Reference: | 中文部分 公校兩大危機,教師專業受挑戰。(2015,11月4日)。親子天下。引自http://parenting.com.tw 朱武獻 (2003)。 公務人力績效管理制度。飛訊,15,頁1-17。 何益鋒 (2007)。 旅館員工人格特質、工作滿意度與反生產工作行為關係之研究。國立高雄餐旅大學碩士論文。國立高雄餐旅大學機構典藏,987654321/244。 吳明隆、涂金堂 (2014)。SPSS與統計應用分析。臺北市:五南圖書出版有限公司。 吳政達 (2014)。 國民中學教師反績效行為與組織公民行為關係及其影響因素之研究。教育與心理研究,37(2),頁1-31。 林淑姬、樊景立、吳靜吉、司徒達賢 (1994)。 薪酬公平, 程序公正與組織承諾, 組織公民行為關係之研究。管理評論, 13(2),頁 87-107。 胡悅倫 (2016)。探討在臺灣學校中反生產力行為之系列研究(計畫編號:103WFA0200083)。臺北市:行 政 院 國 家 科 學 委 員 會 胡悅倫、陳皎眉(2013)。 廉貞量表對國家考試之啟示。國家菁英季刊, 9(4),頁 23-43。 陳皎眉、胡悅倫、洪光宗 (2010)。 人格測驗在國家選才上之使用與發展。國家菁英季刊, 6(4),頁 1-12。 張永軍 (2012)。績效考核公平感對反生產行為的影響機制研究。華中科技大學博士論文。知網空間,CDMD-10487-1012361157。 趙君、廖建橋、張永軍 (2011)。 績效考核對員工反倫理行為的影響,研究綜述與未來展望。管理評論, 23(11),頁 102-109。 劉懿萱、何貴兵 (2009)。 反生產工作行為研究進展。人類工效學, 15(2),頁 70-72。 鄭國泰 (2013)。 人格, 組織公平與公民行為對反生產力工作行為的影響: 以中華電信的員工為分析對象。中國行政評論, 19(2),頁 81-120。 韓銳、李景平 (2013)。 薪酬公平感、人格特質對公務員越軌行為的影響。經濟與管理研究(12),頁 91-99。
英文部分 Adams, J. S. (1965). Inequity in social exchange. Advances in experimental social psychology, 2(267-299). Barrick, M. R., Mount, M., & Judge, T. (2001). The FFM personality dimensions and job performance: Meta-analysis of meta-analyses. International Journal of Selection and Assessment, 9(1/2), 9-30. Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: a meta‐analysis. Personnel Psychology, 44(1), 1-26. Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85(3), 349. Berry, Ones, & Sackett. (2007). Interpersonal deviance, organizational deviance, and their common correlates: a review and meta-analysis. Journal of Applied Psychology, 92(2), 410. Bies, R. J. (2001). Interactional (in) justice: The sacred and the profane. Advances in organizational justice, 89-118.Standford,CA:Standford University Press. Bies, R. J., & Moag, J. S. (1986). Interactional justice: Communication criteria of fairness. Research on negotiation in organizations, 1(1), 43-55. Blau, P. M. (1964). Exchange and power in social life: Transaction Publishers. Cardy, R. L., & Dobbins, G. H. (1994). Performance appraisal: The influence of liking on cognition. Advances in managerial cognition and organizational information processing, 5, 115-140. Chang, K., & Smithikrai, C. (2010). Counterproductive behaviour at work: an investigation into reduction strategies. The International Journal of Human Resource Management, 21(8), 1272-1288. Coffin, B. (2003). Breaking the silence on white collar crime. Risk Management, 50(9), 8-9. Colquitt, J. A. (2001). On the dimensionality of organizational justice: a construct validation of a measure. Journal of Applied Psychology, 86(3), 386. Costa, & McCrae. (1992). The five-factor model of personality and its relevance to personality disorders. Journal of Personality Disorders, 6(4), 343. Costa, P. T., & McCrae, R. R. (1992). Four ways five factors are basic. Personality and Individual Differences, 13(6), 653-665. Crosby, F. (1984). Relative deprivation in organizational settings. Research in organizational behavior.6,51-93.
Dalal. (2005). A meta-analysis of the relationship between organizational citizenship behavior and counterproductive work behavior. Journal of Applied Psychology, 90(6), 1241. Folger, R., & Greenberg, J. (1985). Procedural justice: An interpretive analysis of personnel systems. Research in personnel and human resources management, 3(141-183). Fox, S., Spector, P. E., & Miles, D. (2001). Counterproductive work behavior (CWB) in response to job stressors and organizational justice: Some mediator and moderator tests for autonomy and emotions. Journal of vocational behavior, 59(3), 291-309. Goldberg, L. R. (1999). A broad-bandwidth, public domain, personality inventory measuring the lower-level facets of several five-factor models. Personality psychology in Europe, 7(1), 7-28. Greenberg, J. (1990). Employee theft as a reaction to underpayment inequity: The hidden cost of pay cuts. Journal of Applied Psychology, 75(5), 561. Gruys, M. L., & Sackett, P. R. (2003). Investigating the dimensionality of counterproductive work behavior. International Journal of Selection and Assessment, 11(1), 30-42. Halbesleben, J. R., Harvey, J., & Bolino, M. C. (2009). Too engaged? A conservation of resources view of the relationship between work engagement and work interference with family. Journal of Applied Psychology, 94(6), 1452. Henle, C. A. (2005). Predicting workplace deviance from the interaction between organizational justice and personality. Journal of Managerial Issues,17(2), 247-263. Hollinger, R. C., & Clark, J. P. (1982). Formal and Informal Social Controls of Employee Deviance*. The Sociological Quarterly, 23(3), 333-343. Homans, G. C. (1961). Social behavior: Its elementary forms. John, O. P., & Srivastava, S. (1999). The Big Five trait taxonomy: History, measurement, and theoretical perspectives. Handbook of personality: Theory and research, 2(1999), 102-138.
Lloyd-Jones, Donald ; Adams, Robert ; Carnethon, Mercedes ; De Simone, Giovanni ; Ferguson, T Bruce ; Flegal, Katherine ; Ford, Earl ; Furie, Karen ; Go, Alan ; Greenlund, Kurt ; Haase, Nancy ; Hailpern, Susan ; Ho, Michael ; Howard, Virginia ; Kissela, Brett ; Kittner, Steven ; Lackland, Daniel ; Lisabeth, Lynda ; Marelli, Ariane ; Mcdermott, Mary ; Meigs, James ; Mozaffarian, Dariush ; Nichol, Graham ; O`Donnell, Christopher ; Roger, Veronique ; Rosamond, Wayne ; Sacco, Ralph ; Sorlie, Paul ; Stafford, Randall ; Steinberger, Julia ; Thom, Thomas ; Wasserthiel-Smoller, Sylvia ; Wong, Nathan ; Wylie-Rosett, Judith ; Hong, Yuling (2009). Heart disease and stroke statistics—2009 update a report from the American Heart Association Statistics Committee and Stroke Statistics Subcommittee. Circulation, 119(3), e21-e181. Keeping, L. M., & Levy, P. E. (2000). Performance appraisal reactions: Measurement, modeling, and method bias. Journal of Applied Psychology, 85(5), 708. Kidwell, R. E., & Bennett, N. (1993). Employee propensity to withhold effort: A conceptual model to intersect three avenues of research. Academy of management review, 18(3), 429-456. Krischer, Penney, & Hunter. (2010). Can counterproductive work behaviors be productive? CWB as emotion-focused coping. Journal of occupational health psychology, 15(2), 154. Le, Donnellan, Spilman, Garcia, & Conger. (2014). Workers behaving badly: Associations between adolescent reports of the Big Five and counterproductive work behaviors in adulthood. Personality and Individual Differences, 61, 7-12. Leventhal, G. S. (1980). What should be done with equity theory? ,In K.J.Gergen, M.S.Greenberg, R.W.Willis(Eds). Social Exchange:Advance in Equity and Reaserch. 27-55. New York:Plenum. McCrae. (1996). Social consequences of experiential openness. Psychological bulletin, 120(3), 323. McCrae, & Costa. (1987). Validation of the five-factor model of personality across instruments and observers. Journal of personality and social psychology, 52(1), 81. McCrae, & Costa. (1997). Personality trait structure as a human universal. American psychologist, 52(5), 509. Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship? Journal of Applied Psychology, 76(6), 845. Mount, Barrick, & Stewart. (1998). Five-factor model of personality and performance in jobs involving interpersonal interactions. Human performance, 11(2-3), 145-165. Mount, Ilies, & Johnson. (2006). Relationship of personality traits and counterproductive work behaviors: The mediating effects of job satisfaction. Personnel Psychology, 59(3), 591-622. Murphy, K., & Tyler, T. (2008). Procedural justice and compliance behaviour: The mediating role of emotions. European Journal of Social Psychology, 38(4), 652-668. Organ, D. W., & Ryan, K. (1995). A meta‐analytic review of attitudinal and dispositional predictors of organizational citizenship behavior. Personnel Psychology, 48(4), 775-802. Robinson, S. L., & Bennett, R. J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. Academy of Management Journal, 38(2), 555-572. Sackett, P. R., & DeVore, C. J. (2001). Counterproductive behaviors at work. Handbook of industrial, work, and organizational psychology, 1, 145-164. Salgado, J. F. (2002). The Big Five personality dimensions and counterproductive behaviors. International Journal of Selection and Assessment, 10(1‐2), 117-125. Shi, J., Lin, H., Wang, L., & Wang, M. (2009). Linking the Big Five personality constructs to organizational justice. Social Behavior and Personality: an international journal, 37(2), 209-222. Skarlicki, D. P., & Folger, R. (1997). Retaliation in the workplace: The roles of distributive, procedural, and interactional justice. Journal of Applied Psychology, 82(3), 434. Skarlicki, D. P., Folger, R., & Tesluk, P. (1999). Personality as a moderator in the relationship between fairness and retaliation. Academy of Management Journal, 42(1), 100-108. Spector, P. E. (1998). A control theory of the job stress process. Theories of organizational stress, 153-169. Spector, P. E. (2011). The relationship of personality to counterproductive work behavior (CWB): An integration of perspectives. Human Resource Management Review, 21(4), 342-352. Spector, P. E., & Fox, S. (2005). The Stressor-Emotion Model of Counterproductive Work Behavior. In Fox S, Spector P.E.(Eds.), Counterproductive Work Behavior:Znvestigations of actors and targets. 151-174. Washington. Spector, P. E., Fox, S., Penney, L. M., Bruursema, K., Goh, A., & Kessler, S. (2006). The dimensionality of counterproductivity: Are all counterproductive behaviors created equal? Journal of vocational behavior, 68(3), 446-460. Taylor, F. W. (1914). The principles of scientific management: Harper. Thibaut, J. W., & Walker, L. (1975). Procedural justice: A psychological analysis. Hillsdale, NJ: Lawrence Erlbaum Associates. Truxillo, D. M., Bauer, T. N., Campion, M. A., & Paronto, M. E. (2006). A field study of the role of big five personality in applicant perceptions of selection fairness, self, and the hiring organization. International Journal of Selection and Assessment, 14(3), 269-277. Witt, L., Burke, L. A., Barrick, M. A., & Mount, M. K. (2002). The interactive effects of conscientiousness and agreeableness on job performance. Journal of Applied Psychology, 87(1), 164. Yang, J.-X., & Diefendorff, J.M (2009). The relations of daily counterproductive workplace behavior with emotions, situational antecedents, and personality moderators: A diary study in Hong Kong. Personnel Psychology, 62(2), 259-295. Hu, Y.-L., Hung, C.-S., & Ching, G.(2015). Examing the counterproductive workplace behavior within Taiwan academic setting : A pilot study . Higher education evaluation and development, 9(1),63-82. |