一、 中文部份

方代青(2000)，「工作壓力、工作滿足、組織承諾與離職傾向間關聯性之探討－以南市稅捐稽處為例」，國立成功大學企業管理研究所碩士論文。
方至民著(2000)，企業競爭優勢，台北：前程企業管理有限公司。
王中梅(2007)，勞工福利、工作滿意度與工作績效之探討-以工作特性為干擾變項，國立中正大學勞工所論文
王郁智、章淑娟、朱正一（2006），升遷機會、社會支持、工作滿意度與留任意願之相關研究，志為護理-慈濟護理雜誌，5(4)，90-101。
白景文（1997），「企業如何運用工作滿足至人力資源的管理」，人力資源發展月刊，118，1-9。
何紹瑜(2021)，「探討工作壓力對捷運司機員工作滿意度及離職傾向之影響：工作要求—資源模式」，國立成功大學交通管理科學系碩士在職專班論文。
余明助、王韻雯(2009)，台灣中小企業高績效工作系統與創業績效關係之研究-以知識分享和組織能力為中介變數，中小企業發展季刊，17，1-33
吳宗祐(2008)。主管威權領導與部屬的工作滿意度與組織承諾：信任的中介歷程與情緒智力的調節效果。本土心理學研究，30期，3-63頁。
吳萬益著(2003)，企業研究方法，台北：華泰書局。
呂婉慈(2015)，「主管領導行為對部分工時員工工作敬業心影響之研究－以心理契約履行及高績效人力資源實務為中介變項」，國立高雄應用科技大學人力資源發展系(所)碩士論文。
李炎宗(2008)，「工作滿意度與離職傾向之關係研究－以臺北市政府所屬機關人事人員為例」，臺灣師範大學工業科技教育學系學位論文。
李冠群(2012)，「高績效工作系統、員工知覺組織支持及員工工作轉換意圖之關係」，國立中山大學人力資源管理研究所碩士論文。
李婷立（2005），「高績效工作系統與組織公民行為之關係─以信任、組織承諾、責任感為中介變數」，國立成功大學國際企業研究所碩士論文。
林孟彥、林均妍(譯)，Robbins, S. P., & Coulter, M.著（2011），管理學，台北:華泰。
林柏諭(2021)，「內在動機對員工工作投入之影響-以自我效能為調節變項」，國立宜蘭大學應用經濟與管理學系經營管理碩士班論文。
邱怡華(2014)，「員工離職傾向調查:產業別、幸福感與工作滿意度的影響效果」，元智大學管理碩士在職專班碩士論文。
邱琬亭（2009），「高績效工作系統組成因子互動性之探索」，國立中央大學人力資源管理研究所碩士論文。
施郁綺(2017)，「高績效工作系統與個人績效之關係-以關心員工的組織氣候與工作投入為中介變數」，國立成功大學國際企業研究所碩士論文。
柯惠玲（1989），「工作滿意、工作績效與離職傾向之關係研究」，國立政治大學企業管理研究所碩士論文。
洪雪珍（2003），「員工工作滿意與士氣關係之研究－中國某企業之實證研究」，國立中山大學人力資源管理研究所碩士論文。
秦大智（2017），「知覺組織支持對離職傾向之影響－工作滿足的中介效果與工作投入的調節式中介效果」，國立臺北大學企業管理學系博士論文。
張純華（2009），「高績效工作系統、人力資源技能、人力資源行為與組織績效關聯性之研究」，國防大學管理學院運籌管理學系碩士論文。
張緯良編譯，Gary Dessler 著(1996)，人力資源管理，台北：華泰書局。
張徽燕等(2015)，「高績效工作系統、組織學習能力與企業績效的關系研究」，中國管理科學，23(5)。
許英倫、蔡明田與簡瑞霖(2014)，人格特質、工作特性、領導型態、工作滿足感與離職傾向關係之研究-以科技業工程師為例。科際整合管理研討會，534-547。
陳玄愷(2004)，高績效業務團隊導入關鍵因素之探討-以台灣某藥商醫藥物流公司為例，中華民國品質學會第40屆年會高雄市分會第30屆年會 暨第10屆全國品質管理研討會論文集 D91-93頁。
陳良旭(2010)，「中階主管人格特質對員工績效的影響：以領導風格為中介」，國立中央大學人力資源管理研究所碩士論文。
陳建丞(民97)，員工知覺的組織支持與工作績效間的中介模型研究，管理學報，25(3)，309-331。
陳楷翔(2016)，「企業員工之工作滿意度對轉職傾向的影響」，國立中正大學國際經濟學碩士在職專班論文。
陳麗芳(2002)．「領導型態、工作壓力、組織承諾與工作滿意度相關性研究-以台灣和中國大陸護理人員為例」，國立成功大學高階管理碩士在職專班論文。。
曾信超、黃先鋒(2009)。內部行銷與組織效能之關連性-以組織承諾與工作滿意為中介變項。商管科技季刊，第10卷第2期，291-325頁。
游鎛瑜(2021)，「組織支持、組織挫折對工作投入與工作績效的影響—以員工沉默為調節變項」，中國科技大學企業管理系碩士在職專班碩士論文。
黃石發(2003)，「人格特質、高績效工作系統與工作滿意度及工作適應性間關係之研究─以研發人員為例」，國立成功大學高階管理碩士論文。
黃英忠著(1999)，人力資源管理，台北：三民書局。
黃英忠著(2001)，現代管理學，第四版，台北：華泰。
黃馨慧(2018)，「高績效工作系統與員工績效之間的關係」，國立成功大學高階管理碩士在職專班論文。
楊惠如(2005)，「高績效工作系統與員工績效、單位績效間關係之研究」，國立成功大學國際企業研究所碩士論文。
葉碧苑(2014)，「人格特質、工作特性、工作滿意度與離職意圖之關聯性探討」，東海大學企業管理學系高階企業經營碩士在職專班碩士論文。
廖良文、林文政(2011)，高績效工作系統於轉換型領導與員工工作績效間之角色-跨層級調節效果之觀點，東吳經濟商學學報，73，29-66。
劉家駒、謝美婷(2008)，我國養生村工作人員工作投入、工作滿意、工作壓力與人員工作績效關係之研究，亞東學報，第28期，95-104頁。
蔡玉玲(2017)，「職涯停滯對工作績效之影響－以正向心理資本為調節變項」，國立高雄應用科技大學人力資源發展系(所)碩士論文。
鄭伯壎、周麗芳、樊景立(2000)，家長式領導：三元模式建構與測量，本土心理學研究，14，3-64。
鄭勝泰(2002)，「人格特質對工作績效影響之探討-以某運輸服務業之 T 公司為例，國立中央大學人力資源管理研究所未出版碩士論文。
盧建中、張純華(2010)，高績效工作系統、人力資源技能與組織績效之探討，中小企業發展季刊，16，183-207
盧盛忠(1997)，組織理論行為與實務，台北：五南圖書出版公司。
賴尚宏(2006)，「工作壓力與工作滿足之研究—以證券業務員為例」，國立中正大學勞工所碩士論文。
賴獻益(2006)，「員工知覺轉主管轉換型領導，人格特質與工作績效相關性之研究-以某中央執行機關為例」，國立中正大學企業管理所碩士論文。
謝函融(2004)，「工作投入對工作價值觀與離職傾向間關係之研究」，國立中央大學人力資源管理研究所碩士論文。
謝寶國、龍立榮(2008)，職業生涯高原對員工工作滿意度、组織承諾、離職意願的影響，心理學報，40(8)，927-938。
鍾以勇(2004)，「人力資源管理系統、組織能力與組織績效關係之研究用─以某區域醫院為例」，國立臺北大學博士論文。
蘇大榮(2018)，「人資從業人員個人與工作適配度、工作價值觀、角色衝突、職業承諾、敬業精神與工作滿意度之研究」，國立中央大學企業管理學系在職專班碩士論文。
蘇韋文(2021)，「高績效人力資源管理對工作績效與員工投入之影響－以個人與組織適配性為中介與調節變項」，淡江大學企業管理學系碩士在職專班論文。
二、 英文部分

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