1. NCCU Academic Hub
  2. Publications
  3. College of Commerce
  4. Theses
  5. Item

Publications-Theses

Article View/Open

Publication Export

Google ScholarTM

NCCU Library

Citation Infomation

Related Publications in TAIR

題名 工作不安全感與高才低就對工作滿意度之關係─師徒功能與徒弟前瞻性人格之調節角色
Job Insecurity and Overqualification on Protégés’ Job Satisfaction: The Roles of Mentor Functions and Protégés’ Proactive Personality
作者 莊謹維
貢獻者 胡昌亞
莊謹維
關鍵詞 工作滿意度
工作不安全感
高才低就
前瞻性人格
師徒制度
Job Satisfaction
Job Insecurity
Overqualification
Proactive Personality
Mentor Functions
日期 2015
上傳時間 3-Aug-2015 13:15:13 (UTC+8)
摘要 如何提升員工滿意度為目前組織經營的當務之急，因此，探究影響員工的滿
     意度的因素有其必要性。本研究以「工作不安全感」與「高才低就」兩壓力源為
     出發點，以師徒關係中的徒弟員工為樣本，探討此二變項與工作滿意度之關係。
     並進一步探討師徒功能與員工本身的前瞻性人格特質是否會對於上述關係產生調
     節效果。本研究採取便利抽樣，對 153 份有效樣本進行分析。根據階層迴歸分析
     結果顯示，工作不安全感與工作滿意度有負向關係，但徒弟的高才低就感受與工
     作滿意度無顯著關係；且員工的前瞻性人格對於上述結果具有調節效果。然而，
     前瞻性人格增強工作不安全感與工作滿意度之負向效果，卻減弱對高才低就與工
     作滿意度之負向效果；而師徒功能僅調減弱高才低就與工作滿意度間的負向關係。
     此研究結果可供未來管理實務參考，相關討論將於後續章節論述。
摘要 ................................ ................................ ................................ ............................ I
     Abstract ................................ ................................ ................................ ..................... II
     目錄 ................................ ................................ ................................ ......................... III
     圖目錄 ................................ ................................ ................................ ....................... V
     表目錄 ................................ ................................ ................................ ...................... VI
     第一章 緒論 ................................ ................................ ................................ .......... 1
     第一節 研究動機 ................................ ................................ ................................ ....... 1
     第二節 研究方向與目的 ................................ ................................ ............................ 3
     第二章 文獻探討 ................................ ................................ ................................ .... 4
     第一節 工作不安全感、高才低就與工作滿意之討論 ................................ .............. 4
     第二節 調節作用之討論 ................................ ................................ ............................ 9
     第三節 研究架構 ................................ ................................ ................................ ..... 12
     第三章 研究方法 ................................ ................................ ................................ .. 13
     第一節 抽樣設計方法 ................................ ................................ .............................. 13
     第二節 變項定義與測量方法 ................................ ................................ .................. 14
     第二節 資料分析方法 ................................ ................................ .............................. 17
     第四章 研究結果 ................................ ................................ ................................ .. 18
     第一節 樣本描述 ................................ ................................ ................................ ..... 18
     第二節 研究變項描述性統計分析................................ ................................ ............. 21
     IV
     第三節 迴歸分析 ................................ ................................ ................................ ..... 24
     第五章 結論 ................................ ................................ ................................ .......... 28
     第一節 討論 ................................ ................................ ................................ ............. 28
     第二節 研究貢獻與管理意涵 ................................ ................................ .................. 33
     第三節 研究限制與建議 ................................ ................................ .......................... 34
     參考文獻 ................................ ................................ ................................ .................. 36
     附錄 ................................ ................................ ................................ ......................... 44
參考文獻 陳儀庭與李維英（2011）。工作壓力、組織承諾、工作滿足與工作績效之關聯性
     研究⎯⎯以陸軍女性軍士官為例。黃埔學報，60，141-154。
     楊政學（2006）。知識管理學理與證實。台北：揚智文化。
     Armstrong- Stassen, M. ( 1993) . Production worker’s reactions to a plant closing: The
     Role of transfer, atress, and support. Anxiety, Stress and Coping: An
     International Jou rnal , 6, 201 - 124.
     Bateman, T. S. & Crant, J. M. (1993). The proactive component of organizational
     behavior: A measure and correlates. Journal of Organizational Behavior , 14(2),
     103- 118.
     Bedeian, A. G., Fems, G. R., & Kacmar, K. M. (1992). Age, tenure, and job
     satisfaction: A tale of two perspectives. Journal of Vocational Behaviors, 40 ,
     33- 48.
     Bernard, J.J. and K. K. Ajay （1991） , “Supervisory Feedback: Alternative Types and
     Their Impact on Salespeople’s Performance and Satisfaction,” Journal of
     Marketing Research, 28 （2）: 190 - 201.
     Black, J. S., & Gregersen, H. B. (1997) . Participative Decision - Making: An
     Inte gration of Multiple Dimensions, Human Relations, 50( 7) : 859 -878.
     Bolino, M. C., & Feldman, D. C. ( 2000) . The antecedents and consequences of
     unemployment among expatriates. Journal of Organizational Behavior, 21,
     889- 911.
     Borg, L. & Elizur, D. (1992). Job insecurity: Correlates, moderators and measurement.
     International Journal of Manpower , 13(2), 13 -26.
     Burke, R. J., & Mckeen, C. A. (1989) . Developing form al mentoring program in
     organizations. Business Quarterl y, 54(3), 76 - 79.
     Buss, D. M. (1987). Selection, evocation, and manipulation. Journal of Personality
     and Social Psychology , 53(6) , 1214.
     Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1979 ). The Michigan
     organizational assessment questionnaire (Unpublished manuscript). University
     of Michigan, Ann Arbor, MI.
     Chen, W., Siu, O., Lu, J., Cooper, C., & Phillips, D. (2009). Work stress and
     depression: The direct and moderating effects of informal social support and
     coping.Stress and Health , 25, 431 –443.
     Cohen, J. & Cohen, P., 1983. Applied Multiple Regression/ Correlation Analysis
     for the Behavioral Science （2nd ed.）. Hillsdale, NJ：Erlbau.
     Conway, N., & Briner, R. B. (2002). A daily diary study of affe ctive response to
     psychological contract breach and exceeded promises. Journal of Organizational
     Behavior, 23(3), 287 -302.
     Cooper, C. L., Dewe P., & O’Driscoll, M. P. (2001). Organizational stress: A review
     and critique of theory, research and applications . Thousand Oaks, CA: Sage.
     Darling, N., Hamilton, S. F., & Niego, S. ( 1994) . Adolescent’s Relations with Agults
     Outside the Family, in Montemayor, R., Adams, G. R. and Gullotta, T. P. ( Eds.) ,
     Personal Relationships During Adolescence , Thousand Oaks, CA: SAG E
     Publications.216- 235.
     De Witte, H. (2005). Job insecurity: Review of the international literature on
     definitions, prevalence, antecedents and conse - quences. South African Journal
     of Industrial Psychology , 31(4),1 –6.
     Dooley, D., & Prause, J. ( 2004) . The social costs of underemployment: Inadequate
     employment as disguised unemployment . Cambridge, UK: Cambridge University.
     Erdogan, B., & Bauer, T. N. ( 2009) . Perceived overqualification and its outcomes:
     The moderating role of empowerment. Journal of Applied Psychology, 94,
     557- 565.
     Feldman, D. C., Leana, C. R., & Bolino, M. C. ( 2002) . Underemployment and relative
     deprivation among reemployed executives. Journal of Occupational and
     Organizational Psychology, 75, 453-471.
     Fine, S. (2007). Overqualification and selection in leadership training. Journal of
     Leadership & Organizational Stud ies , 14 , 61 - 68.
     Fine, S., & Nevo, B. (2008). Too smart for their own good? A study of perceived
     cognitive overqualification in the work force. The International Journal of
     Human Resource Manageme nt, 19, 346 -355.
     Green, F., & McIntosh, S. ( 2007) . Is there a genuine under - utilizat ion of skills
     amongst the over - qualified? Applied Economics, 39 , 427- 439.
     Hauser, P. M. ( 1974) . The measurement of labour utilization. Malayan Economic
     Review, 19(1) , 1- 15.
     Heaney, C. A., Israel, B. A., & House, J. S. (1994). Chronic job insecurity among
     automobile workers: Effects on job satisfaction and health. Social Science and
     Medicine, 38, 1431 - 1437.
     Hellgren, J., Sverke, M., & Isaksson, K. (1999). A tw o- dimensional approach to job
     insecurity: Consequences for employee attitudes and well - being. European
     Journal of Work and Organizational Psychology, 8 , 179 -195.
     Hirsch, B. J., Mickus, M., & Boerger. R., ( 2002) . Ties to Influential Adults among
     Black and White Adolescents: Culture, Social Class and Family Networks,
     American Journal of Community Psychology , 30 (2), 289 - 303.
     Hodson, R. (1989). Gender differences in job satisfaction. The Sociological Quarterly,
     30(3), 386 - 399.
     Hoppock, R. (1935). Job Satisfacti on, Harper and Brothers, New York, 47 .
     Jacobson, D. (1991). Toward a theoretical distinction between the stress components
     of the job insecurity and job loss experiences. Research in the Sociology of
     Organizations, 9 , 1 - 19.
     Jaworski, B. J., & Kohli, A. K. ( 1991). Supervisory Feedback: Alternative Types and
     Their Impact on Salespeople’s Performance and Satisfaction, Journal of
     Marketing Research, 28(2), 190- 201.
     Johnson, G. J., & Johnson, W. R. ( 1997) . Perceived overqualification, emotional
     support and healt h. Journal of Applied Social Psychology , 27 , 1906 - 1918.
     Johnson, G. J., & Johnson, W. R. ( 2000) . Perceived overqual ification and dimensions
     of job satisfaction: A longitudinal analysis. The Journal of Ps ychology:
     Interdisciplinary and Applied, 134 , 537-555.
     Johnson, G. J., & Johnson, W. R. ( 2000) . Perceived overqualification, positive and
     negative affectivity, and satisfaction with work. Journal of Social Behavior and
     Personality, 15, 167-184.
     Johnson, W. R., Morrow, P. C., & Johnson, G. J. ( 2002) . An evalu ation of a perceived
     overqualification scale across work settings. The Journal of Psychology:
     Interdisciplinary and Applied , 136 , 425-441.
     Jansen, P. G., Kerkstra, A., Abu -Saad, H. H., & Van Der Zee, J. (1996). The effects of
     job characteristics and indivi dual characteristics on job satisfaction and burnout
     in community nursing. International journal of nursing studies, 33 (4), 407 -421.
     Kirmeyer, S. L., & Dougherty, T. W. (1988). Work load, tension, and coping:
     Moderating effects of supervisior support. Personnel Psychology , 41(1),
     125- 139.
     Kram, K. E. ( 1983) . Phases of the mentoring relationship, Academy of Management Journal , 26(4), 608 -625.
     Kram, K. E., & Hall, D. T. (1996). Mentoring in a context of diversity and turbulence.
     Cambridge, MA Blackwell Busine ss .
     Lambert, E., Hogan, N., & Barton, S. (2001). The impact of job satisfaction on
     turnover intent: A test of a structural measurement model using a national sample
     of workers. Social Science Journal, 38 (2), 233 -250.
     Lazarus, R. S., & Folkman, S. (1984). Stress, appraisal, and coping . New York, NY:
     Springer.
     LePine, J. A. , Podsakoff, N. P., & Sugawara, H. A. (2005). A meta- analytic test of the
     challenge stressor - hindrance stressor framework: An Explanation for
     inconsistent relationships among stressors and performance. Academy of
     Management Journal, 48, 764 - 775.
     Luksyte, A., Spitzmueller, C., & Maynard, D.C. (2011). Why do overqualified
     incumbents deviate? Examining multiple mediators. J ournal of Occupational
     Health Psychology, 16, 279 –296.
     Mak, A. S., & Mueller, J. (2000). Job insecurity, coping resources and personality
     dispositions in occupational strain. Work & Stress, 14, 312 -318.
     Maslow, A. H. (1954). Motivation and personality. New York, NY: Harper.
     Maynard, D. C., Joseph, T. A., & Maynard, A. M. ( 2006). Underemployment, job
     attitudes, and turnover intentions. Journal of Organizational Behavior , 27 ,
     509- 536.
     Mazlan, E. M., Taib, S. M., & Karim, Z. A. ( 2009) . e - Mentor: Sharing and
     Proceedings of International Conference on Computer Technology and
     Development. Kota Kinabalu, Malaysia, 244 - 248.
     McKee-Ryan, F. M., & Harvey, J. (2011) . I have a job, but .. .: A review of underemployment. Journal of Management , 37 , 962- 996.
     Mobley, W. H., Horner, S. O., & Hollingsworth, A. T. (1978). An evaluation of
     precursors of hospital employee turnover. Journal of Applied psychology, 63 (4),
     408- 414.
     Parasuraman, S., & Purohit, Y.S. (2000). Distress and boredom among orchestra
     musicians: The two faces of stress. Journal of Occupational Health Psychology ,
     5,74–83. doi:10.1037/1076 - 8998.5.1.74.
     Parker, S. K. (1998). Enhancing role breadth self - efficacy: The roles of job
     enrichment and other organizational interventions. Journal of Applied
     Psychology, 83, 835–852.
     Polivka, A. E. ( 1996) . Into contingent and alternative employ ment: By choice.
     Monthly Labor Review, 119(10) , 55- 74.
     Porter, L.W., & E. E. Lawler, Ⅲ, ( 1968). Management Attitude and Performance,
     Homewood. IL: Dorsey Press.
     Probst, T. M., & Lawler, J. (2006). Cultural values as moderators of
     employeereactions to job i nsecurity: The role of individualism and collectivism.
     Applied Psychology: An International Review, 55 , 234 -254.
     Repenning, N. P. (2000). Drive out fear (unless you can drive it in): The role of
     agency and job security in process improvement. Managgement Science, 46 ,
     1385- 1396.
     Ragins, B. R., & Kram, K. E. (2007). Handbook of Mentoring at Work: Theory,
     Research, and Practice. Thousand Oaks, CA: Sage.
     Rhodes, J. E., Spencer, R., Keller. T. E. Liang, B. , & Noam, G. ( 2006) . A Model for
     the Influence of Mentori ng Relationships on Youth Development, Journal of
     Community Psychology , 34(6), 691- 707. Robinson, S. L., & Morrison, E. W. (1995). Psychological contracts and OCB: The
     effect of unfulfilled obligations on civic virtue behavior. Journal of
     Organizational Behavior, 16(3), 289 -298.
     Roethlisberger, F. J., & Dickson, W. J. ( 1964) . Management and the Worker, New
     York: Wiley Science Editions.
     Rousseau, D. M. (1989). Psychological and implied contracts in organizations: A
     longitudinal study. Employee Responsibiliti es and Rights Journal, 2 , 121 - 139.
     Scandura, T. A. (1992). Mentorship and career mobility: An empirical investigation.
     Journal of Organizational Behavior , 13 (2), 169 -174.
     Strazdins, L., D`Souza, R. M., L- Y Lim, L., Broom, D. H., & Rodgers, B. (2004). Job
     strain, job insecurity, and health: rethinking the relationship. Journal of
     occupational health psychology, 9 (4), 296.
     Sverke, M., & Hellgren, J. (2002). The nature of job insecurity: Understanding
     employment uncertainty on the brink of the new millennium. Applied Psychology:
     An International Review, 51 (1), 23 - 42.
     Tekleab, A. G., & Taylor, M. S. (2003). Aren’t there two parties in an employment
     relationship? Antecedents and consequences of organization - employee
     agreement on contract obligations and violation s. Journal of Organizational
     Behavior, 24(5), 585 -608.
     Verhaest, D., & Omey, E. (2006). The impact of overeducation and its measurement.
     Social Indicators Research, 77 , 419- 448.
     Van Vuuren, T., Klandermans, B., Jacobson, D., & Hartley, J. (1991). Employees ’
     reactions to job insecurity. In J. Hartley, D. Jacobson, B. Klandermans, & T. Van
     Vuuren (Eds.), Job insecurity: Coping with jobs at risk
     (pp.79 -103).London:Sage. Williams, L., & Hazer, J. (1986). Antecedents and consequences of satisfaction and
     commitment in turnover models: A re - analysis using latent variable structural
     equation models. Journal of Applied Psychology, 71 , 219 - 231.
     Witte, H. D. (1999). Job insecurity and psychological well - being: Review of the
     literature and exploration of some unresolved issues. European Journal of work
     and Organizational psychology, 8 (2), 155 - 177.
描述 碩士
國立政治大學
企業管理研究所
102363021
資料來源 http://thesis.lib.nccu.edu.tw/record/#G1023630211
資料類型 thesis
dc.contributor.advisor 胡昌亞zh_TW
dc.contributor.author (Authors) 莊謹維zh_TW
dc.creator (作者) 莊謹維zh_TW
dc.date (日期) 2015en_US
dc.date.accessioned 3-Aug-2015 13:15:13 (UTC+8)-
dc.date.available 3-Aug-2015 13:15:13 (UTC+8)-
dc.date.issued (上傳時間) 3-Aug-2015 13:15:13 (UTC+8)-
dc.identifier (Other Identifiers) G1023630211en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/77139-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 企業管理研究所zh_TW
dc.description (描述) 102363021zh_TW
dc.description.abstract (摘要) 如何提升員工滿意度為目前組織經營的當務之急，因此，探究影響員工的滿
     意度的因素有其必要性。本研究以「工作不安全感」與「高才低就」兩壓力源為
     出發點，以師徒關係中的徒弟員工為樣本，探討此二變項與工作滿意度之關係。
     並進一步探討師徒功能與員工本身的前瞻性人格特質是否會對於上述關係產生調
     節效果。本研究採取便利抽樣，對 153 份有效樣本進行分析。根據階層迴歸分析
     結果顯示，工作不安全感與工作滿意度有負向關係，但徒弟的高才低就感受與工
     作滿意度無顯著關係；且員工的前瞻性人格對於上述結果具有調節效果。然而，
     前瞻性人格增強工作不安全感與工作滿意度之負向效果，卻減弱對高才低就與工
     作滿意度之負向效果；而師徒功能僅調減弱高才低就與工作滿意度間的負向關係。
     此研究結果可供未來管理實務參考，相關討論將於後續章節論述。		zh_TW
dc.description.abstract (摘要) 摘要 ................................ ................................ ................................ ............................ I
     Abstract ................................ ................................ ................................ ..................... II
     目錄 ................................ ................................ ................................ ......................... III
     圖目錄 ................................ ................................ ................................ ....................... V
     表目錄 ................................ ................................ ................................ ...................... VI
     第一章 緒論 ................................ ................................ ................................ .......... 1
     第一節 研究動機 ................................ ................................ ................................ ....... 1
     第二節 研究方向與目的 ................................ ................................ ............................ 3
     第二章 文獻探討 ................................ ................................ ................................ .... 4
     第一節 工作不安全感、高才低就與工作滿意之討論 ................................ .............. 4
     第二節 調節作用之討論 ................................ ................................ ............................ 9
     第三節 研究架構 ................................ ................................ ................................ ..... 12
     第三章 研究方法 ................................ ................................ ................................ .. 13
     第一節 抽樣設計方法 ................................ ................................ .............................. 13
     第二節 變項定義與測量方法 ................................ ................................ .................. 14
     第二節 資料分析方法 ................................ ................................ .............................. 17
     第四章 研究結果 ................................ ................................ ................................ .. 18
     第一節 樣本描述 ................................ ................................ ................................ ..... 18
     第二節 研究變項描述性統計分析................................ ................................ ............. 21
     IV
     第三節 迴歸分析 ................................ ................................ ................................ ..... 24
     第五章 結論 ................................ ................................ ................................ .......... 28
     第一節 討論 ................................ ................................ ................................ ............. 28
     第二節 研究貢獻與管理意涵 ................................ ................................ .................. 33
     第三節 研究限制與建議 ................................ ................................ .......................... 34
     參考文獻 ................................ ................................ ................................ .................. 36
     附錄 ................................ ................................ ................................ ......................... 44		-
dc.description.tableofcontents 摘要 ................................ ................................ ................................ ............................ I
     Abstract ................................ ................................ ................................ ..................... II
     目錄 ................................ ................................ ................................ ......................... III
     圖目錄 ................................ ................................ ................................ ....................... V
     表目錄 ................................ ................................ ................................ ...................... VI
     第一章 緒論 ................................ ................................ ................................ .......... 1
     第一節 研究動機 ................................ ................................ ................................ ....... 1
     第二節 研究方向與目的 ................................ ................................ ............................ 3
     第二章 文獻探討 ................................ ................................ ................................ .... 4
     第一節 工作不安全感、高才低就與工作滿意之討論 ................................ .............. 4
     第二節 調節作用之討論 ................................ ................................ ............................ 9
     第三節 研究架構 ................................ ................................ ................................ ..... 12
     第三章 研究方法 ................................ ................................ ................................ .. 13
     第一節 抽樣設計方法 ................................ ................................ .............................. 13
     第二節 變項定義與測量方法 ................................ ................................ .................. 14
     第二節 資料分析方法 ................................ ................................ .............................. 17
     第四章 研究結果 ................................ ................................ ................................ .. 18
     第一節 樣本描述 ................................ ................................ ................................ ..... 18
     第二節 研究變項描述性統計分析................................ ................................ ............. 21
     IV
     第三節 迴歸分析 ................................ ................................ ................................ ..... 24
     第五章 結論 ................................ ................................ ................................ .......... 28
     第一節 討論 ................................ ................................ ................................ ............. 28
     第二節 研究貢獻與管理意涵 ................................ ................................ .................. 33
     第三節 研究限制與建議 ................................ ................................ .......................... 34
     參考文獻 ................................ ................................ ................................ .................. 36
     附錄 ................................ ................................ ................................ ......................... 44		zh_TW
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G1023630211en_US
dc.subject (關鍵詞) 工作滿意度zh_TW
dc.subject (關鍵詞) 工作不安全感zh_TW
dc.subject (關鍵詞) 高才低就zh_TW
dc.subject (關鍵詞) 前瞻性人格zh_TW
dc.subject (關鍵詞) 師徒制度zh_TW
dc.subject (關鍵詞) Job Satisfactionen_US
dc.subject (關鍵詞) Job Insecurityen_US
dc.subject (關鍵詞) Overqualificationen_US
dc.subject (關鍵詞) Proactive Personalityen_US
dc.subject (關鍵詞) Mentor Functionsen_US
dc.title (題名) 工作不安全感與高才低就對工作滿意度之關係─師徒功能與徒弟前瞻性人格之調節角色zh_TW
dc.title (題名) Job Insecurity and Overqualification on Protégés’ Job Satisfaction: The Roles of Mentor Functions and Protégés’ Proactive Personalityen_US
dc.type (資料類型) thesisen
dc.relation.reference (參考文獻) 陳儀庭與李維英（2011）。工作壓力、組織承諾、工作滿足與工作績效之關聯性
     研究⎯⎯以陸軍女性軍士官為例。黃埔學報，60，141-154。
     楊政學（2006）。知識管理學理與證實。台北：揚智文化。
     Armstrong- Stassen, M. ( 1993) . Production worker’s reactions to a plant closing: The
     Role of transfer, atress, and support. Anxiety, Stress and Coping: An
     International Jou rnal , 6, 201 - 124.
     Bateman, T. S. & Crant, J. M. (1993). The proactive component of organizational
     behavior: A measure and correlates. Journal of Organizational Behavior , 14(2),
     103- 118.
     Bedeian, A. G., Fems, G. R., & Kacmar, K. M. (1992). Age, tenure, and job
     satisfaction: A tale of two perspectives. Journal of Vocational Behaviors, 40 ,
     33- 48.
     Bernard, J.J. and K. K. Ajay （1991） , “Supervisory Feedback: Alternative Types and
     Their Impact on Salespeople’s Performance and Satisfaction,” Journal of
     Marketing Research, 28 （2）: 190 - 201.
     Black, J. S., & Gregersen, H. B. (1997) . Participative Decision - Making: An
     Inte gration of Multiple Dimensions, Human Relations, 50( 7) : 859 -878.
     Bolino, M. C., & Feldman, D. C. ( 2000) . The antecedents and consequences of
     unemployment among expatriates. Journal of Organizational Behavior, 21,
     889- 911.
     Borg, L. & Elizur, D. (1992). Job insecurity: Correlates, moderators and measurement.
     International Journal of Manpower , 13(2), 13 -26.
     Burke, R. J., & Mckeen, C. A. (1989) . Developing form al mentoring program in
     organizations. Business Quarterl y, 54(3), 76 - 79.
     Buss, D. M. (1987). Selection, evocation, and manipulation. Journal of Personality
     and Social Psychology , 53(6) , 1214.
     Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1979 ). The Michigan
     organizational assessment questionnaire (Unpublished manuscript). University
     of Michigan, Ann Arbor, MI.
     Chen, W., Siu, O., Lu, J., Cooper, C., & Phillips, D. (2009). Work stress and
     depression: The direct and moderating effects of informal social support and
     coping.Stress and Health , 25, 431 –443.
     Cohen, J. & Cohen, P., 1983. Applied Multiple Regression/ Correlation Analysis
     for the Behavioral Science （2nd ed.）. Hillsdale, NJ：Erlbau.
     Conway, N., & Briner, R. B. (2002). A daily diary study of affe ctive response to
     psychological contract breach and exceeded promises. Journal of Organizational
     Behavior, 23(3), 287 -302.
     Cooper, C. L., Dewe P., & O’Driscoll, M. P. (2001). Organizational stress: A review
     and critique of theory, research and applications . Thousand Oaks, CA: Sage.
     Darling, N., Hamilton, S. F., & Niego, S. ( 1994) . Adolescent’s Relations with Agults
     Outside the Family, in Montemayor, R., Adams, G. R. and Gullotta, T. P. ( Eds.) ,
     Personal Relationships During Adolescence , Thousand Oaks, CA: SAG E
     Publications.216- 235.
     De Witte, H. (2005). Job insecurity: Review of the international literature on
     definitions, prevalence, antecedents and conse - quences. South African Journal
     of Industrial Psychology , 31(4),1 –6.
     Dooley, D., & Prause, J. ( 2004) . The social costs of underemployment: Inadequate
     employment as disguised unemployment . Cambridge, UK: Cambridge University.
     Erdogan, B., & Bauer, T. N. ( 2009) . Perceived overqualification and its outcomes:
     The moderating role of empowerment. Journal of Applied Psychology, 94,
     557- 565.
     Feldman, D. C., Leana, C. R., & Bolino, M. C. ( 2002) . Underemployment and relative
     deprivation among reemployed executives. Journal of Occupational and
     Organizational Psychology, 75, 453-471.
     Fine, S. (2007). Overqualification and selection in leadership training. Journal of
     Leadership & Organizational Stud ies , 14 , 61 - 68.
     Fine, S., & Nevo, B. (2008). Too smart for their own good? A study of perceived
     cognitive overqualification in the work force. The International Journal of
     Human Resource Manageme nt, 19, 346 -355.
     Green, F., & McIntosh, S. ( 2007) . Is there a genuine under - utilizat ion of skills
     amongst the over - qualified? Applied Economics, 39 , 427- 439.
     Hauser, P. M. ( 1974) . The measurement of labour utilization. Malayan Economic
     Review, 19(1) , 1- 15.
     Heaney, C. A., Israel, B. A., & House, J. S. (1994). Chronic job insecurity among
     automobile workers: Effects on job satisfaction and health. Social Science and
     Medicine, 38, 1431 - 1437.
     Hellgren, J., Sverke, M., & Isaksson, K. (1999). A tw o- dimensional approach to job
     insecurity: Consequences for employee attitudes and well - being. European
     Journal of Work and Organizational Psychology, 8 , 179 -195.
     Hirsch, B. J., Mickus, M., & Boerger. R., ( 2002) . Ties to Influential Adults among
     Black and White Adolescents: Culture, Social Class and Family Networks,
     American Journal of Community Psychology , 30 (2), 289 - 303.
     Hodson, R. (1989). Gender differences in job satisfaction. The Sociological Quarterly,
     30(3), 386 - 399.
     Hoppock, R. (1935). Job Satisfacti on, Harper and Brothers, New York, 47 .
     Jacobson, D. (1991). Toward a theoretical distinction between the stress components
     of the job insecurity and job loss experiences. Research in the Sociology of
     Organizations, 9 , 1 - 19.
     Jaworski, B. J., & Kohli, A. K. ( 1991). Supervisory Feedback: Alternative Types and
     Their Impact on Salespeople’s Performance and Satisfaction, Journal of
     Marketing Research, 28(2), 190- 201.
     Johnson, G. J., & Johnson, W. R. ( 1997) . Perceived overqualification, emotional
     support and healt h. Journal of Applied Social Psychology , 27 , 1906 - 1918.
     Johnson, G. J., & Johnson, W. R. ( 2000) . Perceived overqual ification and dimensions
     of job satisfaction: A longitudinal analysis. The Journal of Ps ychology:
     Interdisciplinary and Applied, 134 , 537-555.
     Johnson, G. J., & Johnson, W. R. ( 2000) . Perceived overqualification, positive and
     negative affectivity, and satisfaction with work. Journal of Social Behavior and
     Personality, 15, 167-184.
     Johnson, W. R., Morrow, P. C., & Johnson, G. J. ( 2002) . An evalu ation of a perceived
     overqualification scale across work settings. The Journal of Psychology:
     Interdisciplinary and Applied , 136 , 425-441.
     Jansen, P. G., Kerkstra, A., Abu -Saad, H. H., & Van Der Zee, J. (1996). The effects of
     job characteristics and indivi dual characteristics on job satisfaction and burnout
     in community nursing. International journal of nursing studies, 33 (4), 407 -421.
     Kirmeyer, S. L., & Dougherty, T. W. (1988). Work load, tension, and coping:
     Moderating effects of supervisior support. Personnel Psychology , 41(1),
     125- 139.
     Kram, K. E. ( 1983) . Phases of the mentoring relationship, Academy of Management Journal , 26(4), 608 -625.
     Kram, K. E., & Hall, D. T. (1996). Mentoring in a context of diversity and turbulence.
     Cambridge, MA Blackwell Busine ss .
     Lambert, E., Hogan, N., & Barton, S. (2001). The impact of job satisfaction on
     turnover intent: A test of a structural measurement model using a national sample
     of workers. Social Science Journal, 38 (2), 233 -250.
     Lazarus, R. S., & Folkman, S. (1984). Stress, appraisal, and coping . New York, NY:
     Springer.
     LePine, J. A. , Podsakoff, N. P., & Sugawara, H. A. (2005). A meta- analytic test of the
     challenge stressor - hindrance stressor framework: An Explanation for
     inconsistent relationships among stressors and performance. Academy of
     Management Journal, 48, 764 - 775.
     Luksyte, A., Spitzmueller, C., & Maynard, D.C. (2011). Why do overqualified
     incumbents deviate? Examining multiple mediators. J ournal of Occupational
     Health Psychology, 16, 279 –296.
     Mak, A. S., & Mueller, J. (2000). Job insecurity, coping resources and personality
     dispositions in occupational strain. Work & Stress, 14, 312 -318.
     Maslow, A. H. (1954). Motivation and personality. New York, NY: Harper.
     Maynard, D. C., Joseph, T. A., & Maynard, A. M. ( 2006). Underemployment, job
     attitudes, and turnover intentions. Journal of Organizational Behavior , 27 ,
     509- 536.
     Mazlan, E. M., Taib, S. M., & Karim, Z. A. ( 2009) . e - Mentor: Sharing and
     Proceedings of International Conference on Computer Technology and
     Development. Kota Kinabalu, Malaysia, 244 - 248.
     McKee-Ryan, F. M., & Harvey, J. (2011) . I have a job, but .. .: A review of underemployment. Journal of Management , 37 , 962- 996.
     Mobley, W. H., Horner, S. O., & Hollingsworth, A. T. (1978). An evaluation of
     precursors of hospital employee turnover. Journal of Applied psychology, 63 (4),
     408- 414.
     Parasuraman, S., & Purohit, Y.S. (2000). Distress and boredom among orchestra
     musicians: The two faces of stress. Journal of Occupational Health Psychology ,
     5,74–83. doi:10.1037/1076 - 8998.5.1.74.
     Parker, S. K. (1998). Enhancing role breadth self - efficacy: The roles of job
     enrichment and other organizational interventions. Journal of Applied
     Psychology, 83, 835–852.
     Polivka, A. E. ( 1996) . Into contingent and alternative employ ment: By choice.
     Monthly Labor Review, 119(10) , 55- 74.
     Porter, L.W., & E. E. Lawler, Ⅲ, ( 1968). Management Attitude and Performance,
     Homewood. IL: Dorsey Press.
     Probst, T. M., & Lawler, J. (2006). Cultural values as moderators of
     employeereactions to job i nsecurity: The role of individualism and collectivism.
     Applied Psychology: An International Review, 55 , 234 -254.
     Repenning, N. P. (2000). Drive out fear (unless you can drive it in): The role of
     agency and job security in process improvement. Managgement Science, 46 ,
     1385- 1396.
     Ragins, B. R., & Kram, K. E. (2007). Handbook of Mentoring at Work: Theory,
     Research, and Practice. Thousand Oaks, CA: Sage.
     Rhodes, J. E., Spencer, R., Keller. T. E. Liang, B. , & Noam, G. ( 2006) . A Model for
     the Influence of Mentori ng Relationships on Youth Development, Journal of
     Community Psychology , 34(6), 691- 707. Robinson, S. L., & Morrison, E. W. (1995). Psychological contracts and OCB: The
     effect of unfulfilled obligations on civic virtue behavior. Journal of
     Organizational Behavior, 16(3), 289 -298.
     Roethlisberger, F. J., & Dickson, W. J. ( 1964) . Management and the Worker, New
     York: Wiley Science Editions.
     Rousseau, D. M. (1989). Psychological and implied contracts in organizations: A
     longitudinal study. Employee Responsibiliti es and Rights Journal, 2 , 121 - 139.
     Scandura, T. A. (1992). Mentorship and career mobility: An empirical investigation.
     Journal of Organizational Behavior , 13 (2), 169 -174.
     Strazdins, L., D`Souza, R. M., L- Y Lim, L., Broom, D. H., & Rodgers, B. (2004). Job
     strain, job insecurity, and health: rethinking the relationship. Journal of
     occupational health psychology, 9 (4), 296.
     Sverke, M., & Hellgren, J. (2002). The nature of job insecurity: Understanding
     employment uncertainty on the brink of the new millennium. Applied Psychology:
     An International Review, 51 (1), 23 - 42.
     Tekleab, A. G., & Taylor, M. S. (2003). Aren’t there two parties in an employment
     relationship? Antecedents and consequences of organization - employee
     agreement on contract obligations and violation s. Journal of Organizational
     Behavior, 24(5), 585 -608.
     Verhaest, D., & Omey, E. (2006). The impact of overeducation and its measurement.
     Social Indicators Research, 77 , 419- 448.
     Van Vuuren, T., Klandermans, B., Jacobson, D., & Hartley, J. (1991). Employees ’
     reactions to job insecurity. In J. Hartley, D. Jacobson, B. Klandermans, & T. Van
     Vuuren (Eds.), Job insecurity: Coping with jobs at risk
     (pp.79 -103).London:Sage. Williams, L., & Hazer, J. (1986). Antecedents and consequences of satisfaction and
     commitment in turnover models: A re - analysis using latent variable structural
     equation models. Journal of Applied Psychology, 71 , 219 - 231.
     Witte, H. D. (1999). Job insecurity and psychological well - being: Review of the
     literature and exploration of some unresolved issues. European Journal of work
     and Organizational psychology, 8 (2), 155 - 177.		zh_TW