本研究以策略性人力資源管理的行為觀點為基礎，探討組織採行高績效工作系統的人力資源管理措施，透過變革動能及變革自我效能，進而對變革承諾的影響歷程。
本研究以台灣金融業的員工為主要研究對象。本研究於2011年01月01日開始發放問巻，於2011年02月15日結束問捲回收，期間共發放500份問巻給予受訪者，總計回收問巻357份，剔除無效問卷13份，最終有效問卷344份，有效問捲回收率為68.8%，透過驗證性因素分析、差異分析及結構方程模式來探討各變數間的關係。
經由實證分析，本研究之結果如下：
一、高績效工作系統對變革動能有顯著正向影響。。
二、變革動能對變革承諾有顯著正向影響。
三、高績效工作系統經由變革動能中介效果進而對變革承諾有顯著影響。
四、高績效工作系統對變革自我效能有顯著正向影響。
五、變革自我效能對變革承諾有顯著正向影響。
六、高績效工作系統經由變革自我效能中介效果進而對變革承諾有顯著影響。

關鍵字：高績效工作系統、變革動能、變革自我效能、變革承諾

The study was developed on the basis of strategic human-resource management to explore the influence process of readiness for change, change self-efficacy and change organizational commitment in organizations while adopting the human resource management practices of high performance work systems.
The subjects for this study were financial industry employees in Taiwan. A total of 500 questionnaires were distributed from January 1st, 2011 and 357 questionnaires were collected by February 15th, 2011 of which 13 questionnaires were invalid and 344 questionnaires were valid, representing a 68.8% valid response rate. The relationships among variables were discussed through confirmatory factor analysis (CFA), analysis of variance and structural equation models (SEM).Empirical findings include:
1.High performance work systems has significant effect on readiness for change.
2. Readiness for change has significant effect on change organizational commitment.
3. Readiness for change have intervening effect on high performance work systems and change organizational commitment.
4. High performance work systems has significant effect on change self-efficacy.
5. Change self-efficacy has significant effect on change organizational commitment.
6. Change self-efficacy have intervening effect on high performance work systems and change organizational commitment.

Keywords: High Performance Work Systems, Readiness for Change, Change Self-efficacy, Change Organizational Commitment

參考文獻
中文部份
余坤東 (2002)。組織變革動能成因及對變革成效之影響研究，管理評論，21(4)，77-100。
吳明隆 (2009)。結構方程式AMOS的操作與應用，台北市，五南文化。
吳萬益 (2008)。企業研究方法，台北市，華泰文化。
廖良文、黃同圳 (2009)。高績效工作系統與人是專業人員工作績效關聯性之研究組織創新之跨層次中介效果，人力資源管理學報，9(41)，17-41。

英文部份
Abele, A.E.; and Spurk, D. (2009). The longitudinal impact of self-efficacy and career goals on objective and subjective career success. Journal of Vocational Behavior, 74(1), 53-62.
Allen, N.J., and Meyer, J.P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18.
Appelbaum, E., and Batt, R.L. (1994). The New American Workplace.Ithaca, NY: Cornell University Press.
Appelbaum, S.H., and Hare, A. (1996). Self-efficacy as a mediator of goal setting and performance. Journal of Managerial Psychology, 11(3), 33-47.
Armenakis, A.A., Harris, S., and Field, H. (1999). Paradigms of organizational change: Change agent and change target perspectives. In R. Golembiewski (Ed.), Handbook of organizational behavior. New York: Marcel Dekker.
Armenakis, A.A., Harris, S.G., and Feild, H.S. (1999). Making change permanent: a model for institutionalizing change interventions , Research in Organizational Change and Development, 12, 289-319.
Armenakis, A.A., Harris, S.G., and Mossholder, K.W. (1993). Creating readiness for organizational change, Human Relations, 46(6), 681-703.
Ash, C.G., and Burn, J.M. (2003). A strategic framework for the management of ERP enabled e-business change. European Journal of Operational Research, 146(2), 374-387.
Ashford, S.J. (1988). Individual strategies for coping with stress during organizational transitions. Journal of Applied Behavioral Science, 24(1), 19-36.
Ashford, S.J., Lee, C., and 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.
Ayuppa, K., and Kong, W. (2010). The impact of task and outcome interdependence and self-efficacy on employees' work motivation: an analysis of the Malaysian retail industry. Asia Pacific Business Review, 16(1and2), 123-142.
Bandura, A. (1977). Social Learning Theory. New York: General Learning Press
Bandura, A. (1982). Self-efficacy mechanism in human agency. American Psychologist, 37(2), 122-147.
Bandura, A. (1986). Social foundations of thought and action: A social cognitive theory. Englewood Cliffs, NJ: Prentice Hall.
Bandura, A. (1989). Human agency in social cognitive theory. American Psychologist, 44(9), 1175-1184.
Bandura, A. (1997). Self-efficacy. The exercise of control. New York: Freeman.
Bandura, A., and Cervone, D. (1986). Differential engagement of self-reactive influences in cognitive motivation. Organizational Behavior and Human Decision Processes, 38, 92-113.
Bandura, A., and Schunk, D. (1981). Cultivating competence, self-efficacy, and intrinsic interest.through proximal self-motivation. Journal of Personality and Social Psychology, 41(3), 586-598.
Bandura, A., and Wood, R. (1989). Social cognitive theory of organizational management. Academy of Management Review, 14(3), 361-384.
Barnes, W.F. (2001). The challenge of implementing and sustaining high performance work systems in the United States: An evolutionary analysis of I/N Tek and Kote, Doctoral dissertation, University of Notre Dame.
Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99-120.
Barney, J. (1995). Looking inside for competitive advantage. Academy of Management Executive, 9(4), 49-61.
Beckard, R., and Harris, R. (1987). Organizational transitions: managing complex change. Reading, MA: Addison-Wesley.
Becker, T.E., Billings, R.S., Eveleth, D.M., and Gilbert, N.L. (1996). Foci and bases of employee commitment: Implications for job performance. Academy of Management Journal, 39(2), 464-482.
Beehr, T. A., and Newman, J. E. (1978). Job stress, employee health and organizational effectiveness: A facet analysis, model, and literature review. Personnel Psychology, 31(3), 665-699.
Bennis, W. (2000). Leadership of change. In M. Beer and N. Nohria (Eds.), Breaking the code of change (pp. 113-121). Boston, MA: Harvard Business School Press.
Bernerth, J. (2004). Expanding our understanding of the change message. Human Resource Development Review, 3(1), 36-52.
Biedenbach, T., and So derholm, A., (2008). The challenge of organizing change in hypercompetitive industries: a literature review. Journal of Change Management, 8(2), 123-145.
Blau, G. (1989). Testing the generalizability of a career commitment measure and its impact on employee turnover. Journal of Vocational Behaviour, 35(1), 88-103.
Blustein, D.L., Ellis,M., and Devenis, L. (1989). The development and validation of a two-dimensional model of the commitment to career choice process. Journal of Vocational Behavior, 35(3), 342-378.
Bohlander, G., and Snell, S. (2004). Managing human resources (13th ed.). Mason, OH: Thomson/South-Western.
Boxall, P. and Purcell, J. (2003). Strategy and human resource management. London: Palgrave Macmillan.
Boxall, P., and Macky, K. (2009). Research and theory on high-performance work systems: progressing the highinvolvement stream. Human Resource Management Journal, 19(1), 3-23.
Burke, W., and Litwin, G. (1992). A causal model of organizational performance and change. Journal of Management, 18(3), 523-545.
Busch, Tor.(1998). Attitudes towards management by objectives: an empirical investigation of self-efficacy and goal commitment. Scandinavian Journal of Management, 3(3), 289-299.
Butler, P., Felstead, A., Ashton, D., Fuller, A., Lee, T., Unwin, L., and Walters, S. (2004). High performance management: a literature review. Learning as Work」 Research Paper No1, Centre for Labour Market Studies, University of Leicester.
By, R.T. (2007). Ready or not. Journal of Change Management, 7(1), 3-11.
By, R.T., Diefenbach, T., and Klarner, P. (2008). Getting organizational change right in public services: the case of the European higher education. Journal of Change Management, 8(1), 21-35.
Cabrera, E.F., and Cabrera, A. (2005). Fostering knowledge sharing through people management practices. International Journal of Human Resource Management, 16(5), 720-735.
Cappelli, P., and Neumark, D. (2001). Do 「high performance」 work practices improve establishment level outcomes?. Industrial and Labor Relations Review, 54(4), 737-776.
Carbonara, G., and Caiazza, R. (2008). From knowledge to dynamic capabilities: Double learning process in unordinary events. The Business Review, Cambridge, 11(2), 247-251.
Cascio, W.F. (1995). Whither industrial and organizational psychology in a changing world of work? American Psychologist, 50(11), 928-939.
Caspersz, D. (2006). The 『talk' versus the 『walk': high performance work systems, labour market flexibility and lessons from Asian workers. Asia Pacific Business Review, 12(2), 149-161.
Chaudhuri, K. (2009). A critical view on HPWS and Employee Commitment Forms of commitments matters. Lex ET Scientia International Journal, 16(1), 355-376.
Chaudhuri, k., (2009). A Discussion on HPWS Perception and Employee Behavior. Global Business and Management Research: An International Journal, 1(2), 27-42.
Chen, J., and Wang, L. (2007). Locus of control and the three components of commitment to change. Personality and Individual Differences, 42(3), 503-512.
Chen, J.C. (2005). Leadership effectiveness, leadership style and employee readiness. Leadership and Organization Development Journal, 26(4), 280-288.
Chow, I. (2005). High-performance work systems in Asian companies. Thunderbird International Business Review, 47(5), 575-599.
Coch, L., and French, J.R.P., Jr. (1948). Overcoming resistance to change. Human Relations, 1, 512-532.
Coetzer, G.H., Hanson, B., and Trimble, R. (2009). The mediating influence of role stress on the relationship between adult attention deficit and self efficacy. Journal of Business and Management, 15(2), 111-128.
Combs, J., Liu, Y., Hall, A., and Ketchen, D. (2006). How much do high-performance work practices matter ? A meta-analysis of their effects on organizational performance. Personnel Psychology, 59(3), 501-528.
Conner, D.R. (1992). Managing at the speed of change: How resilient managers succeed and prosper where others fail. New York: Villard Books.
Conner, D.R., and Patterson, R.W. (1982). Building commitment to organizational change. Training and Development Journal, 36(4), 18-30.
Cunningham, G.B. (2006). The relationships among commitment to change, coping with change, and turnover intentions. European Journal of Work Andorganizational Psychology, 15(1), 29-45.
Delaney, J.T., and Huselid, M.A. (1996). The impact of human resource management practices on perceptions of organizational performance. Academy of Management Journal, 39(4), 949-969.
Doppler, K., Fuhrmann, H., Lebbe-Waschke, B., and Voigt, B. (2002). Unternehmenswandel gegen widerstnde- change management mit den menschen, New York: Campus, Frankfurt.
Eby, L.T., Adams, D.M., Russell, J.E.A., and Gaby, S.H. (2000). Perceptions of Organizational Readiness for Change: Factors Related to Employees' Reactions to the Implementation of Team-Based Selling. Human Relations, 53(3), 419-442.
Fedor, D.B., Caldwell, S., and Herold, D.M. (2006). The effects of organizational changes on employee commitment: A multi-level investigation. Personnel Psychology, 59(1), 1–29.
Ford, J.K., Weissbein, D.A., and Plamondon, K.E. (2003). Distinguishing organizational from strategy commitment: Linking officers' commitment to community policing to job behaviors and satisfaction. Justice Quarterly, 20(1), 159-185.
Frode, M., and Eleanor, A. (2009). Coaching and the effect on self-efficacy. Organization Development Journal, 27(4), 69-82.
Gagne, M., and Deci, E.L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331-362.
Gareis, R., (2010). Changes of organizations by projects. International Journal of Project Management, 28(4), 314-327.
Gephart, M.A., and Van Buren M.E. (1996). Building synergy: the power of high performance work systems. Training and Development, 50(10), 21-35.
Gist, M.E. (1987). Self-efficacy: implications for organizational behavior and human resource management. Academy of Management Review, 12(3), 472-485.
Gist, M.E., and Mitchell, T.R. (1992). Self-efficacy, a theoretical analysis of its determinants and malleability. Academy of Management Review, 17(2), 183-211.
Godard, J. (2001). High-performance and the transformation of work? The implications of alternative work practices for the experience and outcomes of work. Industrial and Labour Relations Review, 54(4), 776-805.
Goodman, J. and Truss, C. (2004). The medium and the message: communicating effectively during a major change initiative. Journal of Change Management, 4(3), 217-228.
Goodman, P.S., and Rousseau, D.M. (2004). Organizational change that produces results: The linkage approach. Academy of Management Executive, 18(3), 7-19.
Grant, A., and Greene, J. (2004). Coach yourself: Make real changes in your life. Momentum.
Grant, R. (1998). Contemporary strategy Analysis. Oxford: Blackwell.
Guest, D.E. (1997). Human resource management and performance: A review and research agenda. The International Journal of Human Resource Management, 8(3), 263-276.
Guthrie J.P. (2001). High-involvement work practices, turnover, and productivity: Evidence from New Zealand. Academy of Management Journal, 44(1), 180-192.
Guthrie, J.P., Flood, P.C., Liu, W., and MacCurtain, S. (2009). High performance work systems in Ireland: human resource and organizational outcomes. The International Journal of Human Resource Management, 20(1), 112-125.
Hampel, P.S., and Martinsons, M.G. (2009). Developing international organizational change theory using cases from China. Human Relations, 62(4), 459-499.
Harley, B. (2002). Employee responses to high performance work system practices: An analysis of the AWIRS95 data. Journal of Industrial Relations, 44(3), 418-434.
Heitger, B., and Doujak, A. (2008). Management Cuts and New Growth- An Innovative Approach to Change Management, Vienna:Goldegg.
Herold, D.M., Fedor, D.B., and Caldwell, S.D. (2007). Beyond change management: A multilevel investigation of contextual and personal influence on employees' commitment to change. Journal of Applied Psychology, 92(4), 942-951.
Herold, D.M., Fedor, D.B., Caldwell, S., and Liu, Y. (2008). The effects of transformational and change leadership on employees' commitment to a change: A multilevel study. Journal of Applied Psychology, 93(2), 346-357.
Herscovitch, L., and Meyer, J.P. (2002). Commitment to organizational change: Extension of a three-component model. Journal of Applied Psychology, 87(3), 474-487.
Holt, D.T., Armenakis, A.A., Field, H.S., and Harris, S.G. (2007). Readiness for organizational change: the systematic development of a scale. The Journal of Applied Behavioral Science, 43(2), 232-255.
Holt, D.T., Helfrich, C.D., Hall, C.G., and Weiner, B.J. (2010). Are you ready? How health professionals can comprehensively conceptualize readiness for change. Journal of General Internal Medicine, 25(1), 50-55.
Howard, A. (1995). The changing nature of work. San Francisco: Jossey-Bass.
Hui, C., and Lee, C. (2000). Moderating effects of organizational-based self-esteem on organization uncertainty: Employee response relationships. Journal of Management, 26(2), 215-232.
Huselid, M.A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635-672.
Jansen, K.J. (2000). The emerging dynamics of change: Resistance, readiness, and momentum. HR: Human Resource Planning, 23(2), 53-55.
Janssens, M., Sels, L., and Van den Brande, I. (2003). Multiple types of psychological contracts: A sixcluster solution. Human Relations, 56(11), 1349-1378.
Jiang, J.J., Muhanna, W.A., and Klein, G. (2000). User resistance and strategies for promoting acceptance across system types. Information and Management, 37(1), 25-36.
Jimmieson, N.L., Terry, D.J., and Callan, V.J. (2004). A longitudinal study of employee adaptation to organizational change: The role of change-related information and change-related self-efficacy. Journal of Occupational Health Psychology, 9(1), 11-27.
Jin, L., Watkins, D., and Yuen, M. (2009). Personality, career decision self-efficacy and commitment to the career choices process among Chinese graduate students. Journal of Vocational Behavior, 74(1), 47-52.
Jolink, M., and Dankbaar, B. (2010). Creating a climate for inter-organizational networking through people management. The International Journal of Human Resource Management, 21(9), 1436-1453.
Jones, R.A., Jimmieson, N.L., and Griffiths, A. (2005). The impact of organizational culture and reshaping capabilities on change implementation success：The mediating role of readiness for change. Journal of Management Studies, 42(2), 361-386.
Judge, T.A., Erez, A., Bono, J.E., and Thoreson, C.J. (2002). Are measures of self-esteem, neuroticism, locus of control and generalized self efficacy indicators of a common core construct? Joumal of Personality and Social Psychology, 83(3), 693-710.
Judge, T.A., Thoresen, C.J., Pucik, V., and Welbourne, T.M. (1999). Managerial coping with organizational change: A dispositional perspective. Journal of Applied Psychology, 84(1), 107-122.
Kahn, W. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
Kasper, H., and Mayrhofer, W. (2002). Personalmanagement, Fuhrung, Organisation. Vienna: Linde Verlag.
Klein, K.J., and Sorra, J.S. (1996). The challenge of innovation implementation. Academy of Management Review, 21(4), 1055-1080.
Klein, K.J., Conn, A.B., and Sorra, J.S. (2001). Implementing computerized technology: An organizational analysis. Journal of Applied Psychology, 86, 811-824.
Korbangyang, S., and Ussahawanitchakit, P. (2009). Change readiness and performance of health care service business in Thailand: Mediator role of service excellence, resource exploitation and business competitiveness. International Journal of Business Research, 9(5), 109-124.
Kotter, J.P. (1995). Why transformation efforts fail. Harvard Business Review, 73(2), 59-67.
Kotter, J.P., and Schlesinger, L.A. (1979). Choosing strategies for change. Harvard Business Review, 57(2), 32-39.
Kreitner, R., and Kinicki, A. (1995). Organizational behavior. (3rd ed.). Boston, MA: Richard D. Irwin.
Kumar, R.R., and Kamalanabhan T.J. (2005). The role of personality factors in ciping with organizational change. International Journal of Organizational Analysis, 13(2), 175-192.
Kwahk K.Y., and Kim H.W. (2008). Managing readiness in enterprise systems-driven organizational change. Behaviour and Information Technology,27(1), 79-87.
Kwahk, K.Y., and Lee J.N. (2008). The role of readiness for change in ERP implementation: Theoretical bases and empirical validation. Information and Management, 45(7), 474-481.
Leffakis, Z.M., and Doll, W.J. (2004-2005). Using high-performance work systems to support individual employment rights and decrease employee telecommunication violations in the workplace. Journal of Individual Employment Rights, 11(4), 275-290.
Lehman, W.E.K., Greener, J.M., and Simpson, D.D. (2002). Assessing organizational readiness for change. Journal of Substance Abuse Treatment, 22(4), 197-209.
Lennings, C.J. (1994). An evaluation of a generalized self-efficacy scale. Personality and Individual Differences, 16(5), 745-750.
Lent, R.W., Hackett, G. (1987). Career self-efficacy: empirical status and future directions. Journal of Vocational Behavior, 30(3), 347-382.
Lepak, D.P., Liao H., Chung Y. and Harden E.E. (2006). A conceptual review of human resource management systems in strategic human resource management research. Research in Personnel and Human Resources Management, 25, 217-271.
Levine, D. (1995). Reinventing the workplace: How business and employers can both win. Washington, DC: Brookings Institution.
Lewin, K. (1951). Field theory in social science - selected theoretical papers. New York, NY: Harper and Row.
Liu, W., Guthrie, J.P., Flood, P.C., and MacCurtain, S. (2009). Unions and the Adoption of High Performance Work Systems: Does Employment Security Play a Role? Industrial and Labor Relations Review, 63(1), 109-127.
Luthans, F. (1995). Organizational behavior. (7th ed.). New York: McGraw-Hill.
Luthans, F., and Stajkovic, A.D. (1998). Self-efficacy and work-related performance: a meta-analysis. Psychological Bulletin, 124(2), 240-261.
Lyonsa, J.B., Swindlera, S.D., and Offnerb, A. (2009). The impact of leadership on change readiness in the US military. Journal of Change Management, 9(4), 459-475.
MacDuffie, J.P. (1995). Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry. Industrialand and Labor Relations Review, 48, 197-221.
Machin, S., and Wood, S. (2005). Human resource management as a substitute for trade unions in british workplaces. Industrial and Labor Relations Review, 58(2), 201-218.
Macky, K., and Boxall, P. (2007). The relationship between 「high performance work practices」 and employee attitudes: An investigation of additive and interaction effects. The International Journal Human Resource Management, 18(4), 537-567.
Madsen, S.R. (2003). Wellness in the workplace: preparing employees for change. Organization Development Journal, 21(1), 46-55.
Maertz, C.P., Mosley, D.C., and Alford, B.L. (2002). Does organizational commitment fully mediate constituent commitment effects? A reassessment and clarification. Journal of Applied Social Psychology, 32(6), 1300–1313.
Marsh, H.W. (1993). Academic self-concept: Theory, measurement, and research. In J. Suls (Ed.), Psychological perspectives on the self. Hillsdale, NJ: Erlbaum.
Martocchio, J.J., and Hertenstein, E.J. (2003). Learning orientation and goal orientation context: Relationships with cognitive and affective learning outcomes. Human Resource Development Quarterly, 14(4), 413-434.
Mastrangelo, P., Prochaska, J. and Prochaska, J. (2008, April). How people change: the transtheoretical model of behavior change. Master Tutorial at the 23rd Annual Conference for the Society of Industrial and Organizational Psychologists, San Francisco, CA.
Meyer J.P., Stanley D.J., Herscovitch L. and Topolnytsky L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20-52.
Meyer, J.P., and Allen, N.J. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage.
Meyer, J.P., and Herscovitch, L. (2001). Commitment to the workplace: Toward a general model. Human Resource Management Review, 11(3), 299-326.
Meyer, J.P., Becker, T.E., and Vandenberghe, C. (2004). Employee commitment and motivation: A conceptual analysis and integrative model. Journal of Applied Psychology, 89(6), 991-1007.
Meyer, J.P., Srinivas, E.S., Lal, J.B., and Topolnytsky, L. (2007). Employee commitment and support for an organizational change: Test of the three-component model in two cultures. Journal of Occupational and Organizational Psychology, 80(2), 185-211.
Miles, R.E., and Snow, C.C. (1992). Causes of failure in network organizations. California Management Review, 34(4), 53-72.
Mowday, R.T., Steers, R.M., and Porter, L.W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224-247.
Mrayyan, M.T., Modallal, R., Awamreh, K., Atoum, M., Abdullah, M., and Suliman, S. (2008). Readiness of organizations for change, motivation and conflict-handling intentions: Senior nursing students' perceptions, 8(2), 120-128.
Nadler, D.A., and Gerstein, M.S. (1992). Designing high-performance work systems: Organizing people, work, technology, and information. San Francisco: Jossey-Bass.
Nadler, D.A., Gerstein, M.S., and Shaw, R.B. (1992). Organizational architecture: Designs for changing organizations (1st ed.). San Francisco CA: Jossey-Bass.
Nasurdin, A.M., Ramayah T. and Beng Y.C. (2009). The impacts of structure, climate and selfefficacy on stress: A malaysian survey. Asian Academy of Management Journal, 14(1), 59-79.
Neubert, M.J., and Cady, S.H. (2001). Program commitment: A multi-study longitudinal field investigation of its impact and antecedents. Personnel Psychology, 54(2), 421-448.
Niu, H. (2010). Investigating the effects of self-efficacy on foodservice industry employees' career commitment. International Journal of Hospitality Management, 29(4), 743-750.
Oreg, S., (2003). Resistance to change: Developing an individual difference measure. Journal of Applied Psychology, 88(4), 680-693.
Ostroff, F. (2006, May). Change management in government. Harvard Business Review.
Ott, J.S. (1989). The organizational culture perspective. Chicago, IL: Dorsey Press.
Ozer, E.M. and Bandura, A. (1990). Mechanisms governing empowerment effects: A self- efficay analysis. Journal of Personality and Social Psychology, 58(3), 472-486.
Paauwe, P., and Richardson, R. (1997). Editorial introduction: Strategic human resource management and performance. International Journal of Human Resource Management, 8(3), 257-262.
Parker, S.K. (1998). Enhancing role breadth self-efficacy: The roles of job enrichment and other organizational interventions, Journal of Applied Psychology, 83(6), 835-852.
Pasmore, W.A. (1988). Designing effective organizations: The sociotechnical systems perspective. New York: Wiley and Sons.
Pati, S.P., and Kumar, P. (2010). Employee engagement: Role of self-efficacy, organizational support and supervisor support. The Indian Journal of Industrial Relations, 46(1), 126-137.
Pellettiere, V. (2006). Organization self-assessment to determine the readiness and risk for planned change. Organization Development Journal, 24(4), 38-43.
Pfeffer, J. (1994). Competitive advantage through people: Unleashing the power of the workforce, Boston: Harvard Business School Press.
Pillai, R., and Williams, E.A. (2004). Transformational leadership, self-efficacy, group cohesiveness, commitment, and performance. Journal of Organization Change Management, 17(2), 144-159.
Porter, L.W., Steers, R.M., Mowday, R.T., and Boulian, P.V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603-609.
Prochaska, J.O., and Di Clemente C.C. (1982). Transtheoretical therapy: Toward a more integrative model of change. Psychotherapy: Theory, Research and Practice, 19(3), 276-288.
Quinn, R. E. and Kimberly, J. R. (1984). Paradox, planning, and perseverance: guidelines for managerial practice. In Kimberly, J. R. and Quinn, R. E. (Eds), Managing Organizational Translations, Homewood, IL: Dow Jones-Irwin, 296–313.
Quinn, R.E. and Hall, R.H. (1983). Environments, organizations, and policymakers: toward an integrative framework. In Hall, R.H. and Quinn, R.E. (Eds), Organizational Theory and Public Policy. Beverly Hill, CA: Sage, 281–298.
Quinn, R.E. and Rohrbaugh, J. (1981). A competing values approach to organizational effectiveness. Public Productivity Review, 5, 122-140.
Quinn, R.E. and Rohrbaugh, J. (1983). A spatial model of effectiveness criteria: toward a competing values approach to organizational analysis. Management Science, 29(3), 363-377.
Quinn, R.E. (1988). Beyond rational management. San Francisco, CA: Jossey-Bass.
Rafferty, A.E., and Simons, R.H.(2005). Aa examination of the antecedents of readiness for fine-tuning and corporate transformation changes, Journal of Business and Psychology, 20(3), 325-350.
Randall, D.M., Fedor, D.B., and Longnecker, C.O. (1990). The behavioral expression of organizational commitment. Journal of Vocational Behavior, 36(2), 210-224.
Rashid, H., and Zhao, L. (2010). The significance of career commitment in generating commitment to organizational change among information technology personnel. Academy of Information and Management Sciences Journal, 13(1), 111-131.
Redmond, M.R., Mumford, M.D., and Teach, R. (1993). Putting creativity to work: effects of leader behavior on subordinate creativity. Organizational Behavior and Human Decision Processes, 55(1), 120-151.
Schneider, B., Brief, A.P., and Guzzo, R.A. (1996). Creating a climate and culture for sustainable organizational change. Organizational Dynamics, 24, 7-19.
Scholz, U., Dona, B.G., Sud, S., and Schwarzer, R. (2002). Is general self-efficacy a universal construct? Psychometric findings from 25 countries. European Journal of Psychological Assessment, 18(3), 242-251.
Self, D.R., (2007). Organizational change - overcoming resistance by creating readiness. Development and Learning in Organizations, 21(5), 11-13.
Shah, N., and Shah, S.G. (2010). Relationships between employee readiness for organizational change, supervisor and peer relations and demography, 23(5), 640–652.
Smith, I. (2005). Achieving readiness for organisational change. Library Management, 26(6/7), 408-412.
Smith, S.A., Kass, S.J., Rotunda, R.J., and Schneider, S.K. (2006). If at first you don't succeed: Effects of failure on general and task-specific self-efficacy and performance. North American Journal of Psychology, 8(1), 171-182.
Smith, V. (1997). New forms of work organization. Annual Review of Sociology, 23(1), 315-339.
Snell, S.A., and Dean, J.W. Jr. (1992). Integrated manufacturing and human resource management: A human capital perspective. Academy of Management Journal, 35(3), 467-504.
Somers, M.J. (2009). The combined influence of affective, continuance and normative commitment on employee withdrawal. Journal of Vocational Behavior, 74(1), 75-81.
Sonnentag, S. and Volmer, J. (2009). Individual-level predictors of task-related teamwork processes: The role of expertise and self-efficacy in team meetings. Group and Organization Management, 34(1), 37-66.
Su S., Baird K., and Blair B. (2009). Employee organizational commitment: the influence of cultural and organizational factors in the Australian manufacturing industry. The International Journal of Human Resource Management, 20(12), 2494-2516.
Sun L.Y., Aryee S., and Law K.S. (2007). High performance human resource practices, citizenship behavior, and organizational performance: A relational perspective. Academy of Management Journal, 50(3), 558-577.
Susanto, A.B. (2008). Organizational readiness for change: a case study on change readiness in a manufacturing company in Indonesia. International Journal of Management Perspectives, 2(1), 50-61.
Tsai Chin-Ju. (2006). High performance work systems and organizational performance: an empirical study of Taiwan's semiconductor design firms. Int. J. of Human Resource Management, 17(9), 1512-1530.
Takeuchi, R., Chen, G., and Lepak, D.P. (2009). Through the looking glass of a social system：cross-level effects of high-performance work systems on employees' attitudes. Personnel Psychology, 62(1), 1-29.
Tata, J., and Prasad, S. (1992). Optimum production process, national culture, and organization design. European Business Review, 92(1), 6-12.
Tomer, J.F., (2001). Understanding high-performance work systems: the joint contribution of economics and human resource management. The Journal of Socio-Economics, 30(1), 63-73.
Tsui, A.S., Pearce, J.L., Porter, L.W., and Tripoli, A.M. (1997). Alternative approaches to the employee-organization relationship: Does investment in employees pay off? Academy .of Managetnent Journal, 40(5), 1089-1121.
Turner, D., and Crawford, M. (1998). Change power: capabilities that drive corporate renewal. Sydney: Business and Professional Publishing.
Verona, G., and Ravasi, D. (2003). Unbundling dynamic capabilities: an exploratory study of continuous product innovation. Industrial and Corporate Change, 12(3), 577-607.
Wanberg, C.R., and Banas, J.T. (2000). Predictors and outcomes of openness to changes in a reorganizing workplace. Journal of Applied Psychology, 85(1), 132-142.
Wanous, J.P., Reichers, A.E., and Austin, J.T. (2000). Cynicism about organizational change: Measuring antecedents and correlates. Group and Organizational Management, 25(2), 132-153.
Wasti, S.A. (2005). Commitment profiles: Combinations of organizational commitment forms and job outcomes. Journal of Voca-tional Behavior, 67(2), 290-308.
Way, S.A. (2002). High performance work systems and intermediate indicators of firm performance within the U.S. Small Business Sector. Journal of Management, 28(6), 765-785.
Weber, P.S., and Weber, J.E. (2001). Changes in employee perceptions during organizational change. Leadership and Organization Development Journal, 22(6), 291-300.
Weigand, D.A., and Stockham, K.J. (2000). The importance of analyzing position-specific self-efFicacy. Journal of Sport Behavior, 23(1), 61-69.
Weiner B.J. (2009). A theory of organizational readiness for change. Implementation Science. 4(1), 1-9.
Weiner, B.J., Amick, H., and Lee, S.Y. (2008). Conceptualization and measurement of organizational readiness for change: A review of the literature in health services research and other fields. Med Care Res Rev, 65(4), 379-436.
Wernerfelt, B. (1984). A resource-based view of the firm. Strategic Management Journal, 5(2), 171-181.
Wood, R., and Bandura, A.(1989). Social cognitive theory of organizational management. Academy of Management Review, 14(3), 361-384.
Yukl, G. (1998). Leadership in Organizations. (4th ed.). Englewood Cliffs, NJ: Prentice-Hall.
Zacharatos, A., Barling, J., and Iverson, R.D. (2005). High-Performance Work Systems and Occupational Safety. Journal of Applied Psychology, 90(1), 77-93.
Zimmerman, B.J. (1995). Self-efficacy and educational development. In A. Bandura (Ed.), Self-efficacy in changing societies (pp. 202–231). New York: Cambridge Univ. Press.
Zimmerman, B.J. (2000). Self-efficacy: An essential motive to learn, Contemporary Educational Psvchology, 25(1), 82-91.