研究生: |
魯于瑄 Lu, Yu-Hsuan |
---|---|
論文名稱: |
金融業員工的組織認同在 ESG 評價與留任意願間的作用:遠端工作的組織支持之調節式中介效果 The Role of Organizational Identification in the Relationship Between ESG Evaluation and Retention Intention Among Financial Industry Employees: The Moderated Mediation Effect of Organizational Support for Remote Work |
指導教授: |
陳麗妃
Chen, Li-Fei |
口試委員: |
陳麗妃
Chen, Li-Fei 董惟鳳 Tung, Wei-Feng 詹勲育 Chan, Hsun-Yu |
口試日期: | 2024/06/18 |
學位類別: |
碩士 Master |
系所名稱: |
工業教育學系科技應用管理碩士在職專班 Department of Industrial Education_Continuing Education Master's Program of Technological Management |
論文出版年: | 2024 |
畢業學年度: | 112 |
語文別: | 中文 |
論文頁數: | 129 |
中文關鍵詞: | ESG 、組織認同 、留任意願 、組織支持 、遠端工作 |
英文關鍵詞: | ESG (Environmental, Social, Governance), Organizational identity, Employee retention intention, Organizational support, Remote work |
研究方法: | 調查研究 |
DOI URL: | http://doi.org/10.6345/NTNU202401272 |
論文種類: | 學術論文 |
相關次數: | 點閱:387 下載:0 |
分享至: |
查詢本校圖書館目錄 查詢臺灣博碩士論文知識加值系統 勘誤回報 |
中央銀行(2023年9月30日)。金 融 機 構 一 覽 表(民國112年9月底)。中央銀行。https://www.cbc.gov.tw/public/data/EBOOKXLS/WLIST.pdf
王妤珣(2010)。人格特質與工作動機對績效之影響-以知覺組織支持為調節變項。國立中央大學人力資源管理研究所,桃園市。
王豫萱、胡昌亞(2013)。再探組織認同之本質2002 -2012之研究回顧與前瞻。人力資源管理學報,13(4),107-137。
王惠蘭(2014)。組織認同與經營績效之關聯性研究- 以某公股銀行為例。圖書資訊學研究,8(2),101-160。
王大明、黃永全、林若喬(2018)。工作價值觀、組織承諾、工作滿足與留任意願關係之研究-以國籍民航機師為例。觀光產業與航空管理期刊,1(1),70-94。
王建智(2021)。遠距工作實務對職家衝突的影響-以工作敬業及家庭敬業為調節變項(未出版之碩士論文)。國立臺灣師範大學科技與工程學院科技應用與人力資源發展學系,臺北市。
牛敬雅(2022)。高績效工作系統、組織文化對組織績效之影響-以企業形象為調節變項(未出版之碩士論文)。私立淡江大學企業管理學系碩士在職專班,新北市。
田坤倚(2019)。轉換型領導、組織認同與留任意願之研究—以北部地區某空軍部隊為例(未出版之碩士論文)。私立中國文化大學商學院國際企業管理學系,台北市。
包沂靄(2022)。ESG對公司價值之影響(未出版之碩士論文)。私立中原大學會計學系,桃園市。
行政院主計總處(2023年7月10日)。112年5月工業及服務業薪資統計結果。行政院主計總處。https://ws.dgbas.gov.tw/001/Upload/463/relfile/10980/231719/1-薪資及生產力統計新聞稿11205.pdf
汪美伶、鄭雯憶(2007)。組織支持與服務導向組織公民行為-服務氣候之干擾角色。人力資源管理學報,7(4),71-93。
汪美伶(2009)。組織支持與市場導向人力資源管理活動對服務導向組織公民行為的影響。東吳經濟商學學報,64,57-92。
吳明隆(2009)。結構方程模式:AMOS的操作與應用。臺北市:五南。
吳明隆、涂金堂(2014)。SPSS與統計應用分析。臺北市:五南。
吳秋璠(2023)。遠距工作對工作與生活平衡,團隊凝聚力之影響,以主動性人格為調節變項。私立淡江大學企業管理學系碩士在職專班,新北市。
李俊賢、黃芳銘、鍾莉容(2010)。組織支持、組織認同與服務導向組織公民行為餐旅飯店服務人員的實證。休閒事業研究,8(2),49-67。
李正東、張蓓(2022)。混合辦公時代下遠程辦公何以影響員工離職意願。中國勞動,2022(5),36-51。
李庭閣、費吳琛、張鈞復(2021)。國軍社會責任對部屬工作敬業與留任意願之影響:以企業社會責任視角探討。商略學報,13(3),177-200。
李宜嬬(2022)。行政機關公務員選擇遠距辦公影響因素之研究(未出版之碩士論文)。國立臺灣師範大學科技與工程學院科技應用與人力資源發展學系,臺北市。
沈進成、楊琬琪、郭振生(2006)。內部行銷、組織承諾、工作滿意與學校效能影響關係之研究-以台南地區國民小學為例。人力資源管理學報,6(1),47-74。
沈怡君、黃能堂(2012)。期望落差、組織氣候、組織社會化對留任意願影響之研究。就業與勞動關係季刊,2(2)。
卓正欽、魏秀玲、郭宏偉(2015)。知覺組織支持與組織公民行為之關係:以情感型組織承諾為中介變數。管理資訊計算,4(1),28-41。
金融監督管理委員會保險局(2023年10月25日)。112年8月保險市場重要指標。金融監督管理委員會保險局。https://www.fsc.gov.tw/uploaddowndoc?file=statistics/202310251002010.pdf&filedisplay=112年8月重要指標_20231016_Value.pdf&flag=doc
金融監督管理委員會銀行局(2023年8月15日)。金融機構員工人數。金融監督管理委員會銀行局。https://www.banking.gov.tw/webdowndoc?file=/stat/index/index-12.xlsx
林慧芝(2005)。激勵制度對留任意願影響之探討—以內部稽核人員為例(未出版之碩士論文)。國立中央大學人力資源管理研究所,桃園市。
林倩如(2010)。心理契約滿足、知覺組織支持、組織犬儒主義對服務導向組織公民行為影響之研究(未出版之碩士論文)。國立臺灣師範大學科技應用與人力資源發展學系,臺北市。
林惠彥、陸洛、吳珮瑀、吳婉瑜(2012)。快樂的員工更有生產力嗎﹖ 組織支持與工作態度之雙重影響。中華心理學刊,54(4),451-469。
林漢承(2022)。中國店商CSR與顧客忠誠度(未出版之碩士論文)。私立輔仁大學企業管理學系,新北市。
林昱宏(2022)。企業ESG在疫期間的股價影響—以大型金控為例(未出版之碩士論文)。私立淡江大學經濟學系經濟與財務,新北市。
林奕均(2023)。高績效員工特徵與行為對心理幸福感、留任意願之影響-以心理韌性為中介變項、員工協助方案為調節變項(未出版之碩士論文)。私立淡江大學企業管理學系,新北市。
林宗賢(2023)。探討企業社會責任對購買意願之影響:企業形象與知覺價值作為中介變項(未出版之碩士論文)。臺南應用科技大學國際企業經營,臺南市。
邱柏松、戴志璁(2007)。組織認同、員工忠誠度、人力資本及組織效能之研究-以商業銀行為例。管理研究學報,7(2),227-255。
施麗香、黃心樹(2015)。人力資源彈性運用對護理人員留任意願之影響。澄清醫護管理雜誌,11(2),15-23。
柏映萱、林弘昌(2020)。雙因子影響證券業內勤人員留任意願之探討。科技與人力教育季刊,7(1),73-92。
柯亦鴻(2022)。SASB 準則下 ESG 揭露程度之影響因素(未出版之碩士論文)。國立政治大學會計學系,臺北市。
財政主計金融處(2020年9月10日)。院會議案: 推動「公司治理3.0–永續發展藍圖」。財政主計金融處。https://www.ey.gov.tw/Page/448DE008087A1971/ef4a599f-0acd-4ee7-abab-2809146764ff
倪子婷(2022)。遠距工作程度對組織承諾與工作績效之影響—以組織信任及家庭支持為調節變項(未出版之碩士論文)。私立淡江大學企業管理學系,新北市。
陳建丞(2008)。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。
陳錦麗、曾榮豐(2008)。績效管理、組織認同與組織學習關係之研究-以國立大學公務人員為例。屏東教育大學學報教育類,31,129-156。
陳憲昌(2012)。遠距工作之可行性研究(未出版之碩士論文)。國立中山大學企業管理系,嘉義縣。
陳宇皓(2015)。組織認同度對員工留任意願之影響—以工作滿意度為中介變數(未出版之碩士論文)。國立中央大學人力資源管理研究所,桃園市。
陳怡絜(2021)。主管人格特質對部屬組織認同與留營意願之影響—以陸軍戰鬥支援部隊為例(未出版之碩士論文)。國立政治大學社會科學學院行政管理碩士學程,臺北市。
陸孝立(2021)。ESG,企業永續經營的關鍵DNA。勤業眾信通訊。https://www2.deloitte.com/tw/tc/pages/sustainability-services-group/articles/ssg-update-2108.html
莫冬立(2021)。公司治理3.0-編製企業永續報告,強化ESG資訊揭露。會計研究月刊,422,75-81。
郭炯一(2022)。韓國政府和企業ESG策略建議-透過對全球和韓國ESG的現狀分析(未出版之碩士論文)。國立臺灣大學企業管理學院企業管理碩士,臺北市。
郭建志、顧萱萱、程晟、林玫綺(2022)。誰在職場八卦?氣質性嫉妒與組織認同之研究。中華心理學刊,64(4),471-492。
連浥傑(2022)。ESG評價對公司價值之影響(未出版之碩士論文)。私立嶺東科技大學財務金融系,臺中市。
張同廟(2020)。大學生社團參與動機、社會支持對組織認同之影響。屏東教育大學學報教育類,4,143-180。
張修銘(2023)。馬祖地區軍職人員組織認同對留任意願之影響(未出版之碩士論文)。私立嶺東科技大學企業管理系碩士在職專班,臺中市。
麥葳(2023)。員工企業永續感知程度對雇主品牌與員工行為之潛在影響分析—以中華航空公司為例(未出版之碩士論文)。國立臺灣師範大學高階經理人企業管理碩士在職專班,臺北市。
華弘澤(2022)。銀行業升遷公平 工作敬業與留任意願關聯性之研究 組織認同的調節角色(未出版之碩士論文)。私立中國科技大學企業管理學系碩士在職專班,臺北市。
黃鈺淳(2023)。機構投資人盡職治理投資與標的企業ESG行為(未出版之碩士論文)。國立臺中科技大學流通管理系,臺中市。
溫紹群(2021)。永續轉型與內部稽核-企業內部落實ESG的關鍵推手。內部稽核,114(0001),4-9。
溫婌婷(2023)。COVID-19 是否提高了 ESG 評級的重要性並促使公司提高 ESG 績效(未出版之碩士論文)。私立中原大學國際商學碩士學位學程,桃園市。
葉庭(2023)。職場靈性與永續人力資源管理對組織公民行為與組織績效之影響-以遠距工作為調節變項(未出版之碩士論文)。私立淡江大學企業管理學系,新北市。
楊凱傑(2023)。探討雇主品牌與工作滿意度之關聯-以組織認同作為調節變項(未出版之碩士論文)。國立中央大學人力資源管理研究所,桃園市。
歐慕淇(2022)。影響證券業推動ESG之關鍵成功因素探討(未出版之碩士論文)。私立中原大學企業管理系,桃園市。
劉念琪、王志袁、劉雯中(2010)。工作與家庭措施之使用度、知覺組織支持與員工工作態度關聯性之探討。組織與管理,3(1),41-66。
劉鑫泱(2022)。遠程工作中員工組織認同與與工作績效的關係研究(未出版之碩士論文)。南京郵電大學,江蘇省。
蔡承剛(2018)。組織溝通、信任及認同與員工的組織承諾和留任意願關係之研究(未出版之碩士論文)。國立中央大學人力資源管理研究所在職專班,桃園市。
蔡尚君(2021)。遠距工作對工作生活平衡與工作績效的影響(未出版之碩士論文)。私立淡江大學企業管理學系碩士班,新北市。
蔡紹文(2022)。企業員工組成特性、CSR揭露與員工績效之關聯性—我國生技醫療業之實證研究(未出版之碩士論文)。國立政治大學會計學系,臺北市。
謝宜錚(2022)。高績效人力資源管理對工作績效與離職傾向之影響—以領導者部屬交換關係為調節變項(未出版之碩士論文)。私立淡江大學企業管理學系碩士在職專班,新北市。
謝函融(2022)。工作投入對工作價值觀與離職傾向間關係之研究(未出版之碩士論文)。國立中央大學人力資源管理研究所,桃園市。
韓永聲(2022)。組織認同、工作倦怠與公共服務動機對離職傾向之研究—以陸軍部隊為例(未出版之碩士論文)。國立政治大學社會科學學院行政管理碩士學程,臺北市。
顏弘欽(2012)。教師知覺組織支持、組織承諾與組織公民行為之關聯性。教育行政與評鑑學刊,13,59-90。
魏钧、陈中原、张勉(2007)。组织认同的基础理论、测量及相关变量。心理科学进展,15(6),948-955。
譚如秀(2015)。企業聲望、組織文化對實習生留任意願之影響─ 以工作滿意為中介變項(未出版之碩士論文)。國立臺灣師範大學科技應用與人力資源發展學系,臺北市。
Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14(1), 20-39.
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance, and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18.
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.
Ashforth, B. E., Harrison, S. H., & Corley, K. G. (2008). Identification in organizations: An examination of four fundamental questions. Journal of Management, 34(3), 325-374. doi:10.1177/0149206308316059.
Aboelmaged, M. G., & El Subbaugh, S. M. (2012). Factors influencing perceived productivity of Egyptian teleworkers: An empirical study. Measuring Business Excellence.
Allen, T. D., Golden, T. D., & Shockley, K. M. (2015). How effective is telecommuting? Assessing the status of our scientific findings. Psychological science in the public interest, 16(2), 40-68.
AB Carroll (2016). Carroll’s pyramid of CSR: taking another look. Carroll International Journal of Corporate Social Responsibility, 1(3), DOI 10.1186/s40991-016-0004-6.
Arlington, V. (2020, March 19). Gartner HR Survey Reveals 88% of Organizations Have Encouraged or Required Employees to Work From Home Due to Coronavirus. Gartner. https://www.gartner.com/en/newsroom/press-releases/2020-03-19-gartner-hr-survey-reveals-88--of-organizations-have-e
Andrade, Cláudia, & Eva Petiz Lousã (2021). Telework and Work–Family Conflict during COVID-19 Lockdown in Portugal: The Influence of Job-Related Factors. Adm. Sci. 2021, 11(3), 103. https://doi.org/10.3390/admsci11030103
Bloom, N., Liang, J., Roberts, J., & Ying, Z. J. (2015). Does working from home work? Evidence from a Chinese experiment. The Quarterly Journal of Economics.
Bailey, D. E., & Kurland, N. B. (2002). A review of telework research: Findings, new directions, and lessons for the study of modern work. Journal of Organizational Behavior. 23(4), 383-400.
Blau, P. M. (1964). Exchange and power in social life. New York: Wiley.
Bhattacharya, C. B., Sen, S., & Korschun, D. (2008). Using corporate social responsibility to win the war for talent. MIT Sloan Management Review, 49(2), 37-44.
Bentley, T. A., Teo, S. T. T., McLeod, L., Tan, F., Bosua, R., & Gloet, M. (2016). The role of organisational support in teleworker wellbeing: A sociotechnical systems approach. Applied Ergonomics, 52 (2016), 207-215.
Bilal Afsar1, Sadia Cheema & Farheen Javed (2017). Activating employee's pro‐environmental behaviors: The role of CSR, organizational identification, and environmentally specific servant leadership. Corporate Social Responsibility and Environmental Management, DOI: 10.1002/csr.1506.
Buffer (Ed.). (2023, November 30). State Of Remote Work 2019. Buffer. https://buffer.com/state-of-remote-work/2019
Belzunegui-Eraso, A., & Erro-Garcés, A. (2020). Teleworking in the Context of the Covid-19 Crisis, Sustainability.
Cochran, W. G. (1977). Sampling techniques. john wiley & sons.
Comrey, A. L., & Lee, H. B. (2013). A first course in factor analysis. Psychology press.
Cho, S., Johanson, M. M., & Guchait, P. (2009). Employees' intent to leave: A comparison of determinants of intent to leave versus intent to stay. International Journal of Hospitality Management, 28(3), 374-381.
Chin, W. W. (2010). How to Write Up and Report PLS Analyses. In Handbook of Partial Least Squares:Concepts, Methods and Applications in Marketing and Related Fields, V. E. Vinzi, W. W. Chin, J. Henseler, and H. Wang(eds.), Berlin: Springer, pp.655-690.
Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational Images and Member Identification. Administrative Science Quarterly, 39(2), 239-263.
Drucker, P. (2012). Post-capitalist society. Taylor & Francis.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied psychology, 71(3), 500.
Ellemers, N., Kortekaas, P., & Ouwerkerk, J. W. (1999). Self‐categorisation, commitment to the group and group self‐esteem as related but distinct aspects of social identity. European Journal of Social Psychology, Eur. J. Soc. Psychol. 29, 371-389.
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of applied psychology, 86(1), 42.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: contributions to perceived organizational support and employee retention. Journal of applied psychology, 87(3), 565.
Eisenbeiss, S. A., Van Knippenberg, D., & Boerner, S. (2008). Transformational leadership and team innovation: Integrating team climate principles. Journal of Applied Psychology, 93(6), 1438–1446.
Eccles, R. G., Ioannou, I., & Serafeim, G. (2014). The impact of corporate sustainability on organizational processes and performance. Management science, 60(11), 2835-2857.
Eisenbeiss, S. A., & Van Knippenberg, D. (2015). On ethical leadership impact: The role of follower mindfulness and moral emotions. Journal of Organizational Behavior, 36, 182–195.
Friede, G., Busch, T., & Bassen, A. (2015). ESG and financial performance: aggregated evidence from more than 2000 empirical studies. Journal of sustainable finance & investment, 5(4), 210-233.
Fay, D., Shaw, J. D., & Schafer, B. (2015). Supportive supervision, work role stressors, and telecommuter well-being: A study from India. Journal of Vocational Behavior, 89, 150-162.
Fornell, C. & Larcker, D. F. (1981). Evaluating structural equation models withunobservable variables and measurement error. Journal of Marketing Research, 18, 39-50.
Gioia, D. A., Schultz, M., & Corley, K. G. (2000). Organizational Identity, Image, and Adaptive Instability. The Academy of Management Review, 25(1), 63-81.
Golden, T. D., & Veiga, J. F. (2005). The impact of extent of telecommuting on job satisfaction: Resolving inconsistent findings. Journal of Management, 31(2), 301-318.
Gajendran, R. S., & Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting: Meta-analysis of psychological mediators and individual consequences. Journal of Applied Psychology, 92(6), 1524-1541.
Golden, T. D., Veiga, J. F., & Dino, R. N. (2008). The impact of professional isolation on teleworker job performance and turnover intentions: Does time spent teleworking, interacting face-to-face, or having access to Communication-Enhancing Technology Matter? Journal of Applied Psychology, 93(6), 1412-1421.
Grant, A. M., & Parker, S. K. (2009). Redesigning work design theories: The rise of relational and proactive perspectives. The Academy of Management Annals.
Golden, T. D., & Raghuram, S. (2010). Teleworker knowledge sharing and the role of altered relational and technological interactions. Journal of Organizational Behavior, 31(8), 1061-1085.
Ghosh, P., Satyawadi, R., Joshi, J. P., & Shadman, M. (2013). Who stays with you? Factors predicting employees' intention to stay. International Journal of Organizational Analysis, 21(3), 374-392.
Gupta, S., & Singh, P. (2014). A Study on Turnover and Employee Retention: A Closer Review. Asian Journal of Management. Retrieved from indianjournals.com.
Grant, C. A., Wallace, L. M., & Spurgeon, P. C. (2013). An exploration of the psychological factors affecting remote e-worker's job effectiveness, well-being and work life balance. Employee Relations, 35(5), 527-546.
Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25(2), 161-178.
Gond, J. P., El Akremi, A., Swaen, V., & Babu, N. (2017). The psychological microfoundations of corporate social responsibility: A person‐centric systematic review. Journal of Organizational Behavior, 38(2), 225-246.
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2009). Multivariate Data Analysis, 7th, Upper Saddle River, NJ: Prentice-Hall.
Hair, J. F., Ringle, C. M., & Sarstedt, M. (2011). PLS-SEM: Indeed a silver bullet. Journal of Marketing theory and Practice, 19(2), 139-152.
Hair, J.F., Hult, G.T., Ringle, C., & Sarsedt, M. (2014). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). Washington, DC: Sage Publications.
Hill, E. J., Miller, B. C., Weiner, S. P., & Colihan, J. (1998). Influences of the virtual office on aspects of work and work/life balance. Personnel Psychology, 51(3), 667-683.
Hom, P. W., & Kinicki, A. J. (2001). Toward a greater understanding of how dissatisfaction drives employee turnover. Academy of Management Journal, 44(5), 975-987.
International Finance Corporation. (2004). Who Cares Wins, 2004–08. International Finance Corporation. www.ifc.org/sustainableinvesting.
Ioannou, I., & Serafeim, G. (2015). The impact of corporate social responsibility on investment recommendations: Analysts' perceptions and shifting institutional logics. Strategic management journal, 36(7), 1053-1081.
Jones, D. A. (2010). Does serving the community also serve the company? Using organizational identification and social exchange theories to understand employee responses to a volunteer programme. Journal of Occupational and Organizational Psychology.
James, L., & Mathew, L. (2012). Employee retention strategies: IT industry. SCMS Journal of Indian Management. Retrieved from academia.edu.
Kurland, N. B., & Bailey, D. E. (2000). Telework: The advantages and challenges of working here, there, anywhere, and anytime. IEEE Engineering Management Review, 28(2), 33-37.
Konate, M. M. (2022). The Effect of Remote Work on Job Satisfaction. Doctoral dissertation, The American University of Paris. France
Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224-247.
Mobley, W. H., Griffeth, R. W., Hand, H. H., & Meglino, B. M. (1979). Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 86(3), 493-522.
Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Paper back(2013), Academic Press.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review.
Mael, F., & Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13,103-123.
Maignan, I., & Ferrell, O. C. (2000). Measuring corporate citizenship in two countries: The case of the United States and France. Journal of Business Ethics, 26(3), 249-267. doi:10.1023/A:1006482124004.
Miller, V. D., Allen, M., Casey, M. K., & Johnson, J. R. (2000). Reconsidering the organizational identification questionnaire. Management Communication Quarterly, 13(4), 626-658. doi:10.1177/0893318900134003.
Meyer, J. P., & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resource Management Review, 11(2001), 299-326.
Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20–52.
Morganson, V. J., Major, D. A., Oborn, K. L., Verive, J. M., & Heelan, M. P. (2010). Comparing telework locations and traditional work arrangements: Differences in work‐life balance support, job satisfaction, and inclusion. Journal of Managerial Psychology, 25(6), 578-595.
Mas, A., & Pallais, A. (2017). Valuing alternative work arrangements. American Economic Review, 107(12), 3722-3759.
MacKinnon, D. P., Fritz, M. S., Williams, J. and Lockwood, C. M., 2007. Distribution of the Product Confidence Limits for the Indirect Effect Program PRODCLIN, Behavioral Research Methods, 39(3), 384-389.
Nilles, J. M. (1976). Telecommunications-transportation tradeoff: Options for tomorrow. Retrieved from dl.acm.org
O'Reilly III, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of management journal, 34(3), 487-516.
Ongori, H. (2007). A review of the literature on employee turnover. Retrieved from ithuteng.ub.bw.
Olson, K. E., O'Brien, M. A., Rogers, W. A., & Charness, N. (2011). Diffusion of technology: Frequency of use for younger and older adults. Ageing International.
Price, J. L., & Mueller, C. W. (1981). A causal model of turnover for nurses. Academy of Management Journal, 24(3), 543-565.
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903.
Raghuram, S., Garud, R., & Wiesenfeld, B. (2001). Technology enabled work: The role of self-efficacy in determining telecommuter adjustment and structuring behavior. Journal of Vocational Behavior, 58(2), 225-242.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: a review of the literature. Journal of applied psychology, 87(4), 698.
Riketta, M., & Van Dick, R. (2005). Foci of attachment in organizations: A meta-analytic comparison of the strength and correlates of workgroup versus organizational identification and commitment. Journal of Vocational Behavior.
Riketta, M. (2005). Organizational identification: A meta-analysis. Journal of Vocational Behavior. doi:10.1016/j.jvb.2004.05.005.
Ravasi, D., & Schultz, M. (2006). Responding to Organizational Identity Threats: Exploring the Role of Organizational Culture. The Academy of Management Journal, 49(3), 433-458.
Roinaldo Pawane (2022). Exploring the Effect of CSR Image on Customer Repurchase Intention: A Case Study of Indonesian Banking Industry. MBA Program in International Management, Fu Jen Catholic. New Taipei City.
Scott, S. G., & Lane, V. R. (2000). A Stakeholder Approach to Organizational Identity. The Academy of Management Review, 25(1), 43-62.
Sluss, D. M., Klimchak, M., & Holmes, J. J. (2008). Perceived organizational support as a mediator between relational exchange and organizational identification. Journal of Vocational Behavior, 73(2008) 457–464.
Samuel, M. O., & Chipunza, C. (2009). Employee retention and turnover: Using motivational variables as a panacea. African Journal of Business Management.
Sardeshmukh, S. R., Sharma, D., & Golden, T. D. (2012). Impact of telework on exhaustion and job engagement: A job demands and job resources model. New Technology, Work and Employment, 27(3), 193-207.
Sungjoo Choi (2020). Flexible Work Arrangements and Employee Retention: A Longitudinal Analysis of the Federal Workforces. Public Personnel Management, 49(3) 470–495.
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46(2), 259-293.
Terwee, C. B., Bot, S. D., de Boer, M. R., van der Windt, D. A., Knol, D. L., Dekker, J., Bouter, L. M., & de Vet, H. C. (2007). Quality criteria were proposed for measurement properties of health status questionnaires. Journal of Clinical Epidemiology, 60(1), 34-42.
Tsui, A. S., Pearce, J. L., Porter, L. W., & Tripoli, A. M. (1997). Alternative approaches to the employee-organization relationship: Does investment in employees pay off? Academy of Management Journal.
Turker, D. (2009). Measuring corporate social responsibility: A scale development study. Journal of Business Ethics, 85(4), 411-427. doi:10.1007/s10551-008-9780-6.
Tajfel, H., & Turner, J. C. (2004). The Social Identity Theory of Intergroup Behavior. In J. T. Jost & J. Sidanius (Eds.), Political psychology: Key readings (pp. 276–293). Psychology Press.
Van Dick, R., Christ, O., Stellmacher, J., Wagner, U., Ahlswede, O., Grubba, C., & Hauptmeier, M. (2004). Should I Stay or Should I Go? Explaining Turnover Intentions with Organizational Identification and Job Satisfaction. British Journal of Management, 15, 351-360.
Van Dick, R., Van Knippenberg, D., Hägele, S., Guillaume, Y. R., & Brodbeck, F. C. (2008). Group diversity and group identification: The moderating role of diversity beliefs. Human Relations, 61(10), 1463-1492.
Van Dick, R., & Haslam, S. A. (2012). Stress and well-being in the workplace: Support for key propositions from the social identity approach. In The Oxford Handbook of Work and Organization. 265-283.
Wegge, J., Van Dick, R., Fisher, G. K., Wecking, C., & Moltzen, K. (2006). Work motivation, organisational identification, and well-being in call centre work. Work & Stress, 20(1), 60-83, doi:10.1080/02678370600670977.
Walls, J. L., Berrone, P., & Phan, P. H. (2012). Corporate governance and environmental performance: Is there really a link?. Strategic management journal, 33(8), 885-913.
Weiner, Bernard (1985) An attributional theory of motivation and emotion. Psychological review, 92(October), 548-753
Zhao, X., Lynch, J. G., Jr. and Chen, Q., 2010. Reconsidering Baron and Kenny: Myths and Truths about Mediation Analysis, Journal of Consumer Research, 37(2), 197-206.