩士論文，未出版，高雄。
45. 張瑋恩(2000)。激勵與工作滿足相關之研究。長榮管理學院經營管理研究所碩士論文，未出版。桃園。
46. 張建興（2011）。台籍主管領導風格對大陸員工的知識學習成效與工作績效之影響—轉換型領導 vs.交易型領導。國立成功大學工業與資訊管理學系碩士在職專班碩士論文，未出版，台南。
47. 張婷婷、陸洛、郭靜宜(2012) 。工作資源對工作--家庭衝突及工作表現之影響。組織與管理，5(2)，101-135。
48. 張鴻友（2004）。領導風格、勞資協商與工作滿足關係之研究。國立中正大學勞工研究所碩士論文，未出版，嘉義。
49. 張麗嬌(2011)。組織成員的變革認知、工作滿意度、領導風格與離職傾向之關聯性研究－以中山科學研究院轉型行政法人為例。北商學報，21，21-48。
50. 許雅雯（2000）。企業倫理與工作滿足之關係研究。私立文化大學國際企業管理研究所碩士論文，未出版，台北。
51. 許瑞芳（2001）。國民小學啟聰教育教師工作滿意度調查研究。國立彰化師範大學特殊教育學系在職進修專班碩士論文，未出版，彰化。
52. 曾文志（2007）。大學生對美好生活的常識概念與主觀幸福感之研究。教育心理學報，38(4)，417-441。
53. 曾信超、唐榮民（2010）。轉換型領導、組織變革不確定感與組織承諾關係之研究―以調節焦點為中介變數。中山管理評論，18(4)，915-948。
54. 《經理人月刊》編輯部（2012年5月29日）。【CEO管理講堂】張忠謀：做世界級領導者，是我的習慣。經理人雜誌。
55. 楊美玉、劉佳雄、柯旻秀、陳映潔、柯佑宗（2013）。領導效能研究的回顧與展望: 1985-2012。人力資源管理學報，13(4)，1-39。
56. 楊國樞（1992）。中國人的蛻變。台北：桂冠圖書公司。
57. 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)，77-98。
58. 鄧青如(2010)。國中生社團參與態度與幸福感之相關研究一以北縣一所國中為例。教育心理學報，41(4)，703-732。
59. 蔡明霞(2008)。臺北市立國民中學兼任行政職務之教師其角色衝突與幸福感之相關研究。國立臺灣師範大學工業教育學系在職進修碩士班碩士論文，未出版，台北。
60. 蔡長周(2013)。臺中市國民中學校長領導風格與教師幸福感關係之研究。國立彰化師範大學人力資源發展學系碩士論文，未出版，彰化。
61. 蔡培村、武文瑛（2004）。領導學：理論、實務與研究。台北：麗文文化。
62. 蔡欣縈(2012)。團隊成員正向情感、個人與工作適配、幸福感 對工作績效影響之研究。臺灣師範大學科技應用與人力資源發展學系碩士論文，未出版，台北。
63. 蔡綺芬(2003)。心理契約量表之建立。國立中央大學企業管理研究所碩士論文，未出版，桃園。
64. 趙珮伃（2011）。主管領導行為與員工工作滿意之關聯性探討。國立中央大學人力資源管理研究所碩士論文，未出版，桃園。
65. 劉于暄(2008)。轉換型領導、人力資源品牌涉入與員工品牌行為之關係 ─ 以飯店業為例。國立中山大學人力資源管理研究所碩士論文，未出版，高雄。
66. 劉彩娥、蘇文凱、陳晴薇、李明輝(2013)。護理人員知覺主管支持程度與離職傾向關係之研究－幸福感之中介效果。經營管理論叢，9(1)，81-94。
67. 樊昌育(2006)。轉換型領導對於員工工作滿意與組織承諾之影響─以台灣某科技公司大陸廠為個案分析。國立中央大學企業管理研究所碩士論文，未出版，桃園。
68. 樊景立(1978)。紡織廠女作業員離職行為之研究。國立政治大學企業管理研究所碩士論文，未出版，台北。
69. 賴彥如、黃同圳(2007)。人力資源管理措施對性承諾之影響-轉換型領導知覺之調節效果探討。人力資源管理學報，7(7)，93-111。
70. 鄭麗芳(2005)。領導風格與工作滿意度對情感性承諾響之研究。國立中央大學資訊管理研究所碩士論文，未出版，桃園。
71. 蕭育芬(2002)。企業之內部行銷作為、績效評估方式、授權、公司顧客導向策略與員工顧客導向關係之研究—以不動產經紀業為例。國立中山大學企業管理研究所碩士論文，未出版，高雄。
72. 蕭富元(2012年6月28日)。員工愈幸福，企業獲利愈高。天下雜誌，500，105-112。
73. 謝佩妤(2009)。國民中學、小學教師智慧與幸福感關係之研究。國立政治大學教育學系碩士論文，未出版，台北。
74. 謝孟蓉(2012)。高績效人力資源實務、員工幸福感及員工態度與行為之關係。國立中山大學人力資源管理研究所碩士論文，未出版，高雄。
75. 齋藤隆浩(2008)。上司的條件-改變思考模式，提升領導魅力。台北：商業周刊。
76. 戴貞德 (2011)。員工離職傾向之研究－以海軍後勤單位為例。商業現代化學刊，6(2)，93–111。



























二、英文部分
1. Adam E.N.N.K. (2006).”Planning and Changing “37(3,4),205-218.
2. Andrews, F. M., & Withey, S. B.(1976). Social indicators of well-being: Americans’ perceptions of life quality. NY: Plenum.
3. Arnold, H. J. & Feldman, D.C. (1982). “A Multivariate Analysis of the Determinants of Job Turnover.” Journal of Applied Psychology, Vol. 67, pp. 350-360.
4. Abelson, M.A.(1987).Examination of Avoidable and Unavoidable Turnover,
Journal of Applied Psychology, 72,382-386.
5. Ashford, S., Lee, C., & Bobko, P. 1989. Content, causes, and consequences of job insecurity: A theory-based measure and substantive test. Academy of Management Journal, 32(4), 803-829.
6. Avolio, B. J., Walumbwa, F. O., & Weber, T. J. (2009). Leadership: Current theories, research, and future directions. Annual Review of Psychology, 60: 421-449.
7. Avolio, B. J. & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. Leadership Quarterly, 16, pp.315-338.
8. Bandura, A.(1999), “A social cognitive theory of personality,” In L. Pervin and
O. John (Eds.),Handbook of personality(2nd ed., pp. 154–196). New York:
Guilford.
9. Bandura, A.(2001). “Social cognitive theory: An agentic perspective,” In Annual
review of psychology(Vol. 52, pp. 1–26). Palo Alto, CA: Annual Reviews, Inc.
10. Baron, R. M. & Kenny D. A. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations.Journal of Personality and Social Psychology, 51(6), 1173-1182.
11. Bass, B.M. (1985). Leadership and performance beyond expectation. NY: Free Press.
12. Bass, B.M.(1990).From Transactional To Transformational Leadership:Learning to share the vision. Organizational Dynamics, Winter.
13. Bass, B. M.,Jung Avolio, B. J , D. I.(1999).Re-examining the components of transformational and transactional leadership using the Multifactor Leadership Questionnaire.Journal of Occupational and Organizational Psychology , 72, 441-462.
14. Bass, B. M., Avolio, B. J., Jung, D. I., andBerson, Y.,( 2003). “Predicting unit performance byassessing transformational and transactional leadership,” Journal of Applied Psychology,(88:2), , pp: 207-218.
15. Bass, B.M., & Avolio, B.J.,MLQ,(1995).Multifactor leadership questionnaire,2nd ed,CA: Mind Garden, Redwood City.
16. Bass, B. M., & Riggio, R. E.(2006). Transformational Leadership, Lawernce Erlbaum Associates, Inc. , New Jersey.
17. Burns, J. M.(1978). Leadership. New York: Haper & Row.
18. Bennis, W. G. ＆ Nanus, B.(1985).”Leaders: The stratgeies for taking charge.”,New York: Harper ＆ Row.
19. Bryman, A. (1992). Charisma and Leadership in Organization. Newbury Park.
20. Burke, C. S., Stagl, K. C., Klein, C., Goodwin, G. F., Salas, E., & Halpin, S. M. (2006).What type of leadership behaviors are functional in teams? A meta-analysis. The Leadership Quarterly, 17(3), 288-307.
21. Brouther, K. D. (2002). Institutional, cultural and transaction cost influences on entry mode choice and performance. Journal of International Business studies, 33(2),203-223.
22. Bass, B. M., & Riggio, R. E., (2006).Transformational Leadership, Lawernce Erlbaum Associates, Inc. , New Jersey.
23. Bhuian,S.N.,Menguc,B.(2002).An extension and evaluation of job characteristics, organizational commitment and job satisfaction in an expatriate, guest worker, sales setting.The Journal of Personal Selling and Sales Management,22(1),1.
24. Bolman, L. G., & Deal, T.E (1997), Reframing Organizations. (2nd ed.), San Francisco, CA: Jossey-Bass.
25. Borman, W. C. & Motowidlo, S. J.,1993, Expanding the Criterion Domain to Include Elements of Contextual Performance.San Francisco:Jossey-Bass,71-98.
26. Bowling, N. A., Eschleman, K. J., & Wang, Q. (2010). A meta-analytic examination of the relationship between job satisfaction and subjective well-being. Journal of Occupational and Organizational Psychology, 83, 915-934.
27. Cohen, S. G., & Bailey, D. E. (1997). What makes teams work: Group effectiveness research from the shop floor to the executive suite. Journal of Management, 23: 239-290.
28. Cammann, C.,Fichman, M.,Jenkins, D.,Klesh, J.(1979).The michigan organizational assessment questionnaire.
29. Campbell, J. ,(1990). “ Modeling the performance prediction problem in industrial and organization psychology. Chicago”,Consulting Psychologists press.
30. Christopher, J. C. (1999). Situating psychological well-being: Exploring the cultural roots of its theory and research. Journal of Counseling and Development, 77,141-152.
31. Coylo-Shapiro, J., & Kessler, I.(2000). Consequences of the psychological contract for the employment relationship: Alarge scale survey.The Journal of Management Studie, 37,907-930.
32. Coyle-Shapiro and Kessler(2000). I. “Consequences of the Psychological Contract for the Employment Relationship,” The Journal of Management Studies, Vol. 37, No.7.
33. Coyle-Shapiro, J.(2002).A psychological contract perspective on organizational citizenship behavior.Journal of Organizational Behavior,23,927-946.
34. Coomber, B. and Barriball, K.L. (2007), “Impact of Job Satisfaction Componentson Intent to Leave and Turnover for Hospital-Based Nurses: A Review of the Research Literature,” International Journal of Nursing Studies, Vol. 44, No. 2,pp. 297-314.
35. Chen, G. L., & Bliese, P. D.( 2002). The role of different levels of leadership in predicting self- and collective efficacy: Evidence for discontinuity. Journal of Applied Psychology, 87: 549-556.
36. Carruthers, C., & Hood, C.(2004). The power of the positive: Leisure & well-being.Therapeutic Recreation Jopurnal, 38(2), 225-245.
37. Dalton, D. R., W. D.Todor, and D. M. Krackhardt.(1982).Turnover Overstated：The functional Taxonomy. Academy of Management Journal 7(1)：117-123.
38. Davis, K. & Newstrom, J. W.(1989). Human Behavior at Work :Organizational Behavior, McGraw-Hill, New York.
39. Diener, E. (1984). Subjective well-being. Psychological Bulletin, 95(3), 542-575.
40. Diener, E. (2008). Myths in the science of happiness, and directions for future research. In Eid, M., & Larsen, R. J. (Eds.) The science of subjective well-being pp.404-514. New York: Guilford.
41. Dono-Koulouris, M. J.(2003).Leadership style,teacher empowerment, and job satisfactionin selected Catholic elementary schools.UMI ProQuest Digital Dissertations Publication Dissertation No. AAT3107132.
42. DuBrin, A. J. (2004). Leadership research findings, practice, and skills（4th ed.）.Houghton Mifflin Company.
43. Dumdum, Lowe, & Avolio. " A Meta-Analysis of Transformational and Transactional Leadership Correlates of Effectiveness and Satisfaction: An Update and Extension ". In: B. J. Avolio, & F. J. Yammarino (Eds.), (2002), Transformational and Charismatic Leadership: The Road Ahead , pp. 35-66.2002.
44. Edmondson, A. C.( 2003). Speaking Up in the Operating Room: How Team Leaders Promote Learning in Interdisciplinary Action Teams. Journal of Management Studies, 40(6), 1419-1452.
45. Ensley, M. D., Hmieleski, K. M., & Pearce, C. L.(2006). The importance of vertical and shared leadership within new venture top management teams: Implications for the performance of startups. Leadership Quarterly, 17: 217-231.
46. Fiedler, F. E. (1967). A theory of leadership effectiveness. New York: McGraw-Hill.
47. French, W. ＆ Bell, Jr. C. H.(1995).”Organnization Development”, Prentice-Hall,inc., New Jersy, U.S.A.
48. Friedman, H. H., & Langbert, M. (2000). Transformational Leadersh-ip: InstitutingRevolutionary Change in your Accounting Firm. The National Public Accountant.
49. Fuentes, N., & Rojas, M. (2001). Economic theory and subjective well-being: Mexico. Social Indicators Research, 53 (3), 289-314.
50. Gale.( 2002). Oxford: Blackwell Publisher: 151-174.
51. Gatewood R. D. & H. S. Field. (1998). Human Resource Selection (4th ed.) Forth Worth, TX, The Dryden Press.
52. George, J.M., and Brief, A.P. (1996) ‘Motivational agendas in the workplace: The effects of feelings on focus of attention and work motivation’, Research in Organizational Behavior, 18: 75-109.
53. Gregory & Ricky.(1998) GregoryOrganizational Behavior”,New York, pp.89
54. Graen, G. B. and Uhi-Bien，M.,(1995). Relationship-based Approach 10 Leadership: Devlopment of Leader-l11el11ber Exchange Theory of Leadership over 25Years: Applying Mlllti-Ievel Mllltidomain Perspective, Leadership Quarteriy, 6(2), 219- 247.
55. Grau R., Salanova M. & Peiró J.M. (2001). “Moderator effects of sel-efficacy on
occupational stress,” Psychology in Spain, 5(1), pp. 63-74.
56. Ghiselli, R. F., Lopa, J. L. M. & Billy, B. (2001). Job satisfaction, life satisfaction, and turnover intent: Among food-service managers. Cornell Hotel and Restaurant Administration Quarterly, 42(2), 28-37.
57. Hair, J. F., Jr., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2006).Multivariate data analysis (6th ed.). Upper Saddle River, NJ: Prentice Hall.
58. Hochwarter, W. A., Kiewitz, C., Gundlach, M. J., & Stoner, J.(2004). The Impact of Vocational and Social Efficacy on Job Performance and Satisfaction. Journal of Leadership and Organizational Studies, 10(3), 27-41
59. Homans. (1961). “Social Behavior: Its Elementary Forms”, New York, Hartcourt, Brace and World.
60. Hoppock, R.(1935). Job Satisfaction. New York：Halt, Rinenart and Winston.
61. House, R. J. (1971). A path goal theory of effectiveness. Administrative Science Quarterly.16, 321-338.
62. House, R. J.(1977). A 1976 theory of charismatic leadership. In J. G. Hunt & L. L. Larson (Eds.), Leadership:The cutting edge. Carbondale, IL: Southern Illinois University.
63. Hackman, J. R., & Walton, R. E. (1986). Leading groups in organizations. In P. S. Goodman & Associates (Eds.), Designing effective work groups: 72-119. San Francisco, CA: Jossey-Bass.
64. Hui, Chun, Lee, Cynthia & Rousseau, D. M.(2004).Psychological contract and OrganizationalCitizenship Behavior in China: Investigating Generalizability and Instrumentality,” Journal of Applied Psychology, 89(2), 311-321.
65. Hur, W. M., Ahn, K. H., & Kim, M.(2011). Building brand loyalty through managing brand community commitment. Management Decision, 49(7), 1194-1213.
66. Ingram, P. D. (1997). Leadership behaviors of principals in inclusive educational
setting, Journal of Educational Administration, 35, 411-427.
67. Jane Sturges, Neil Conway, David Guest & Andreas Liefooghe. (2005). Mangaing the career deal: The psychological contract as a framework for understanding career management, organizational commitment and work behavior. Journal of Organizational Behavior, 26: 821-838.
68. Judge, T. A., & Bono, J. E. (2001).“Relationship of core self-evaluationtraits— self-esteem, generalized self-efficacy, locus of control, and emotionalstability— with job satisfaction and job performance: A meta-analysis”, Journal ofApplied Psychology. 86, pp. 80-92.
69. Judge, T. A., & Piccolo, R. F. (2004). Transformational and transactional leadership: A meta-analytic test of their relative validity. Journal of Applied Psychology, 89: 755-768.
70. Kanungo, Rabindra. (2001). Ethical Values of Transactional and Transformational Leaders. Canadian Journal of Administrative Sciences, 18(4), 257-265.
71. Kara A. Arnold ,Nick Turner & Julian Barling .(2007).Transformational Leadership and Psychological Well-Being: The Mediating Role of Meaningful Work, Journal of Occupational Health Psychology, No. 3, 193–203.
72. Keith, D., & Newstrom, J. W. (1989). Human behavior at work: organizational behavior, 8thed. McGraw-Hill.
73. Kirschenbaum, A. & Weisberg, J.( 2002).Employee’s turnover intentions and job destination choices. Journal of Organizational Behavior,23:109-125.
74. Keyes, C. L. M. (1998). Social well-being. Social Psychology Quarterly, 61(2),121-140.
75. Keyes, C. L. M., Shmotkin, D., & Ryff, C. D.(2002). Optimizing well-being: The empirical encounter of two traditions. Journal of Personality and Social Psychology, 82(6), 1007-1022.
76. Keyes, C.L.M., & Waterman, M.B. (2003). Dimensions of well-being and mental health in adulthood. In Bornstein, M. H., Davidson, L., Keyes, C. L. M. & Moore,K. A(Eds.), Well-being: Positive development across the life course. NJ:Lawrence Erlbaum Associates.
77. Keyes, C. L. M., & Magyar-Moe, J. L.(2003). The measurement and utility of adult subjective well-being. In S. J. Lopez & C. R. Snyder (Eds.), Positive psychological assessment: A handbook of models and measures(pp. 411-425). Washington DC: American Psychological Association.
78. Kara A. Arnold , Nick Turner & Julian Barling(2007). “Transformational Leadership and Psychological Well-Being:The Mediating Role of Meaningful Work”Journal of Occupational Health Psychology.Vol. 12, No. 3, 193–203.
79. Kart R., & Shamir, B., The dual effect of transformational leadership: priming relational and collective selves and further effects on followers. In B. J. Avolio,& F. J. Yammarino (Eds), Transformational and charismatic leadership: The road ahehd (Vol. 2, pp.67-91). Oxford, Elsevier Science, UK. 2002.
80. Katz, D., & Kahn, R. L. 1978. The social psychology of organizing. New York:Wiley
81. Kozowski, S. W. J., & Klein, K. J.( 2000). A multi level approach to theory and research in organizations: Contextual, temporal, and emergent processes. In S. W. J. Klein & K. J. Klein (Eds.), Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions: 3-90. San Francisco: Jossey-Bass.
82. Lester, S. W., Turnley, W. H., Bloodgood, J. M., and Bolino, M. C. ( 2002). "Not Seeing Eye to Eye: Differences in Supervisor and Subordinate Perceptions of and Attributions for Psychological Contract Breach", Journal of Organizational Behavior, (23), pp.39-56.
83. Lowe, K. B., Kroeck, K. G., & Sivasubramaniam, N. (1996). Effectiveness
correlates of transformation and transactional leadership: A metaanalytic
review of the MLQ literature. Leadership Quarterly, 7, 385–425.
84. Maxwell, L. E., & Evans, G. W. (2000). The effects of noise on pre-school children's pre-reading skills. Journal of Environmental Psychology, 20, 91-97.
85. Malhotra, D. & Murnighan, J. K.,(2002), The Effects of Contracts on Interpersonal Trust. Administrative Science Quarterly, 47(3),534-559.
86. MacKenzie, S. B., Podsakoff, P., Rich, G. A.( 2001). Transformational and transactional leadership and salesperson performance. Journal of the Academy of Marketing Science 29(2), 115-134.
87. Malhotra, D. and J. K. Murnighan. (2002). The effects of contracts on interpersonal trust. Administrative Science Quarterly 47: 534-559.
88. McLean Parks J, Schmedemann D A. (1994). When promises become contracts: implied contract and handbook provisions on job security. Human Resource Management, , 33, 403~423.
89. MacNeil, I. R. (1985). Relational contracts: What we do and do not know. Wisconsin law review, 15, 483－535.
90. Medley, F. and Larochelle, D.R.(1995).Transformational leadership and job
satisfaction,” Nursing Management, 26：9, pp.64-47.
91. Mobley, W. H. (1977). Intermediate linkages in the relationship between job
satisfaction and employee turnover. Journal of Applied Psychology, 62(2),
237-240.
92. Mobley et al.(1978). An Evaluation of Precursors of Hospital Employee Turnover, Journal of Applied Psychology,63(4), 410.
93. Mobley, W. H. (1977). Intermediate Linkage in the Relationship between Job Satisfaction and Employee Turnover. Journal of Applied Psychology, 62(2), 237-240.
94. Mohan T.(2000). “Leadership Styles in Information Technology Projects”,International Journal of Project Management, 18(4), 235-241.
95. Moorhead, G.,Griffin, R. W.(1998).Managing people and organizations: Organizational behavior.Boston:Houghton Mifflin Company.
96. McColl-Kennedy, J. R., Anderson, R. D.(2002). Impact of leadership style and emotions on subordinate performance. The Leadership Quarterly 13(5), 545-559.
97. Mcdonald, S. D., & Makin, T. P. (1999). The psychological contract, organizational commitment and job satisfaction of temporary staff. Leadership & Organization Development Journal, 21, 84-91.
98. McFarlane Shore, L., & Tetrick, L. E.(1994).The psychological contract as an explanatory framework in the employment relationship, Trends in Organizational Behavior, 1, 91-109.
99. Morrison,E.W.(1994).Role Definitions and Organizational Citizenship Behavior: The Importance of the Employee's Perspective.Academy of Management Journal,37.
100. Murphy, C.A., D. Coover, & S.V. Owen(1989) “Development and validation of the computer self-efficacy scale,” Educational and Psychological Measurement, Vol.49, pp.893-899.
101. Naresh, K., Chong, T. F., & Pawan, B. (2001). Explaining employee turnover in an Asian context. Human Resource Management Journal, 11, 54-74.
102. Northcraft, G. B., & Neale, M. A.(1994). Organizational Behavior: A Management Challenge, 2nd ed., The Dryden Press.
103. Ng, A. K., Ho, D. Y., Wong, S. S., & Smith, I.(2003). In search of the good life: A cultural odyssey in the east and west. Genetic, Social, and General Psychology Monographs, 129 (4), 317-363.
104. Panaccio, A., & Vandenberghe, C. (2009). Perceived organizational support, organizational commitment and psychological well-being: A longitudinal study. Journal of Vocational Behavior, 75(2), 224-236.
105. Parry, K. (2000). Does Leadership help the Bottom Line. New Zealand Management, 47,38-41.
106. Perry, Pearce, & Sims Jr.(1999).Empowered Selling Teams: How Shared Leadership Can Contribute to Selling Team Outcomes.Journal of Personal Selling & Sales Management Volume 19,Issue 3.
107. Price, J. L. (1977). “The study of Turnover.” Ames: Iowa State University Press.
108. Porter, M. E. (2001). Strategy and the internet. Harvard Business Review, 79(3),63-78.
109. Piccolo, R.F., and Colquitt, J.A. (2006) ‘Transformational leadership and job behaviors: the mediating role of core job characteristics’, Academy of Management Journal, 49: 327-40.
110. Quinn, R. E.,Hall, R. H. (Eds..)(1983).Organization theory and public policy.
Beverly Hills, CA:Sage.
111. Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Right Journal, 8(2), 121 -139.
112. Rousseau(2002),“Social network anlaysis: a powerful strategy, also for the information sciences”, Journal of Information Science, 28(6):441-453.
113. Rayton, B. A.(2006) “Examining the interconnection of job satisfaction and organizational commitment: an application of the bivariate probit model,” The International Journal of Human Resource Management, Vol. 17, Iss.1, P.139-154.
114. Rafaeli, A., Sutton, R. I.(1989).The expression of emotion in organizational life.Research in Organizational Behavior,11.
115. Ryff, C. D. & Keyes, C. L. (1995). The structure of psychological well-being revisited.Journal of Personality and Social Psychology, 69(4), 719-727.
116. Robbins, S. P.(2002). Organizational Behavior, N.J.: Prentice-Hall Inc..
117. Robbins, S. P. & Coulter, M. 2008. Management. New Jersey: Prentice-Hall.
118. Robbins, S. P.,Judge, T. A.(2010).Organizational Behavior.Upper Saddle River, NJ:Pearson Education.
119. Robbins, S. P. & Coulter, M. (2002), Management (7th ed.), NJ: Prentice-Hall.
120. Robbins, and Judge (2010). Organizational behavior (14th ed.). Prentice Hall Inc.
121. Rousseau, D. M.,McLean Parks, J.(1995).The contracts of individuals and organizations.Research in Organizational Behavior,15,1-43.
122. Robinson, S. L.,Kraatz, M. S.,Rousseau, D. M.(1994).Changing Obligations and the Psychological Contract: A Longitudinal Study.Academy of Management Journal,37(1).
123. Robbins, S. P., Essentials of organizational behavior/Stephen P. Robbins, Timothy A. Judge. (2010)– 10th ed., Pearson Prentic-Hall Inc.
124. Rousseau, D. M. & Tijoriwala, S. A. (1998). Assessing psychological contracts: Issues, alternatives and measures. Journal of Organizational Behavior, 19, 675-695.
125. Schulte, P., & Vainio, H. (2010). Well-being at work-overview and perspective.Scand J Work Environ Health, 36(5), 422-429.
126. Seashore, S. E., ＆ Tobor, T. D.(1975)”Job satisfaction and their correlation”,American Behavioral and Scientist, Vol.18, pp.333-368.
127. Seligman, M. E. (2005).“Positive psychology progress,” American Psychologist, 60(5),pp. 410-421.
128. Schermerhorn, John R. et al.(2000). Organizational Behavior. New York, N.Y.: John Wiley and Sons.
129. Schein, E. H.(1965).Organizational psychology.New Jersey:Prentice-Hall.
130. Schein, E.H., (1985). Organization Culture and Leadership, 1st, Press, San Francisco: Jossey Bass.
131. Schalk, R., & Freese, C. (1993). Het psychological contract. Instroom van Personnel, 1(4): 67-82.
132. Sergiovanni, T. J. (1990). Value-added leadership: How to get extraordinary performance in schools. New York: Harcourt Brace Jovanovich.
133. Shih, C. T. and Chen, S. J. ,2011.The Social Dilemma Perspective on Psychological Contract Fulfillment and Organizational Citizenship Behavior, Management and Organization Review ,7(1), 125-151.
134. Smith, P. C., Kendall, L. M., and C. L. Hulin.(1969). The Measurement of Satisfaction in Work and Retirement, IL:Rand McNally.
135. Sternberg, R. J. (2000). Intelligence and wisdom. In R. J. Sternberg (Ed.), Handbook of intelligence (pp.631-649). Cambridge: Cambridge University.
136. Teff, R. P. & Meyer, J. P.(1993). Job satisfaction, organizational commitment, turnover intention and turnover : path analyses based on meta-analytic finds. Personnel Psychology, 46(2), 259-293.
137. Tichy, N. M. & Devanna, M. A.(1985) ”The Transformational Leader”, New York: John Wiley & Sons.
138. Teff, R. P. & Meyer, J. P.(1993). Job satisfaction, organizational commitment, turnover intention and turnover : path analyses based on meta-analytic finds. Personnel Psychology, 46(2), 259-293.
139. Turnley, W. H. & Daniel, C. F. (2000). Re-Examining the Effects of Psychological Contract Violations: Unmet Expectations and Job Dissatisfaction as Mediators. Journal of Organizational Behavior, 21, 25-42.
140. Turnley, W. H.,Feldman, D. C.(1999).The impact of psychological contract violations on exit, voice, loyalty, and neglect.Human Relations,52(7),895-922.
141. Turnley, W. H. & Feldman, D. C.(2000). Re-examining the Effects of Psychological Contract Violations : Unmet Expectations and Job Dissatisfaction as Mediators. Journal of Organizational Behavior, 21,25-42.
142. Tsui, A.S., Pearce, J.L., Porter, L.W., & Tripoli, A.M. (1997). Alternative approaches to the employee-organization relationship: Does investment pay off? Academy of Management Journal, 40, 1089-1121.
143. Vroom.(1964).Work and Motivation.New York:John Wiley Sons.
144. Viswesvaran, C., Ones, D. S., & Schmidt, F. L. (1996). Comparative analysis of the reliability of job performance ratings. Journal of Applied Psychology,81(5), 557-574.
145. Veenhoven, R. (1997). Advances in understanding happiness. Revue Quebecoise de Psychologic, 18, 29-79.
146. William H. Mobley, Stanley O. Horner, and A. T. Hollingsworth, 1978, An Evaluation of Precursors of Hospital Employee Turnover, Journal of Applied Psychology, Vol. 63, pp. 408-414.
147. Williams,L, L.(200).Impace of mueses jop satisfaction on organizational trust Health care Managent Review,30(3).203-211.
148. Wynne, L.A., Ferratt, T.W. and Biros, D.P. (2002), Career Anchors of United
States Air Force Information Systems Workers: A Turnover Predictor?,
Proceedings of the 2002 ACM SIGCPR Conference on Computer Personnel
Research, Kristiansand, Norway.
149. Wright, T. A. And Cropanzano, R. (2004). The role of psychological well-being in job performance: a fresh look at an age-old quest. Organizational Dynamics, 33(4), 338-351.
150. Yukl, G. (1994). Leadership in organization. N. J: Prentice-Hall.
151. Yukl.(2002). Leadership in organization (5th ed). New Jersey：Prentice Hall, Inc.
152. Zaccaro, S. J., Rittman, A. L., & Marks, M. A. 2001. Team leadership. Leadership Quarterly, 12: 451-483.