臺鐵於民國113年1月1日改制為國營公司體制，如此巨大的組織轉變，引發臺鐵員工對於內部組織架構、營運政策、工作內容以及薪資福利等各方面變動的憂慮及不安，而臺鐵員工對於公司化組織變革之急迫性、未來效益以及改革過程之溝通等認知亦有不一致之看法，本研究探討臺鐵員工組織變革認知、工作不安全感、工作投入、組織承諾等構面與留任意願之相關性，從中衡量構面水平，並檢驗其間之因果關係。實證數據係使用LINE問卷對於臺鐵員工進行滾雪球抽樣，共回收632份有效問卷，所蒐集之資料分別進行描述性統計分析、單因子變異數分析、探索性因素分析、信度分析、驗證性因素分析以及結構方程模式建模，以驗證本研究所設定之假設。
研究結果說明如下：所有構面在敘述性統計分析中顯示出在平均數方面，留任意願與組織變革認知為中等偏低；組織承諾、工作投入及工作不安全感則中等偏高，且全體構面標準差均呈現較為分歧之認知情形。在單因子變異數分析中顯示出年齡較大、教育程度較低、年資較長且職等較高臺鐵員工之組織承諾與工作投入認知程度均顯著較大。在探索性因素分析中顯示出良好的部分相關性，在驗證性因素分析中顯示出良好的判別效度和收斂效度，在結構方程模型的結果中顯示：（1）組織承諾對留任意願有顯著正向影響；（2）工作投入對留任意願有顯著正向影響；（3）工作投入對組織承諾有顯著正向影響；（4）工作不安全感對組織承諾有顯著負向影響；（5）組織變革認知對組織承諾有顯著正向影響；（6）組織變革認知對工作投入有顯著正向影響（7）組織變革認知對工作不安全感有負向顯著影響；惟，（8）工作不安全感對工作投入沒有顯著影響。最後從結果中得出一些能提升臺鐵員工留任意願的實用建議，提供給臺鐵公司經營階層參考。

Taiwan Railways Administration (TRA) was restructured into state-owned Taiwan Railway Corporation, Ltd. (TRC) on January 1, 2024. This significant organizational change has caused concerns and anxiety among TRA employees regarding changes in internal organizational structure, operational policies, and employee compensation and benefits. Moreover, TRA employees have various perceptions regarding the urgency of the corporatization, the future benefits, and the communication process during the reform. This study explores the relationship among TRA employees’ cognition of organizational change, job insecurity, job involvement, organizational commitment, and intention to stay.
It aims to measure the levels of these dimensions and examine the causal relationships among them.
The empirical data are collected from TRA employees and a total of 632 valid questionnaires are collected. The data collected are analyzed by descriptive statistics, one-way ANOVA analysis, exploratory factor analysis, reliability analysis, confirmatory factor analysis, and structural equation modeling. The results of the structural equation modeling reveal that (1) organizational commitment significantly positively impacts intention to stay; (2) job involvement significantly positively impacts intention to stay; (3) job involvement significantly positively impacts organizational commitment; (4) job insecurity significantly negatively impacts organizational commitment; (5) cognition of organizational change significantly positively impacts organizational commitment; (6) cognition of organizational change significantly positively impacts job involvement; (7) cognition of organizational change significantly negatively impacts job insecurity; but (8) job insecurity dosen’t significantly negatively impacts job involvement.

中文文獻
1.王大明，黃永全，林若蕎（2018）。工作價值觀、組織承諾、工作滿足與留任意願關係之研究--以國籍民航機師為例。觀光產業與航空管理期刊，1(1)，70-94。
2.王克誠、林姿葶（2023）。願景領導促進部屬改變導向行為的驅力與隱憂：希望的中介效果與工作不安全感的調節式中介效果。管理學報，40(1)，81-105。
3.王建中、謝承堯（2011）。組織變革認知，組織公民行為，工作不安全感與工作滿意度之關聯性研究。第十九屆國防管理學術暨實務研討會，1100-1118。
4.王博瀚、黃光甫（2020）。教師工作投入、組織承諾對校園霸凌防制工作認知之研究-以台中市為例。青少年犯罪防治研究期刊，12(1)，115-161。
5.王貴冠、張婉菁（2019）。高等教育體系之非典型勞工工作不安全感對工作投入的影響：以正向心理資本為調節變項。中等教育，70(4)，34-51。
6.王曉瑩（2012）。人力精簡方法對組織承諾之影響：以員工工作不安全感為調節變項。國立中央大學人力資源管理研究所碩士論文。
7.交通部臺灣鐵路管理局（2023）。中華民國111年臺灣鐵路統計年報。
8.朱彥華（2008）。台灣鐵路工會以集體行動影響政策之研究。中國文化大學政治系暨政治學系。
9.朱哲宏（2011）。國中兼任行政職務教師留任意願之研究─以高雄市為例。樹德科技大學經營管理研究所碩士論文。
10.朱惠英、詹慧珊、陳美方、吳泰良、蔡宜萱（2017）。臺南市花店從業人員工作投入、工作績效及留任意願關係之研究。嘉大農林學報，14(2)，25-46。
11.朱樂恆（2012）。海軍空勤人員工作不安全感、組織承諾、離職傾向之關聯性研究-以個人與家庭特性為調節變項。國立成功大學企業管理學系碩士論文。
12.牟鍾福（2002）。國中體育教師組織正義與組織信任對組織承諾影響之研究。國立台灣師範大學體育學系研究所碩士論文。
13.余明助（2006）。組織變革不確定感與員工工作態度關係之研究－以組織溝通和員工信任為中介變數。人力資源管理學報，6(2)，89-110。
14.吳定（2017）。公共政策，臺北市：五南圖書。
15.高猷玨（2020）吳明隆（2009）。結構方程模式－SIMPLIS的應用(三版)。臺北市：五南文化。
16.吳秉恩（1993）。組織行為。臺北市: 華泰書局。
17.吳姵儒、林弘昌（2018）。高科技產業研發工程師五大人格特質、組織變革態度與工作投入之研究。科技與人力教育季刊，5(1)，67-88。
18.李坤宗（2016）。組織變革知覺、工作不安全感、工作壓力及離職傾向關係之研究－以社會支持為調節效果。國防大學管理學院資源管理及決策研究所碩士論文。
19.李姿寬（2016）。組織承諾與工作敬業心對留任意願影響之研究。東吳大學企業管理學系研究所碩士論文。
20.李琪明（2020）。多面向道德情意量表之發展與信效度考驗。教育心理學報，51(4)，561-583。
21.杜微（2012）。臺鐵營運的政治經濟分析，1945-2011，國立台灣大學政治學研究所碩士論文。
22.杜新偉（1999），組織變革中員工反應態度的調查研究—以中華電信公司民營化變革為例。中山大學人力資源管理研究所碩士論文。
23.沈坤勳（2014）。組織精簡知覺、工作不安全感對工作投入與退卻行為之影響-以知覺組織支持為調節變項。國立中正大學勞工關係學系研究所碩士論文。
24.沈怡君、黃能堂（2012）。期望落差、組織氣候、組織社會化對留任意願影響之研究。就業與勞動關係季刊，2(2)，208-235。
25.卓孟珍（2003）。組織變革認知與組織公民行為之關係研究-以中央信託局為例。國立成功大學企業管理研究所碩士論文。
26.林正隆（2005）。高鐵通車後對台鐵經營模式之研究。國立交通大學管理學院碩士在職專班經營管理組碩士論文。
27.林秀吟、廖益興（2014）。國民小學資訊組長工作壓力與留任意願之研究。中華行政學報，14，201-226。
28.林政諺（2021）。職業重建人員工作不安全感對工作滿意的影響：以專業承諾作為調節變項。國立清華大學教育心理與諮商學系教育心理與諮商研究所碩士論文。
29.林桐銘（2016）。組織變革對員工離職傾向之跨層次分析：心理契約違反與共享心智模式的中介效果。國立中山大學人力資源管理研究所博士論文。
30.林琬婷（2018）。組織變革準備度對退縮行為的影響－探討工作不安全感之中介效果。淡江大學會計學系研究所碩士論文。
31.林慧芝（2015）。激勵制度對留任意願影響之探討－以內部稽核人員為例。國立中央大學人力資源管理研究所碩士論文。
32.邱盛生、方志文、李宏生、房文霞（1993）。台鐵經營管理之課題及改善對策。交通部運輸研究所。
33.洪致文（1992）。臺灣鐵道傳奇（第五版）。臺北市：時報文化。
34.洪致文（2000）。珍藏世紀台灣鐵道-幹線鐵路篇。臺北市：時報文化。
35.夏榕文、張俊烽（2007）。員工組織變革認知對組織承諾及工作投入之影響。績效與策略研究，4(2)，111-121。
36.高猷玨（2020）。民營化對我國鐵路事業組織變革之影響-日本國鐵的經驗。國立政治大學國家安全與大陸研究碩士在職專班碩士論文。
37.張立功（2015）。授權式領導與主從關係對留任意願影響之研究─以台灣地區五星級旅館員工為例。東海大學餐旅管理學系研究所碩士論文。
38.張有恆、劉恩廷（2018）。組織變革對工作滿意、組織承諾、組織績效影響之研究－以桃園機場公司為例。航空安全及管理季刊，5(1)，1-41。
39.張珠月（2016）。員工工作投入、組織公平、工作滿意度、組織承諾與組織公民行為關係之研究-以財政部中區國稅局為例。國立臺中科技大學企業管理系研究所碩士論文。
40.張素璇（1999年5月1日）。百年火車頭換軌起跑 —拒絕淘汰的台鐵，天下雜誌。天下雜誌第216期。https://www.cw.com.tw/article/5106608
41.戚樹誠（2010）。組織行為－台灣經驗與全球視野。雙葉書廊。
42.郭彥廉、黃柏凱（2018）。港務公司化之船舶空氣污染管理對策。港灣季刊，109，43-57。
43.陳正昌（2013）。SPSS與統計分析。臺北市：五南文化。
44.陳列甫（2001）。民營化組織變革中員工反應態度及離職意願之調查研究-台電公司之員工觀點。淡江大學管理科學系研究所碩士論文。
45.陳宏吉（2012）。台糖公司事業部組織變革與員工認知之研究。國立中山大學人力資源管理研究所研究所碩士論文。
46.陳怡行（2019年2月15日）。臺灣鐵道線路圖—見證鐵路萬能的1930年代。國家發展委員會檔案管理局https://www.archives.gov.tw/ALohas/ALohasColumn.aspx?c=1779
47.陳昀（2022年1月1日）。台鐵一年吸收10億優待票差額 立院預算中心：應研商調票價。自由時報新聞網。瀏覽日期：2023年6月15日，檢自https://news.ltn.com.tw/news/politics/breakingnews/3787086
48.陳彥任（2016）。行政機關公司化後適用國家賠償法之研究－以桃園國際機場股份有限公司為例。中原大學財經法律研究所。
49.陳美惠、楊千（2003）。台灣鐵路管理局公司化勞資爭議之探討。國立陽明交通大學管理學院經營管理學程。
50.陳惠芳（2008）。在組織變革環境下賦權對組織承諾之影響研究－檢視內外控傾向與知覺心理契約違反之干擾效果。臺大管理論叢，18(2)，1-26。
51.陳義新（2009）。郵政事業公司化前後之經營效率評估。中原大學會計研究所。
52.陳寬裕、王正華（2021）。論文統計分析實務: SPSS與AMOS的運用。臺北市：五南圖書。
53.傅家珍（2016）。員工對薪資福利認知與工作投入、留任意願關係之研究－以某銀行為例。中國文化大學商學院國際企業管理學系研究所碩士論文。
54.黃仁杰（2023年1月9日）。台鐵多缺工？號誌故障竟找退休員工。奇摩新聞網。瀏覽日期：2023年3月21日。檢自https://tw.news.yahoo.com/%E5%8F%B0%E9%90%B5%E5%A4%9A%E7%BC%BA%E5%B7%A5-%E8%99%9F%E8%AA%8C%E6%95%85%E9%9A%9C%E7%AB%9F%E6%89%BE%E9%80%80%E4%BC%91%E5%93%A1%E5%B7%A5-020000800.html
55.黃芳銘（2007）。結構方程模式理論與應用（五版）。臺北市：五南圖書。
56.黃庭邦、周燕玉、呂伯嶔（2021）。探討工作不安全感、組織承諾、工作投入與正面情緒之關係模式。管理資訊計算。10(2)，140-154。
57.黃靖文、張韶蘭、李潔梅（2021）。COVID-19疫情下大學行政人員工作不安全感、工作壓力 與組織承諾之研究。學校行政，136，117-136。
58.楊永泰（2010）。基層警察人員工作投入、組織承諾、工作壓力與工作績效關係之研究－以基隆市警察局所屬分駐（派出）所為例。經國管理暨健康學院健康產業管理研究所研究所碩士論文。
59.楊佩瑄 廖素綿 張淑美 許心恬（2022）。探討南臺灣醫護人員在組織變革認知、組織承諾、工作不安全感、轉任意願之差異及轉任意願之重要影響因素。領導護理，23(4)，33-52。
60.楊豐碩、張耀仁、許績天、羅光達、林福珍、王行蕙（2000）。設立台鐵員工退撫基金之研究。交通部運輸研究所。
61.葉清棋（2018）。金融科技浪潮下，銀行從業人員工作不安全感與工作投入之初探性研究。國立成功大學高階管理碩士在職專班研究所碩士論文。
62.葉筱靜（2017）。組織變革對工作投入之影響-以轉換型領導為中介效果。淡江大學企業管理學系研究所碩士論文。
63.雷子仁（2015）。居家照顧服務員工作價值觀、工作投入對留任意願之影響關係義守大學醫務管理學系研究所碩士論文。
64.廖國鋒、范淼、吳振昌（2002）。預期組織變革不確定感對員工工作反應影響之實證研究。臺大管理論叢，13(1)，227-256.
65.趙浩欽（2016）。人力資源管理措施與人格特質對工作投入與組織承諾之影響探討。國立中央大學人力資源管理研究所研究所碩士論文。
66.劉自強、盧文民、張麗嬌（2012）。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。
67.劉邦正（2012）。工作價值觀、工作投入與組織承諾之關聯性研究－以桃園縣地方機關清潔人員為例。中原大學企業管理學系研究所碩士論文。
68.劉淑真（2009）。組織文化、組織變革認知及人格特質對員工組織承諾影響之研究－以中華郵政總公司為例。淡江大學企業管理學系碩士在職專班研究所碩士論文。
69.劉雲霞（2022年7月）。臺鐵鐵路建設及財務相關問題之探討。立法院專題研究。瀏覽日期：2023年4月18日，檢自https://www.ly.gov.tw/Pages/Detail.aspx?nodeid=45612&pid=220180
70.蔡碩川（2002）。農會信用部組織變革認知、組織承諾與變革態度之研究。義守大學管理科學研究所碩士論文。
71.蔡龍保（2000）。推動時代的巨輪：日治中期的臺灣國有鐵路（1910-1936）。臺灣書房。
72.鄭永祥（2019）。台鐵普悠瑪列車事故之反思。消費者報導，453，25-30。
73.鄭瑋奇（2019年11月12日）。避免枕木腐爛釀出軌 台鐵主線道岔111年底全數換成PC枕。自由時報新聞網。瀏覽日期：2023年6月19日，檢自https://news.ltn.com.tw/news/life/breakingnews/2975397。
74.賴秀容、呂奇傑（2017）。員工對組織變革認知與工作滿意度之關聯性研究-以中科院改制行政法人後為例。數據分析，12(2)，17-48。
75.賴威宇（2011）。臺鐵遞遠遞減費率制度之研究。國立交通大學運輸研究所。
76.戴輝煌、陳春益、楊清喬、謝幼屏（2014）。我國港埠公司化後貨櫃港碼頭營運模式之探討。運輸計劃季刊，43(1)，1-32。
77.戴震宇（2002）。臺灣的鐵道。臺北市：遠足文化。
78.鍾奇成（2019）。影響留任意願之因素探討-以高雄市保全從業員為例。國立高雄科技大學企業管理學系研究所碩士論文。
79.魏岑印、趙必孝、蕭岳誌（2022）。新創公司員工之工作價值觀、工作不安全感、工作樂趣與工作投入對留任意願之研究。量化分析與研究，1，32-48。
80.魏東明（2009）。組織變革認知與組織承諾之研究－以台東市公所清潔隊為例。國立臺東大學區域政策與發展研究所碩士論文。
81.羅弘箖（2020）。職業軍人人格特質、留任及離職傾向意願關係之研究－以陸軍為例。國立屏東大學國際貿易學系研究所碩士論文。
82.蘇振維、楊幼文（2014）。高鐵營運對西部城際陸路公共運輸消長之觀察（96-101年）。交通部運輸研究所。
83.顧忠平（2005）。員工之組織變革認知與其組織承諾關聯性之研究－以國防部軍政體系幕僚機構為例。中原大學企業管理學研究所碩士論文。
英文文獻
1.Al-Haddad, S., & Kotnour, T. (2015). Integrating the organizational change literature: A model for successful change. Journal of Organizational Change Management, 28(2), 234-262.
2.Anderson, C. J., & Pontusson, J. (2007). Workers, worries and welfare states: Social protection and job insecurity in 15 OECD countries. European Journal of Political Research, 46(2), 211-235.
3.Anderson, L. E. (2015). Relationship between leadership, organizational commitment, & intent to stay among junior executives. Walden University.
4.Appelbaum, S.H., St-Pierre, N., & Glavas, W. (1998), Strategic organizational change: the role of leadership, learning, motivation and productivity. Management Decision,36(5), 289-301.
5.Arnold, H. J. & Feldman, D. C. (1982), A Multivariate analysis of the determinants of job turnover, Journal of Applied Psychology, 67, 350-360.
6.Ashford, S. J., Lee, C., & Bobko, P. (1989). Content, cause, and consequences of job insecurity: A theory-based measure and substantive test. Academy of Management Journal, 32(4), 803-829.
7.Astley, W. G., & Van de Ven, A. H. (1983). Central perspectives and debates in organization theory. Administrative Science Quarterly, 28(2), 245-273.
8.Barrett, P. (2007). Structural equation modelling: Adjudging model fit. Personality and Individual Differences, 42(5), 815-824.
9.Bentler, P. M. (1990). Comparative fit indexes in structural models. Psychological Bulletin, 107(2), 238-246.
10.Berry, L. L. (1981). The employee as customer. Journal of Retail Banking, 3(1), 33-40.
11.Bland, J. M., & Altman, D. G. (1997). Statistics notes: Cronbach's alpha. Bmj, 314(7080), 572.
12.Bluedorn, A. C. (1982). A unified model of turnover from organization. Human Relations,35(2),135-153.
13.Bollen, K. A. (1989). Structural equations with latent variables (Vol. 210). John Wiley & Sons.
14.Bouckenooghe, D., Devos, G., & Van Den Broeck, H. (2009). Organizational change questionnaire–climate of change, processes, and readiness: Development of a new instrument. The Journal of Psychology, 143(6), 559-599.
15.Brown, S. P. (1996). A meta-analysis and review of organizational research on job involvement. Psychological Bulletin, 120(2), 235.
16.Browne, M. W., MacCallum, R. C., Kim, C. T., Andersen, B. L., & Glaser, R. (2002). When fit indices and residuals are incompatible. Psychological Methods, 7(4), 403.
17.Burke, W. & Litwin, G. (1992). A causal model of organizational performance and change. Journal of Management, 18, 523-545.
18.Cao, X., Yu, L., Liu, Z., Gong, M., & Adeel, L. (2018). Understanding mobile payment users’ continuance intention: a trust transfer perspective. Internet Research, 28(2), 456-476.
19.Chen, F., Curran, P. J., Bollen, K. A., Kirby, J., & Paxton, P. (2008). An Empirical Evaluation of the Use of Fixed Cutoff Points in RMSEA Test Statistic in Structural Equation Models. Sociological Methods and Research, 36(4), 462-494.
20.Cheng, G. H. L., & Chan, D. K. S. (2008). Who suffers more from job insecurity? A meta‐analytic review. Applied Psychology, 57(2), 272-303.
21.Cho, S., Johanson, M. M. & Guchait, P. (2009). Employees intent to leave: A comparison of determinants of intent to leave versus intent to stay. International Journal of Hospitality Management, 28(3), 374-381.
22.Churchill Jr, G. A., Ford, N. M., & Walker Jr, O. C. (1976). Organizational climate and job satisfaction in the salesforce. Journal of Marketing Research, 13(4), 323-332.
23.Comrey, A. L. (1978). Common methodological problems in factor analytic studies. Journal of Consulting and Clinical Psychology, 46(4), 648.
24.Daft, R. L., & Steers, R. M. (1986). Organizations: A micro/macro approach. Journal of Occupational and Organizational Psychology, 75(1), 285-288.
25.Dalton, D. R., W. D. Todor, & D. M. Krackhardt, (1982). Turnover overstated: The functional taxonomy. Academy of Management Reveiw, 7, 117-123.
26.De Cuyper, N., & De Witte, H. (2006). The impact of job insecurity and contract type on attitudes, well‐being and behavioural reports: a psychological contract perspective. Journal of Occupational and Organizational Psychology, 79(3), 395-409.
27.De Cuyper, N., Mäkikangas, A., Kinnunen, U., Mauno, S., & Witte, H. D. (2012). Cross‐lagged associations between perceived external employability, job insecurity, and exhaustion: Testing gain and loss spirals according to the conservation of resources theory. Journal of Organizational Behavior, 33(6), 770-788.
28.De Witte, H., Pienaar, J., & De Cuyper, N. (2016). Review of 30 years of longitudinal studies on the association between job insecurity and health and well‐being: Is there causal evidence? Australian Psychologist, 51(1), 18-31.
29.Dekker, S. W., & Schaufeli, W. B. (1995). The effects of job insecurity on psychological health and withdrawal: A longitudinal study. Australian psychologist, 30(1), 57-63.
30.Desler, G., & Robbins, S. (1993). Organizational behavior: Concepts, controversies and applications. San Diego: State University.
31.Difonzo, N., Hantula, D. A., & Bordia, P. (1998). Microworlds for experimental research: Having your (control and collection) cake, and realism too. Behavior Research Methods, Instruments, & Computers, 30(2), 278-286.
32.Doll, W. J., Xia, W., & Torkzadeh, G. (1994). A confirmatory factor analysis of the end-user computing satisfaction instrument. MIS Quarterly, 453-461.
33.Eby, L. T., Adams, D. M., Russell, J. E., & 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.
34.Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75(1), 51.
35.Emanuel, F., Molino, M., Presti, A. L., Spagnoli, P., & Ghislieri, C. (2018). A crossover study from a gender perspective: The relationship between job insecurity, job satisfaction, and partners’ family life satisfaction. Frontiers in Psychology, 9, 1481.
36.Folger, R., & Cropanzano, R. (2001). Fairness theory: Justice as accountability. Advances in Organizational Justice, 1(55), 12.
37.Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50.
38.Gamble, J., & Tian, A. W. (2015). Intra-national variation in organizational commitment: evidence from the Chinese context. The International Journal of Human Resource Management, 26(7), 948-970.
39.Gefen, D., & Straub, D. (2005). A practical guide to factorial validity using PLS-Graph: Tutorial and annotated example. Communications of the Association for Information Systems, 16(1), 5.
40.Genevieve, E. C. (1990). Retention: Has it obstructed nursing’s view? Nursing Administration, 14(4), 70-75
41.Gorsuch, R. L., & Ortberg, J. (1983). Moral obligation and attitudes: Their relation to behavioral intentions. Journal of Personality and Social Psychology, 44(5), 1025.
42.Greenhalgh, L., & Rosenblatt, Z. (1984). Job insecurity: Toward conceptual clarity. Academy of Management Review, 9(3), 438-448.
43.Gregory, D. M., Way, C. Y., LeFort, S., Barrett, B. J., & Parfrey, P. S. (2007). Predictors of registered nurses' organizational commitment and intent to stay. Health Care Management Review, 32(2), 119-127.
44.Gronroos, L., Saarela, M., Matto, J., Tanner-Salo, U., Vuorela, A., & Alaluusua, S. (1998). Mutacin production by Streptococcus mutans may promote transmission of bacteria from mother to child. Infection and Immunity, 66(6), 2595-2600.
45.Guilford, J. P. (1966). Intelligence: 1965 model. American Psychologist, 21(1), 20.
46.Haig, B. D. (2005). Exploratory factor analysis, theory generation, and scientific method. Multivariate Behavioral Research, 40(3), 303-329.
47.Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2014). Multivariate data analysis: Pearson new international edition. Essex: Pearson Education Limited, 1(2).
48.Hallowell, R., Schlesinger, L. A., & Zornitsky, J. (1996). Internal service quality, customer and job satisfaction: Linkages and implications for management. Human Resource Planning, 19(2).
49.Harrison, D. (1999). Assess and remove barriers to change. HR Focus, 76(7), 9-10.
50.Hee, O. C. (2014). Validity and reliability of the big five personality traits scale in Malaysia. International Journal of Innovation and Applied Studies, 5(4), 309.
51.Hellgren, J., Sverke, M., & Isaksson, K. (1999). A two-dimensional approach to job insecurity: Consequences for employee attitudes & well-being. European Journal of Work and Organizational Psychology, 8, 179-195.
52.Hodge, B. J., & Johnson, H. J. (1970). Management and organizational behavior: a multidimensional approach. Journal of Consumer Psychology, 17(1), 88-95.
53.Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 33, 291-298.
54.Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55.
55.Hui, C., & Lee, C. (2000). Moderating effects of organization-based self-esteem on organizational uncertainty: Employee response relationships. Journal of Management, 26(2), 215-232.
56.Iacobucci, D. (2010). Structural equations modeling: Fit indices, sample size, & advanced topics. Journal of Consumer Psychology, 20(1), 90-98.
57.Iacovini, J. (1993) The Human Side of Organization Change. Training and Development Journal, 47, 65-68.
58.Igharia, I. & Greenhaus, J. (1992). The career advancement prospects of managers and professionals. Decision Sciences, 23(2), 478-500.
59.Johari, J., Tan, F. Y., Adnan, Z., Yahya, K. K., & Ahmad, M. N. (2012). Promoting employee intention to stay: do human resource management practices matter? International Journal of Economics and Management , 6(2), 396-416.
60.Johnson-Crowley, N. (2004). An alternative framework for teacher preparation in nursing. Journal of Continuing Education in Nursing, 35(1), 34-43.
61.Jöreskog, K. G., & Sörbom, D. (1990). Model search with TETRAD II & LISREL. Sociological Methods and Research, 19(1), 93-106.
62.Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33, 692-724.
63.Kanter, R. M. (1968). Commitment and social organization: A study of commitment mechanisms in utopian communities. American Sociological Review, 499-517.
64.Kanter, R. M., Stein, B. A., & Jick, T. D. (1992). The challenges of execution: roles and tasks in the change process. The Challenge of Organizational Change, 369-394.
65.Kanungo, R.N. (1982). Measurement of Job and Work Involvement. Journal of Applied Psychology, 67(3), 341-349.
66.Kline, R. B. (2011). Principles and practice of structural equation modeling. New York, NY: Guilford, 14, 1497-1513.
67.Kotter, J. P. (1995). wyciemanai. Harvard Business Review.
68.Kraut Allen I. (1975). Predicing turnover of employees from measured job attitudes. Organizational Behavior and Human Performance, 13(2), 233-243.
69.Krejcie, R. V., & Morgan, D. W. (1970). Determining sample size for research activities. Educational and Psychological Measurement, 30(3), 607-610.
70.Lawer, E. E., & Hall, D. T. (1970), Relationship of job characteristics to job involvement, satisfaction, and intrinsic motivation, Journal of Applied Psychology, 54(8), 305-312.
71.Lazarus, R. S., & Folkman, S. (1984). Stress, appraisal, and coping. Springer publishing company.
72.Locke, E. A., & Latham, G. P. (2013). Goal setting theory: The current state. In New developments in goal setting and task performance (pp. 623-630). Routledge.
73.Lockett, A., Currie, G., Finn, R., Martin, G., & Waring, J. (2014). The influence of social position on sensemaking about organizational change. Academy of Management Journal, 57(4), 1102-1129.
74.Lodahl, T., & Kejner, M. (1965). The definition & measurement of job involvement. Journal of Applied Psychology, 49, 24-33.
75.MacCallum, R. C., & Hong, S. (1997). Power analysis in covariance structure modeling using GFI and AGFI. Multivariate Behavioral Research, 32(2), 193-210.
76.Mallat, N., Rossi, M., Tuunainen, V. K., & Öörni, A. (2009). The impact of use context on mobile services acceptance: The Case of Mobile Ticketing. Information and Management, 46(3), 190-195.
77.McDermott, L. C., & Emerson, M. (1991). Quality and service for internal customers. Training and Development, 45(1), 61-65.
78.McInroe, J. A. (2013).Job insecurity, organizational citizenship behaviors, and job search activities: How work locus of control and control-oriented coping moderate these relationships. Bowling Green State University.
79. Mendoza, E. C. (2019). The mediating role of job involvement between job satisfaction and organizational commitment in a small and medium sized business enterprise. International Review of Management and Marketing, 9(5), 74-81.
80.Meyer, J.P. & Allen, N.J. (1991): A Threecomponent Conceptualization of Organizational Commitment, Human Resource, 2(5), 52-63.
81.Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62, 237-240.
82.Mohr, G. B. (2000). The changing significance of different stressors after the announcement of bankruptcy: A longitudinal investigation with special emphasis on job insecurity. Journal of Organizational Behavior, 21, 337-359.
83.Mowday, R. T., Porter, L. M., & Steers, R.M. (1982).Employee Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover. New York: Academic Press.
84.Mowday, R., Steers, R., & Porter L. (1979). The measurement of organizational commitment. Journal of Vocational Behavior 14(2), 224-247.
85.Nadler, D. A. (1995). Discontinuous change: Leading organizational transformation. Jossey-Bass, Inc. Publishers, 350 Sansome Street, San Francisco, CA 94104..
86.Niehoff, B. P., & Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36(3), 527-556.
87.Niehoff, B. P., Moorman, R. H., Blakely, G., & Fuller, J. (2001). The influence of empowerment on employee loyalty in a downsizing environment. Group and Organization Management, 26 (1): 93-113.
88.Nunnally, J. C., Knott, P. D., Duchnowski, A., & Parker, R. (1967). Pupillary response as a general measure of activation. Perception and Psychophysics, 2, 149-155.
89.Paullay, I. M., Alliger, G. M., & Stone-Romero, E. F. (1994). Construct validation of two instruments designed to measure job involvement and work centrality. Journal of Applied Psychology, 79(2), 224-228.
90.Pettigrew, T. F. (2015). Samuel Stouffer and relative deprivation. Social Psychology Quarterly, 78(1), 7-24.
91.Pettit Jr, J. D., Goris, J. R., & Vaught, B. C. (1997). An examination of organizational communication as a moderator of the relationship between job performance and job satisfaction. The Journal of Business Communication, 34(1), 81-98.
92.Phang, S. Y. (2003). Strategic development of airport and rail infrastructure: the case of Singapore. Transport Policy, 10(1), 27-33.
93.Piderit, S. K., (2000). Rethinking resistance & recognizing ambivalence: A multidimensional view of attitudes toward an organizational change. Academy of Management Review, 25(4), 783-794.
94.Podder, N. (1996). Relative deprivation, envy and economic inequality. Kyklos, 49(3), 353-376.
95.Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603.
96.Price, J. L. (1977). The Study of Turnover. Ames: Iowa State University Academic Press.
97.Price, J. L., & Mueller, C. W. (1981). A causal model of turnover for nurses. Academy of Management Journal, 24(3), 543-565.
98.Probst, T. M., & Lawler, J. (2006). Cultural values as moderators of employee reactions to job insecurity: The role of individualism and collectivism. Applied Psychology, 55(2), 234-254.
99.Probst, T. M., & Lawler, J. (2006). Cultural values as moderators of employee reactions to job insecurity: The role of individualism and collectivism. Applied Psychology, 55(2), 234-254.
100.Reitz, H. J., & Jewell, L. N. (1979). Sex, locus of control, and job involvement asix-country investigation. Academy of Management Journal, 22(1), 72-88.
101.Reyes, A. G. (1990). Petrology of Philippine geothermal systems and the application of alteration mineralogy to their assessment. Journal of Volcanology and Geothermal Research, 279-309.
102.Roscoe, A. M., Lang, D., & Sheth, J. N. (1975). Follow-up Methods, Questionnaire Length, & Market Differences in Mail Surveys: In this experimental test, a telephone reminder produced the best response rate and questionnaire length had no effect on rate of return. Journal of Marketing, 39(2), 20-27.
103.Rosenblatt, Z., & Ruvio, A. (1996). A test of a multidimensional model of job insecurity: The case of Israeli teachers. Journal of Organizational Behavior, 17(1), 587-605.
104.Rotter, J. B. (1975). Some problems and misconceptions related to the construct of internal versus external control of reinforcement. Journal of Consulting and Clinical Psychology, 43(1), 56.
105.Saleh, S. D. & J. Hosek (1976), Job Involvement: Concept and Measurement, Academy of Management Journal, 19 (2), 213-224.
106.Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: a multi-sample study. Journal of Organizational, 25, 293-315.
107.Schweiger, D., & DeNisi, A. (1991). Communications with employees following a merger: A longitudinal field experiment. Academy of Management Journal, 34(1), 110-135.
108.Shore, L. M., & Tetrick, L. E. (1991). A construct validity study of the survey of perceived organizational support. Journal of Applied Psychology, 76(5), 637.
109.Steers, R. M. (1977). Antecedents and Outcomes of Organizational Commitment. Administrative Science Quarterly, 22(1).
110.Steiger, J. H. (1990). Structural model evaluation and modification: An interval estimation approach. Multivariate Behavioral Research, 25(2), 173-180.
111.Struckman, C. K. & Yammarino, F. J. (2003). Organizational change: A categorization scheme & response model with readiness factors. Research in Organizational Change and Development, 14,.1-51.
112.Sureshch&ar, G. S., Rajendran, C., & Anantharaman, R. N. (2002). The relationship between service quality & customer satisfaction–a factor specific approach. Journal of Services Marketing, 16(4), 363-379.
113.Sverke, M. & Hellgren, J. (2002). The nature of job insecurity: Understanding employment Uncertainty on the Brink of a new Millennium. Applied Psychology: An International Review, 51(1), 23-42.
114.Tett, R. P. & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analysis based on meta-analytic findings. Personnel Psychology, 46, 259-280.
115.V&enberg, R. J. & Lance, C. E. (2000). A review and synthesis of the measurement invariance literature: Suggestions, practices, and recommendations for organizational research. Organizational Research Methods, 3(1), 4-69.
116.Watson, R. I. (1973). Investigation into deindividuation using a cross-cultural survey technique. Journal of Personality and Social Psychology, 25(3), 342-345.
117.Whyte, W. (1956). The Organization Man. Garden City, NY: Doubledy Anchor Books.
118.Wong, Y.-T., Wong, C.-S., Ngo, H.-Y., & Lui, H.-K. (2005). Different Responses to Job Insecurity of Chinese Workers in Joint Ventures and State-Owned Enterprises. Human Relations, 58(11), 1391-1418.
119.Yeh, S. W., Kug, J. S., Dewitte, B., Kwon, M. H., Kirtman, B. P., & Jin, F. F. (2009). El Niño in a changing climate. Nature, 461(7263), 511-514.