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一、中文部份
丁一倫，2002。「影響員工離職傾向因素之探討－以台中地區國際觀光旅館為例」，朝陽科技大學休閒管理系碩士論文。
尹曉穎，1994，「國營事業人員精簡方案與被留用員工之組織行為的關係」，台灣大學商學院研究所碩士論文。
李文瑞、陳律睿、陳詳衡、王香樺、閻豪澤，2009，「中國大陸員工離職傾向影響因素之探討」，2009經貿與管理學術研討會。
李建華、茅靜蘭，1993，薪資制度與管理實務，台北市，超越企管顧問股份有限公司。
林慧芝，1995，「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。
孫本初、葉雅倩，1996，「組織精簡對於留任員工組織行為影響之研究」，人事月刊，23(2): 26-38。
高淑玲，1985，「不同工作性質的工作者對激勵滿足程度之比較」，中國文化大學勞工研究所碩士論文。
張火燦，1996，薪酬的相關理論及模式，人事管理，33（2）。
張景亮，1994，「企業精簡與負性工作行為之關係研究」，中國文化大學商學院國際企業管理研究所碩士論文。
張肇宏， 2000，「組織精簡策略對留任員工組織行為影響之相關性研究」，靜宜大學企業管理研究所碩士論文。
曹國雄，1991，「員工流動原因之探討－以女性作業員為例」，人力資源學報，創刊號：45-58。
郭常銘，1996，「業務員報酬制度的研究」，淡江大學管理科學研究所碩士論文。
陳宏光，2002，「員工工作投入、工作滿足與離職青向相關因素之探討－以面對組織變革台鐵為例」，國立中山大學人力資源管理研究所碩士論文。
陳聰乾，1998，「薪酬制度、領導型態與汽車駕駛教練離職傾向之相關研究」，東海大學工業工程學研究所碩士論文。
陳耀茂，1977，「技術人員生產力與薪酬制度之關係，台北工業技術研究院金屬工業研究所」：85~86。
曾詩穎，1998，「員工之薪資福利滿意度對企業績效影響之研究—以美、日、中電子資訊業為例」，中國文化大學國企所碩士論文。
詹明乾，2000，「臺、菲、泰基層員工之激勵制度對工作滿足之影響研究」，中國文化大學國際企業管理研究所碩士論文。
詹益統，1996，「個人屬性、人格特質與內滋激勵和外附激勵關聯性之研究-以
交通部數據通信所員工為例」，國立交通大學管理科學研究所碩士論文。
蔡玲玉，1989，「薪資管理與勞資關係氣氛之研究」，政大企研所碩士論文。
諸承明，1995，「薪資設計要素與組織效能關係之研究—以組織特性與任務特性為情境變數」，國立台灣大學商學研究所博士論文。
諸承明、戚樹誠、李長貴，1996，「薪資設計文獻回顧與評論—建立『薪資設計四要素模式」，人力資源管理學報，台北，中華民國人力資源發展協會，6：57~86。
鄭性義，2004，「激勵制度與員工行為相互關係之探討~以中華電信鳳山營運處
為例」，義守大學管理科學研究所碩士論文。
劉芳君，2002，「組織人力精簡對留任員工之態度和行為及組織績效關係之研究」，國立中山大學人力資源管理研究所碩士論文。
劉鳳珍，2006，「快樂，比高薪更重要」，Cheers雜誌，73。
二、英文部分
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Cascio, W. R. 1993. Downsizing: What do we know? What have we learn? Academy of Management Executive, 7(1):95-106.
Costign, R. D., Itler, S. S. and Berman, J. J.1998, A multi-dimension of trust in organization, Journal of Managerial Issues, Vol. 6, No. 3:303-317.
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Fitz-enz., J. 1997. It’s costly to lose good employees. Workforce, Vol. 50:50.
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Hackman, J. R. & Oldham, G. R. 1980. Work redesign. Mass: Addison-Wesley.
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