中文摘要
知識經濟時代，人力資源是維繫組織有效運作的重要因素，特別是在服務掛帥的國際觀光旅館業。「員工」是旅館重要的資產，而旅館想要獲得良好的營運績效，服務品質將是關鍵所在，服務品質之良窳首要仰賴服務人員的殷勤和體貼，換言之，服務人員對組織的認同與投入是相當重要的因素。本研究將同時納入「組織與員工」及「主管與員工」二個層面，來探討其對組織公民行為的影響關係。並承襲組織公民行為的研究脈絡，認為旅館員工組織公民行為的展現的是建立在於員工知覺旅館人力資源實踐的程度、主管與員工之間的交換關係，進而促使員工組織公民行為之扮演。
因此，研究中除驗證人力資源實務與組織公民行為之關係外，亦冀望能進一步用「LISREL」建構以主管與部屬交換關係為中介變項的因果模式，以供學術與旅館實務上之參考。主要研究結果有：(1)整體而言，本研究整體理論模式配置符合可接受的適合度檢定水準，表示本研究的理論模型可獲得支持，故這三個構念間確實存在著影響關係。(2)人力資源實務之教育訓練制度對員工公民道德；發展性績效評估對敬業守法；福利制度對協助同事、敬業守法均有正向直接的影響效果。(3)參與人力資源決策形成對勤勉審慎、敬業守法有負向直接的影響效果。(4)旅館生涯發展對主管與部屬交換有正向直接的影響效果。(5)主管與部屬交換關係對協助同事、敬業守法有正向直接的影響。(6)主管與部屬交換關係對生涯發展與協助同事、敬業守法有正向間接的影響，主管與部屬交換關係對福利制度與公民道德有正向間接的影響。(7)主管與部屬交換關係對員工參與和公民道德、勤勉審慎有負向間接影響效果。

ABSTRACT

Human resource is an important factor to maintain effective organizational operation in the epoch of knowledge economic, especially for the international tourism hotel industry that takes service as priority issue. Employees are the important assets of hotel, and service quality is the key to obtain good operation performance. The service quality primarily depends on the solicitous and attentive of attendants. In other words, attendants’ identification of the organization and contribution are quite important factors. Two factors, Organization and Employee and Leader and member were included in this research to discuss their influence on organizational citizenship behavior. Meanwhile, based on the idea of organizational citizenship behavior, the performance of hotel employees’ organizational citizenship behavior is established on their awareness of the degree of hotel human resource practices, exchange between Leader and member, which in turn facilitates the performance of employees’ organizational citizenship behavior.
In addition to verify the relation of human resource practices and organizational citizenship behavior in the research, a LISREL statistical process was also adopted to establish the cause and effect model using the exchange between Leader and member as intervening variable. The main research results are: (1) the proposed theoretical model of this research was supported. Therefore, these three concepts do affect each other. (2) Training system of human resource practices has a positive and direct influence on employees’ citizen morality; developmental performance evaluation has a positive and direct influence on devotion and obeying law; welfare system has positive and direct influence on both citizen morality and devotion and obeying law. (3) Participating in the formation of human resource decision has a negative and direct influence on diligent, careful, devotion and obeying law. (4) Career development in hotel has a positive and direct influence on the exchange between Leader and member. (5) Exchange between Leader and member has a positive and direct influence on assisting colleague, devotion and obeying law. (6) Exchange between Leader and member has a positive and indirect influence on career development, assisting colleague, devotion and obeying law; exchange between Leader and member has a positive and indirect influence on welfare system and citizen morality. (7) Exchange between Leader and member has a negative and indirect influence on the participation of the formation of human resource decision, citizen morality, diligent and careful.

參考文獻
壹、中文部分：
王保進（2004）。多變量分析。台北：高等教育文化。
王淑貞（1998）。新進人員角色期望對其工作行為之影響-並檢驗「與主管關係」及「與同事關係」之干擾效果。國立中央大學人力資源研究所未出版碩士論文，未出版。
交通部觀光局（2004）。交通部觀光局行政資訊系統國際觀光旅館名錄。網址：http://202.39.225.136/indexc.asp。
吳冠儒（1999）。員工工作價值、專業承諾、情感承諾與組織公民行為關係之研究— 以高科技企業員工為例。中原大學企業管理學系碩士論文，未出版。
吳恕偉（1996）。兩岸資訊從業人員之組織公民行為研究。國立中央大學資訊管理學系碩士論文，未出版。
林淑姬（1992）。薪酬公平、程序公平與組織承諾、組織公民行為關係之研究。國立政治大學企業管理研究所博士論文，未出版。
林鉦棽（1996）。組織公正、信任、組織公民行為之研究：社會交換理論之觀點。管理科學學報，13（3），391-415。
邱淑芬、韓志翔、林盈君（2002）。員工參與制度與組織公民行為之關係-以台灣電子產業為例。管理學報，19（6），1009-1043。
侯堂柱（2000）。轉換型領導、組織承諾與組織公民行為之關係-以台灣電子業為例。國立中山大學人力資源管理研究所碩士論文，未出版。
張萱儀（1996）。高科技公司研發人員組織公民行為之研究。國立中央大學人力資源研究所未出版碩士論文，未出版。
梁凱雯（2001）。組織公平、工作自主性與互依性對觀光旅館餐飲服務員工組織公民行為之相關研究。世新大學觀光研究所碩士論文，未出版。
莊孟峰（1999）。員工工作滿意、組織承諾與組織公民行為關係之實證研究。淡江大學管理科學學系碩士論文，未出版。
許道然（2001）。公部門組織信任與組織公民行為關係之研究。國立政治大學公共行政學系博士論文，未出版。
陳心田（2003）。員工－主管互動、知覺組織支持、組織承諾與組織公民行為：我國科技產業研發人員之分析。交大管理學報，23(1)，27-70。
陳佩秀（1995）。主管視察行為、個別化關懷行為與組織公民行為關係之實證研究-以金融業為例。淡江大學管理科學研究所碩士論文，未出版。
陳明正（1995）。組織公平與組織公民行為關係之研究-以金融業為例。淡江大學管理科學研究所碩士論文，未出版。
陳瑞鈺（1996）。外商公司駐台人員之人力資源實務認知與離職傾向關係之研究-心理契約之探討。淡江大學國際貿易研究所碩士論文，未出版。
陳膺強（1994）。應用抽樣調查。台北：台灣商務。
陸儀勳（1996）。員工認知因素與工作價值對組織公民行為影響之研究：以高雄地區金融業櫃檯從業人員為例。國立中山大學人力資源研究所碩士論，未出版。
黃同圳、劉靜如（1998）。大陸台商人力資源管理優勢化策略探討，中山管理評論，6（3），827-854。
黃俊英（1999）。行銷研究：管理與技術。台北：華泰。
黃洲煌（1999）。個人人格特質、激勵認知、工作態度與組織公民行為之關連性研究。國立台灣科技大學企業管理研究所碩士論文，未出版。
黃家齊（2000a）。人力資源管理系統內部契合類型與組織績效之關聯性研究－全形理論觀點，中山管理評論，8（3），511-536。
黃家齊（2001）。人力資源管理系統與組織績效－智慧資本觀點，管理學報，19（3），415-450。
溫金豐（1999）。高科技廠商的人力資源系統構形及其對組織績效的意涵，科技管理學報，4（2），1-16。
鄭伯壎（1997）。差序格局與華人組織行為。本土心理學研究，3，142-219。
鄭伯壎、周麗芳、樊景立（2002）。家長式領導：三元模式的建構與測量。第五屆華人心理與行為科技學術研討會宣讀論文。台北：中央研究院。
鄭燿男（2001）。國中小教師的組織公民行為及其影響因素之研究-學校組織公民行為模型初構。國立高雄師範大學教育學系博士論文，未出版。
譚愷悌（2002）。轉換型領導對團隊凝聚力、群組效力與組織公民行為之影響。世新大學觀光研究所碩士論文，未出版。

貳、英文部分：
Allen, D.G., Shore, L.M., & Griffeth, R.W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29(1), 99-118.
Allen, N. J., & Grisaffe, Douglas B. (2001). Employee commitment to the organization and customer reactions: mapping the linkages. Human Resource Management Review, 11(3), 209-236.
Allen, T. D. & Rush, M. C. (1998). The Effects of Organizational Citizenship Behavior on Performance Judgments：A Field Study and a Laboratory Experiment. Journal of Applied Psychology, 83(2), 247-260.
Anderson, J.C., & D.W. Gerbing. (1988). structural Equation Modeling in Practice: A Review and Recommended Two-Step Approach. Psychological Bulletin, 103, 453-605.
Anderson, S .E., & Williams, L. J. (1996). Interpersonal, job, and individual factors related to helping processes at work. Journal of Applied Psychology, 81, 282-296.
Arthur, J. B. (1994). Effects of Human Resource Systems on Manufacturing Performance and Turnover. Academy of Management Journal, 37, 670-687.
attitudinal and Dispositional Predictors of Organizational
Bagozzi, R. P., & Yi, Y. (1988). On the evaluation for structural equation models. Journal of the Academy of Marketing Science, 16, 74-94.
Barnard, C. I. (1938). The functions of the executive. Cambridge, MA: Harvard University Press.
Bateman, T. S., & Organ, D. W. (1983). Job satisfaction and the good soldier: The relationship between affect and employee citizenship. Academy of Management Journal, 26, 587-595.
Bauer, T. N., & Green, S. G. (1996). The development of leader-member exchange : A longitudinal test. Academy of Management Journal, 39, 1538-1567.
Becker, G. S. (1964). Human Capital, MA: Columbia University Press.
Bettencourt, L. A., Meuter M. L., & Gwinner, K. P. (2001). A Compari- son of Attitude, Personality, and Knowledge Predictors of Service- Oriented Organizational Citizenship Behaviors. Journal of Applied Psychology, 86(1), 29-41.
Blau, P. M. (1964). Exchange and Power in Social Life, New York: John Wiley, and Sons.
Bolino, M. C. (1999) Citizenship and Impression Management: Good Soldiers or Good Actors? Academy of Management Review, 24(1), 82-98.
Borman, W. C., & Motowidlo, S.J. (1993). Expanding the Criterion Domain to Include Elements of Contextual Performance. San Francisco: Jossey-Bass, 71-98.
Bowen, D. E., & Schneider, B. (1985). Boundary spanning role employees and the service encounter; some guidelines for future management and research. In J.Czepiel, M. R. Solomon, & C. F. Surprenant (Eds.). The service encounter. 127-147. New York: Lexington Books.
Brief, A. P., & Motowidlo, S. J. (1986). Prosocial organizational behavior. Academy of Management Review, 11, 710-725.
Carmines, E., & McIver, J. (1981). Analyzing models with unobserved variables: analysis of covariance structures. In G. Bohmstedt & Borgatta (eds.), Social measurement: current issues, Beverly Hills, Calif: Sage.
Chattopadhyay, P. (1999). Beyond direct and Symmetrical effects: The influence of demographic dissimilarity on organizational citizenship behavior. Academy of Management Journal, 42(3), 273-287.
Chen, X. P., Hui, C., & Sego, D. J. (1998). The role of organizational citizenship behavior in turnover: Conceptualization and preliminary tests of key hypotheses. Journal of Applied Psychology, 83, 922-931.
Chin, W. W., & Todd, P. A. (1995). On the use, usefulness, and ease of use of structural equation modeling in MIS research: A note of caution. MIS Quarterly, 19(2), 237-246.
Cohen, A. (2000). The relationship between commitment forms and work outcomes: A comparison of three models. Human Relations, 53, 387-417.
Cooper, D. R., & Emory, C. W. (1995). Business Research Methods, Richard D. Irwin.
Cropanzano R., Howes J. C., Grandey A. A. (1997). The Relationship of Organizational Politics and Support to Work Behaviors, Attitudes, and Stress, Journal of Organizational Behavior, 18, 159-180.
Dansereau, F., Graen, G. & Haga, W. (1975). A Vertical Dyad Linkage Approach to Leadership within Formal Organizations: A Longitudinal Investigation of the Role Making Process. Organizational Behavior and Human Performance, 13, 46-78.
Dansereau, F., Graen, G., & Haga, B. (1975). A vertical dyad linkage approach to leadership within formal organizations : A longitudinal investigation of the role making process. Organizational Behavior and Human Performance, 131, 46-78.
Dansereau. F., Cashman, J., & Graen,G. (1973). Instrumentality Theory and Equity Theory as Complementary Approaches in Predicting the Relationship of Leadership and Turnover among Managers. Organizational Behavior and Human Performance, 1(10), 184-200.
Davis, K., & Newstrom , J. W. (1987). Human behavior at work: organizational behavior (7th ed.). New York: McGraw-Hill.
Delery, J. E., & Doty, D. H. (1996). Modes of Theorizing in Strategic Human Resources Management: Tests of Universalistic, Contingency, and Configurationally Performance Prediction. Academy of Management Journal, 39, 802-835.
Deluga, R.J. (1994). Supervisor Trust Building, Leader-Member Exchange and Organizational Citizenship Behavior. Journal of Occupational and Organizational Psychology, 67, 315-326.
Dienesch, R., & Liden, R. (1986). Leader-Member Exchange Model of Leadership: A Critique and Further Development. Academy of Management Review, 11, 618-634.
Doll, William J, Xia, Weidong, Torkzadeh, Gholamreza. (1994). A confirmatory factor analysis of the end-user computing sat, MIS Quarterly, 18, 453-461.
Duncan, G.J. and Hoffman, S. (1981). The incidence and wage effects of over education. Economics of Education Review, 1, 75-86.
Ferris, G. R. (1985). Role of leadership in the employee withdraw process: A constructive replication. Journal of Applied psychology, 70, 771-781.
Eisenberger, R., Huntington, R., Huntington, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500-507.
Etzioni, A. (1961)。Modern Organizations. Englewood Cliffs, NJ：Prentice-Hall.
Fey, C. F., Bjorkman, I., & Pavlovskaya, A. (2000). The Effect of Human Resource Management Practices on Firm Performance in Russia. International Journal of Human Resource Management, 11, 1-18.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable and measurement error. Journal of Marketing Research, 18, 39-50.
Freud, W.C., & Epstein, E. (1984). People and productivity: The New York stock exchange guide to financial incentives and the quality of work life. Homewood, IL: Dow-Jones, Irwin.
Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25, 161-178.
Graen, G. B. (1976). Role-making processes within complex organizations. In Dunnette, M. D., Handbook of Industrial and Organizational Psychology (Ed., 1201-1245). Chicago, IL: Rand McNally.
Graen, G. B., & Scandur, T. A. (1987). Toward a psychology of dyadic organizing. Research in Organizational Behavior, 9, 175-208.
Graen, G., & Cashman, J. F. (1975). A role of making model in formal organizations: A developmental approach. In J. G. Hunet & L. L. Larson(Eds.), Leadership Frontiers:143-165. Kent, OH: Kent State Press.
Graen, G., Liden, R. C., & Hoel, W. (1982). Role of leadership in the employee withdrawal process. Journal of Applied Psychology, 69, 50-60.
Graen, G., Novak, M. A., & Sommerkamp, P. (1982). The effects of leader-member exchange and job design on production and satisfaction: Testing a dual attachment model. Organizational Behavior and Human Performance, 30, 109-131.
Graham, J. W. (1989). Organizational citizenship behavior: Construct redefinition, personalization, and validation. Unpublished working paper, Loyola University of Chicago, Chicago, IL.
Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. Leadership Quarterly, 6(2), 219-247.
Guzzo, R. A., Noonan, K. A., & Elron, E. (1994). Expatriate managers and psychological contract. Journal of Applied Psychology, 79(4), 617-626.
Hair, J. F. (1992). Multivariate Data Analysis with Readings. New York : Macmillan.
Hairs, Jr. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998). Multivariate data analysis. (5 th ed.) . New York: Macmillan.
Hairs, Jr. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998). Multivariate data analysis. (5 th ed.) New York: Macmillan.
Hill, D. B. (1981). Attitude Generalization and the measurement of trust in American leadership. Political Behavior, 3(3), 257-270.
Hu, L., & Bentler, P. M. (1999). Cutoff criteria in fix indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6(1): 1-55.
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38, 635–672.
Hutchison, S., & Garstka, M. L. (1996). Sources of perceived organizational support: Goal setting and feedback. Journal of Applied Social Psychology, 26, 1351-1366.
Jreskog, K. G., & Srbom, D. (1996). LISREL 8: User’s reference guide. Chicago: Scientific Software International.
Kacmar K. M., Bozeman D. P., Carlson, D. S. & Anthony W. P. (1999) An Examination of Perceptions of Organizational Politics Model: Replication and Extension. Human Relations, 52(3), 383-415.
Kacmar, K. M. & Baron R. A. (1999). Organizational politics: The State of the field, links to related processes, and an agenda for future research. Research in Personnel and Human Resources Management,17, 1-39.
Katergberg, R., & Hom, P. W. (1981). Effects of within-group and between groups variation in leadership. Journal of Applied Psychology, 66, 218-223.
Katz, D. (1964). The motivational basis of organizational behavior. Behavioral Science, 9, 131-146.
Katz, D., ＆ Kahn, R. (1978). The social psychology of organizations. New York: John Wiley, and Sons.
Kirk L. Rogg, David B. Schmidt, Carla Shull, & Neal Schmitt. (2001). Human resource practices, organizational climate, and customer satisfaction. Journal of Management, 27, 431-449.
Konovsky, M. A., & Pugh, S. D. (1994). Citizenship behavior and social exchange. Academy of Management Journal, 37(3), 656- 669.
Konovsky, M. A., & Cropanzano, R. (1991). Perceived fairness of employee drug testing as a predictor of
employee attitudes and job performance. Journal of Applied Psychology, 76, 698–707.
Lambert, S. J. (2000). Added Benefits: The Link Between Work-Life Benefits and Organizational Citizenship Behavior, Academy of Management Journal, 43(5), 801-815.
Levinson, H. (1965). Reciprocation: the relationship between man and organization. Administrative Science Quarterly, 9, 370-390.
Liden, R. C., & Graen, G. (1980). Generalizability of the vertical dyad linkage model of leadership. Academy of Management Journal, 23, 451-465.
Liden, R., & Maslyn, J. (1998). Multidimensionality of Leader-Member Exchange：An Empirical Assessment through Scale Development. Journal of Management, 24, 43-72.
McNeely, B. L., & B. M. Meglino. (1994). The Role of Dispositional and Antecedents in Prosocial Organizational Behavior:An Examination of the Intended Beneficiaries of Prosocial Behavior, Journal of Applied Psychology, 79(6), 836-844.
Moorman, Robert H. (1991). Relationship between Organizational Justice and Organizational Citizenship Behaviors. Journal of Applied Psychology, 76, 845-855。
Motowidlo, S. J. (1984). Does Job Satisfaction Lead to Consideration and Personal Sensitivity? Academy of Management Journal, 27, 910-915.
Mowday, R. T., Porter, L. W., & Sterrs, R. M. (1982). Employee-Organizational linkages: the psychology of commitment, absenteeism, and turnover. New York: Academic Press.
Netemeyer, Richard G., Boles James S., Daryl O. Mckee, & Robert C. McMurrian. (1997). An Investigation Into the Antecedents of Organizational Citizenship Behaviors in a Personal Selling Context. Journal of Marketing, 61, 85-98.
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, 527-556.
Northcraft, G. B. & Neale, M. A.(1986). Opportunity costs and the framing of resource allocation decisions. Organizational Behavior and Human Decision Processes, 37, 348-356.
Nunnally, J. C. (1978). Psychometric theory (2 nd ed.). New York: McGraw-Hill.
Organ, D. W. (1988). Organizational Citizenship Behavior: The Good Solider Syndrome, Lexingtion, MA: Lexingtion Books.
Organ, D. W., & Konovsky, M. (1989). Cognitive versus affective determinants of organizational citizenship behavior. Journal of Applied Psychology, 74, 157-164.
Organ Dennis W., & Ryan, Katherine. (1995). A meta-analytic of attitudinal and dispositional predictors of organizational citizenship behavior. Personnel Psychology, 48(4): 775-802.
Pfeffer, J. (1994). Competitive advantage through people: Unleashing the power of the Workforce, MA: Harvard Business School Press.
Podsakoff, P. M. ＆Mackenzie, S. B. (1997). The impact of organizational citizenship behavior on organizational performance: A review and suggestions for future research. Human Performance, 10, 133-151.
Podsakoff, P. M., MacKenzie, S. B. (1990). Transformational Leader Behaviors and Their Effects of Follower’s Trust In Leader, Satisfaction, and Organizational Citizenship Behavior. Leadership Quarterly, 1, 107-142.
Podsakoff, P. M., MacKenzie, S. B., & Bommer, W. H. (1996). Transformational leader behaviors and substitutes for leadership as determinants of employee satisfaction, commitment, trust, and organizational citizenship behaviors. Journal of Management, 22, 259–298.
Podsakoff, P. M., MacKenzie, S. B., Paine, B. P., & Bachrach, D. G. (2000). Organizational Citizenship Behaviors: A Critical Review of the Theoretical and Empirical Literature and Suggestions for Future Research. Journal of Management, 26(3), 513-563.
Podsakoff, P. M., S. B. MacKenzie., & C. Hui. (1993). Organizational Citizenship Behaviors and Management Evaluations of Employee Performance: A Review and Suggestions for Future Research. Research in Personal and Human Resources Management, 11, 1-40.
Rogg, K., Schmidt, D., Shull, C., & Schmitt, N. (2000). Human resource practices, organizational climate, and customer satisfaction. Journal of Management, 27(4), 431-449.
Rousseau, D. M., & Parks, J. M. (1993). The contracts of individuals and organizations. Research in Organizational Behavior, 15, 1-43.
Scandura, T. A., & Graen, G. B. (1984). Moderating effects of initial leader-member exchange status on the effects of a leadership intervention. Journal of Applied Psychology, 69, 418-436.
Schnake, M., M. P. Dumler., & D. S. Cochran. (1993). The relationship between ‘traditional‘ leadership, ‘super’ leadership, and organizational citizenship behavior. Group and Organizational Management, 18(3), 352-365.
Schneider, B. ＆ Bowen, D. E. (1993). The service organization: Human resources management is crucial. Organizational Dynamics, 21, 39-52.
Settoon, R. P., Bennett, N. & Liden, R. C. (1996). Social exchange in organizations: perceived organizational support, leader-member exchange, and employee reciprocity. Journal of Applied Psychology, 81(3), 219-227.
Shore, L. M. & Wayne, S. J. (1993). Commitment and employee behavior: comparison of affective commitment and continuance commitment with perceived organizational support. Journal of Applied Psychology, 78(5), 774-780.
Shore, L. M., & Shore, T. H. (1995). Perceived organizational support and organizational justice. In R. Cropanzano & K. Kacmar (Eds.), Organizational politics, justice, and support: 149–164. Westport, CT: Quorum.
Smith, C. A., Organ, D. W., & Near, J. P. (1983). Organizational citizenship behavior: its nature and antecedents. Journal of Applied Psychology, 68, 653-663.
Snell, S., & Dean, J. (1992). Integrated manufacturing and human resource management: a human capital perspective. Academy of Management Journal, 35, 467–504.
Staw, B.M., Sutton, R.I., & Pelled, L.H. (1994) Employee positive emotion and favorable outcomes at the workplace. Organization Science, 5, 51-71.
Tsui, A. S., Pearce, J. L., & Tripoli, A. M. (1997). Alternative approaches to the employee-organization relationship: Does investment in Employees pay off. Academy of Management Journal, 40 (5), 1089- 1121.
Van Dyne, L., Graham, J. W., & Dienesch, R. M. (1994). Organizational citizenship behavior: construct redefinition, measurement, and validation. Academy of Management Journal, 37(4), 765-802.
Van Yperen, N. W., A. E. Berg., & M. C. Willering. (1999). Towards a Better Understanding of the Link Between participation in Decision-Making and Organizational Behavior: A Multilevel Analysis, Journal of Occupational and Organizational Psychology, 72(3), 377- 392.
VanYperen, N.W., Van den Berg, A.E., & Willering M.C. (1999). Toward a better understanding of the link between participation in decision-making and organizational citizenship behavior: A multilevel analysis. Journal of Occupational and Organizational Psychology, 72, 377-392.
Vecchio, R. P., & Gobdel, B. C. (1984). The vertical dyad linkage model of leadership: Problems and prospects. Organizational Behavior and Human Performance, 34, 5-20.
Venetta I. Coleman., & Walter C. Borman. (2000). Investigating The underlying structure of The citizenship performance domain. Human Resource Management Review, 10(1), 25-44.
Wakabayashi, M., & Graen, G. (1984). The Japanese career progress study: A seven year follow-up. Journal of Applied Psychology, 73, 217 -227.
Wakabayashi, M., Graen, G., & Graen, M. (1998). Japanese management process: Mobility into middle management. Journal of Applied psychology, 73, 217-227.
Wayne, S. J. & Green, S. A. (1993). The effects of leader-member exchange on employee citizenship and impression management behavior, Human Relations, 46, 1431-1440.
Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40, 82–111.
Whitener, E. M. (2001). Do ‘high commitment’ human resource practices affect employee commitment? A cross level analysis using hierarchical linear modeling. Journal of Management, 27, 515–536.
Williams, L. J. & Anderson, S. E. (1991). Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and in-role Behaviors, Journal of Management, 17, 601- 617.
Yochi & Spector, P.E. (2001). The role of justice in organizational a meta-analysis. Organizational Behavior and Human Decision Process, 86(2), 278-321.
Youndt, M. A., S. A. Snell, J. W. Dean Jr., & D. P. Lepak. (1996). Human resource management, manufacturing strategy and firm performance, Academy of Management Journal, 39(4), 836-866.
Yukl, G. (1994). Leadership in organizations, Englewood Cliffs, NJ: Prentice-Hall.
Znou, J., Ferris G. R. (1995). The Dimensions and Consequences of Organizational Politics: A Confirmatory Analysis, Journal of Applied Social Psychology, 25, 1747-1764.