臺灣博碩士論文加值系統

本研究目的在探討餐飲從業人員之職場友誼對組織氣候知覺與工作投入、離職傾向關係之研究。所得結果希望能提供其餐飲業管理者之管理參考，進而增進組織對餐飲從業人員的管理策略之運用。
研究對象為台灣中部地區之餐飲從業人員，共計450份問卷，(回收率為81.7%)，問卷調查後以描述性統計可知餐飲從業人員之個人基本資料於樣本數的分配情形，並以t檢定、單因子變異數分析等各檢定其於職場友誼、知覺組織氣候、工作投入離職傾向之顯著性、差異性及相關程度，研究結果顯示為不同背景變項在職場友誼、組織氣候知覺、工作投入、離職傾向部分顯著；職場友誼對組織氣候知覺有顯著影響；職場友誼對工作投入有顯著影響；職場友誼對離職傾向有顯著影響；職場友誼越好，知覺組織氣候與工作投入程度就越高，而職場友誼性越好，則員工的離職傾向越低。
本研究根據研究結果結合相關文獻進一步討論並且對餐飲從業人員、餐飲管理者及後續研究提出相關建議。

The purpose of this study was to research on the relationships between workplace-friendship, perceived oganization climate, job involvement, turnover intention-the case of restaurant staffs . A total of 450 questionnaires had been distributed, and 368 valid samples had been retrieved, the response rate of 81.7%. SPSS 19.0 for Windows was used in satistical analysis of this study. The following data analysis mathods were used: reliability analysis, analyzed descriptive statistics, independent sample t-test, one-way ANOVA analysis, and regression analysis.

The findings of this study were as follows: The workplace friendship, among perception organization climate, job involvement and turnover intention-the case of restaurant staff were significantly partially different due to their properties.；The workplace friendship of restaurant staff significantly influence on among perception organization atmosphere；The workplace friendship of restaurant staff significantly influence on job involvement；The workplace friendship of restaurant staff significantly influence on turnover intention； Restaurant staff of workplace friendships better then among perception organization climate and the better job involvement, turnover intention will be reduced.
Based on the findings of this study and the reference articles, further discussions were concluded in this study. Moreover, relavant suggestions to restaurant staff , catering managers and the follow-up studying were also given in this study.

目 錄
中文摘要 I
Abstract II
謝 誌 III
目 錄 V
表目錄 VII
圖目錄 IX
第壹章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究範圍 4
第四節 研究限制 5
第五節 研究流程 6
第貳章 文獻探討 9
第一節 職場友誼 9
第二節 組織氣候知覺 21
第三節工作投入 38
第四節 離職傾向 48
第參章 研究方法 55
第一節 研究架構與假設 55
第二節 研究對象與抽樣方法 56
第三節 研究工具 57
第四節 資料收集與分析方法 62
第肆章 實證結果分析 65
第一節 餐飲從業人員的職場友誼對組織氣候知覺、工作投入與離職傾向之樣本結構分析 65
第二節 餐飲從業人員的職場友誼對組織氣候知覺、工作投入與離職傾向之信度分析 67
第三節 餐飲從業人員的職場友誼對組織氣候知覺、工作投入與離職傾向之敍述統計分析 68
第四節 餐飲從業人員的職場友誼對組織氣候知覺、工作投入與離職傾向之樣本特性差異分析 76
第五節 職場友誼對組織氣候知覺、工作投入與離職傾向之相關性分析 101
第六節 餐飲從業人員的職場友誼、組織氣候知覺、工作投入與離職傾向之 迴歸分析 103
第伍章 結論與建議 106
第一節 結論 106
第二節 建議 112
第三節 後續研究建議 115
參考文獻 118
一、中文部分 118
二、英文部分 122
附錄 129


表目錄
表 3-3-1 問卷專家效度之專家學者資料 58
表 4-1-1樣本資料結構 67
表 4-2-1 信度分析結果 68
表 4-3-1餐飲從業人員研究變項分析表 69
表 4-3-2餐飲從業人員研究構面分析表 70
表 4-3-3餐飲從業人員之職場友誼研究題項分析表 70
表 4-3-4餐飲從業人員組織氣候知覺研究題項分析表 72
表 4-3-5餐飲從業人員組織氣候知覺研究構面分析表 73
表 4-3-6餐飲從業人員工作投入研究題項分析表 75
表 4-3-7餐飲從業人員離職傾向研究題項分析表 76
表 4-4-1 「性別」在「職場友誼」及其子構面之差異分析 77
表 4-4-2 「性別」在「組織氣候知覺」及其子構面之差異分析 77
表 4-4-3 「性別」在「工作投入」及其子構面之差異分析 78
表 4-4-4 「性別」在「離職傾向」及其子構面之差異分析 79
表 4-4-5「職別」在「職場友誼」及其子構面之差異分析 79
表 4-4-6「職別」在「組織氣候知覺」及其子構面之差異分析 79
表 4-4-7「職別」在「工作投入」及其子構面之差異分析 80
表 4-4-8「職別」在「離職傾向」及其子構面之差異分析 80
表 4-4-9「年齡」在「職場友誼」及其子構面之差異分析 81
表 4-4-10「年齡」在「組織氣候知覺」及其子構面之差異分析 82
表 4-4-11「年齡」在「工作投入」及其子構面之差異分析 84
表 4-4-12「年齡」在「離職傾向」及其子構面之差異分析 85
表 4-4-13「婚姻」在「職場友誼」及其子構面之差異分析 85
表 4-4-14「婚姻」在「組織氣候知覺」及其子構面之差異分析 86
表 4-4-15「婚姻」在「工作投入」及其子構面之差異分析 87
表 4-4-16「婚姻」在「離職傾向」及其子構面之差異分析 87
表 4-4-17「學歷」在「職場友誼」及其子構面之差異分析 88
表 4-4-18「學歷」在「組織氣候知覺」及其子構面之差異分析 88
表 4-4-19「學歷」在「工作投入」及其子構面之差異分析 89
表 4-4-20「學歷」在「離職傾向」及其子構面之差異分析 90
表 4-4-21「平均工時」在「職場友誼」及其子構面之差異分析 90
表 4-4-22「平均工時」在「組織氣候知覺」及其子構面之差異分析 91
表 4-4-23「平均工時」在「工作投入」及其子構面之差異分析 93
表 4-4-24「平均工時」在「離職傾向」及其子構面之差異分析 93
表 4-4-25「年資」在「職場友誼」及其子構面之差異分析 94
表 4-4-26「年資」在「組織氣候知覺」及其子構面之差異分析 95
表 4-4-27「年資」在「工作投入」及其子構面之差異分析 96
表 4-4-28「年資」在「離職傾向」及其子構面之差異分析 97
表 4-4-29「收入」在「職場友誼」及其子構面之差異分析 97
表 4-4-30「收入」在「組織氣候知覺」及其子構面之差異分析 98
表 4-4-31「收入」在「工作投入」及其子構面之差異分析 100
表 4-4-32「收入」在「離職傾向」及其子構面之差異分析 100
表 4-4-33餐飲從業人員的職場友誼與組織氣候知覺之Pearson相關分析 102
表 4-4-34餐飲從業人員職場友誼與工作投入之Pearson相關分析 102
表 4-4-35餐飲從業人員職場友誼與離職傾向之Pearson相關分析 103
表 4-5-1 餐飲從業人員的職場友誼對組織氣候知覺之迴歸分析表 104
表 4-5-2 餐飲從業人員的職場友誼對工作投入之迴歸分析表 104
表 4-5-3 餐飲從業人員的職場友誼對組織氣候知覺之迴歸分析表 105
表 5-1-1 研究假設與分析結果 112



圖目錄
圖1-5-1 研究流程圖 8
圖 2-2-1 組織行為之動機與氣候模式(許士軍，1974) 36
圖3-1-1研究架構圖 55

參考文獻
一、中文部分
王秋慶(2003)。員工的溝通滿足與組織氣候知覺對其工作壓力、組織承諾與離職傾向─以嘉義縣市地政事務所為例。南華大學管理研究所碩士論文。
王秋慶(2003)。員工的溝通滿足與組織氣候知覺對其工作壓力、組織承諾與離職傾向─以嘉義縣市地政事務所為例。南華大學管理研究所碩士論文。
朱燦榮（2009）。組織公平、組織氣候知覺、社會資本對知識分享意圖的影響。國立成功大學高階管理碩士在職專班未出版之碩士論文。
行政院主計處(2012)。台灣地區人力運用調查統計結果綜合分析【統計季報】。
吳明隆、涂明堂(2007)。SPSS操作與應用:問卷統計分析實務。五南出版社，2007。
李冠儀(1999)。國小教師對學校組織氣氛知覺、工作價值觀與專業承諾之相關。國立花蓮師範學院國民教育系之碩士論文。
沈銘輝（2008）。國營事業員工工作價值觀、激勵制度滿意度與工作投入態度及工作績效之關聯性研究。國立臺灣科技大學工業管理系未出版之碩士論文。
邱皓政(2006)。結構方程模式。台北:雙葉書廊。
施淑汝（2009）。跨國電子業員工組織氣候知覺與工作倦怠關係之研究。大葉大學，彰化縣。
洪奎欣(2009)。公家機關女性會計人員組織氣候知覺與工作壓力之研究。亞洲大學會計與資訊學系碩士論文。
洪福彬、吳錦碧、陳君達（2009）。朝陽商管評論。8卷1、2期合刊：頁23-48。
徐木蘭(2006)。電影院裡的管理智慧。台北:天下出版。
高黎守(2007)。基層戶政人員工作壓力、職業倦怠與離職傾向之研究－以台北縣戶政機關為例。銘傳大學公共事務學系碩士在職專班。
張宛儒（2009）。組織氣候知覺與領導風格對員工工作態度影響探討－以M 公司為例。國立中央大學人力資源管理研究所未出版之碩士論文。
張潤書(1993)。行政學。台北:三民書局。
曹輝雄(2007)。國際觀光旅館餐飲部主管工作壓力、壓力因應與職業倦怠之研究。銘傳大學，碩士論文。
梁進龍(2004)。員工推薦對組織氣候知覺影響之研究。私立中國文化大學國際企業管理所碩士論文，台北。
許士軍(1977)。工作滿足個人特徵與組織氣候知覺–文獻探討與實證研究。國立政治大學學報，35，13-56。
許士軍(1995)。管理學。台北：東華。
許清鈞(2004)。金控成立後銀行之組織氣候知覺、員工人格特質對員工工作滿意度及組織承諾影響之研究。國立成功大學管理學院高階管理碩士在職專班（EMBA）碩士論文。
陳正沛(1983)。研究人員之工作投入。國立政治大學企業管理研究所碩士論文，未出版。
陳宗賢(2003)。員工協助方案與組織氣候知覺對工作士氣、組織承諾與離職傾向之關聯性研究─以上市公司為例。南華大學管理研究所碩士論文。
陳芳鈴（1997）。教師品牌知名度對組織氣候知覺的影響－以彰化縣某國小為例。大葉大學事業經營研究所碩士在職專班未出版之碩士論文。
陳建宏(1996)。資管人員情緒商數的研究。私立大葉大學，資訊管理學系之碩士論文。
黃柏勳（2004）。國民中小學校長轉型領導、學校組織氣候知覺與教師組織公民行為關係之研究。高雄師範大學教育學系未出版之碩士論文。
黃英忠(1993)。現代人力資源管理。台北:華泰。
黃姬棻（2009）。護理人員之薪資制度與領導風格知覺對工作績效之影響－組織承諾及工作投入之中介效果分析。國立中央大學人力資源管理研究所未出版之碩士論文。
黃庭鍾（2009）。非營利組織成員之參與動機、組織氣候知覺與承諾對組織效能影響－以我國義勇消防隊為例。明新學報，35卷2期：頁61-77。
鄭瑜銘(1997)。組織氣候知覺、領導風格與情緒商數關係之研究-以資訊人員為例。私立大葉大學，資訊管理研究所之碩士論文。.
盧明意(2008)。企業派遣人員性格特質、派遣意願與工作投入之研究－以職涯規劃為調節變項。國立交通大學管理學院未出版之碩士論文。
蕭麗蓉（2008）。中華郵政民營化過程中組織溝通和工作投入之研究。國立台北大學企業管理系未出版之碩士論文。
謝月香(2002)。桃園縣國民小學教師兼任行政職務工作滿意度之研究。國立花蓮師範學院國民教育研究所之碩士論文。
韓長淮(2002)。我國東部地區大學校院職員工作滿意度之調查研究。國立東華大學公共行政學系之碩士論文。

二、英文部分
A.W. Halpin and K. Croft(1966). The Organizational Climate of Schools., Chicago：University of Chicago Press
Alderfer, C. P. (1987). An intergroup perspective on group dynamics.In J. Lorsch (Ed.), Handbook of organizational behavior (pp.190–222). Englewood Cliffs, New Jersey: Prentice Hall.
Allport, G. W. (1947). Pattern and growth in personality. New York: Holt,Reinhart & Winston.
Al-Shammari, M. M. (1992). Organization Climate. Leadership &Organizational Development Journal, 13(6), 30-32.
Altman, I., & Taylor, D. A. (1973). Social penetration: The development of interpersonal relationship. New York: Holt, Rinehart &Winston. And
their conceptual relationships with individual attitudes and behavior”. Organizational
Bar-Tal, D., Bar-Zohar, Y., Greenberg, M. S., & Hermon, M. (1977).Reciprocity behavior in the relationship between donor and recipient and between harm-doer and victim. Sociometry, 40(3),293-298.
Bass, B. M. (1965). Organizational Psychology. Boston: Allyn & Bacon.Birnbaum, R. (1971). President Succession: An inter-institutional Analysis.Educational Record, 52(2), 133-145
Bayes, J., & Kelly, R. M. (1994). Managing Sexual Harassment in public employment. In S. W. Hays & R. C. Kearney (Eds.), Public Personnel Administration: Problem and Perspectives, 3 (pp.217-231).
Berman E. M., West J. P., & Richter M. N. (2002). Workplace relationships:friendship patterns and consequences (according to managers)Public Administration, 62, 217
Berman, E. M., West, J. P., & Richter, M. N. (2000).Workplace relations:Friendship patterns and consequences (according to managers).Public Administration Review, 62(2), 217-230.
Boyd, N., & Taylor, R. (1998). A developmental approach to the examination of friendship in leader-follower relationships. Leadership Quarterly, 9(1), 1-26.
Brown, S. P. & Leigh, T. W. (1996). A new look at psychological climate inrelation to job involvement, effort, and performance. Journal of Applied Psychology, 81(4), 358-368.
Campbell, J. P., Lawler, E. E., Dunnette, M. D. & Weick, K. E. (1970).Managerial behavior, performance, and effectiveness. New York:McGraw-Hill.Cannella, A. & Lubatkin, M. (1993). Succession as a Sociopolitical Process.Academy of Management Journal, 36(4), 763-780.
Campbell, J. P., Lawler, E. E., Dunnette, M. D. & Weick, K. E. (1970).Managerial behavior, performance, and effectiveness. New York: McGraw-Hill
Campion,M.A,Medsker,G.J, & Higgs,A.C.(1993).Relations between work group characteristics and effectiveness:Implications for designing effective work groups.Personnel Psychology.Drucker F. (1973). Managing the Public Service Institution. The Public Interest 3,43-60.
Caplan, R. D. & Jones, K. W. (1975), Effects of Work Load, Role Ambiguity, and Type a Personality on Anxiety, Depression, and Heart Rate, Journal of Applied Psychology, Vol.60, No.6, pp.713-719.
Clark, M. S. & Mills, J. R. (1979). Interpersonal Attraction in Exchange and Communal Relationships. Journal of Personality and Social Psychology, 37(1), 12-24.
Clark, M. S. & Mills, J. R. (1982). Communal and Exchange Relationships. Review of Personality and Social Psychology25(2), 58-68.
Dalton, D. R., Todor, W. D. ＆ Krackhardt (1982). Turnover overstated: The Functional Taxonomy, Academy of Management Review, Vol.7, pp.117-123 Vroom, V. H. (1962). Ego-Involvement, Job Satisfaction and Job Performance.Personal Psychology, 15, 159-177.
Dubin R. (1958). The World of work Englewoodcliffs. N.J., Prentice-Hall.Elizur, D., (1984). Facets of Work Values：A Structural Analysis of Work Outcomes.Journal of Applied Psychology, Vol.69, No.3, pp.379-389.
Dubin, R. (1956). Industrial workers’ worlds: A study of thecentral lifeinterests of industrial workers. Social Problem, 3(3), 131-142.Eitzen, S. E. & Yetman N. R. (1972). Managerial change, longevity, and organizational effectiveness. Administrative Science Quarterly, 17,110-116.
Duck, S.W. (1983).Friends, for life: Te psychology of close relationships. NewYork: St. Martin’s25(4), 21-32.
Farris, G. F. (1971). A predictive study of turnover. Personal Psychology, 24(2),311-328.
Ferguson, G. H., & Ferguson, W. F. (1996). Distinguishing Voluntary fromInvoluntary Nurse Turnover. Nursing Management, 17(12), 43-44.
Forehand, G.A., & Gilmer, B.V.H.(1964). Environmental variation in studies of organizational behavior. Psychological Bulletin, 62, 228- 240
Frances, D. H., & Sandberg, W. R. (2000). Friendship within Entrepreneurial Teams and Its Association Team and Venture Performance. Entrepreneurship Theory and Practice, 25(2), 5-24.
Greenberg, J.（1990a）, Organizational Justice: Yesterday, Today, and Tomorrow, Journal of Management, Vol.16, No.2, pp.399-432.
Griffin ML, (2001) “Job satisfaction among detention officers - Assessing the relative contribution of organizational climate variables.”, Journal of criminal justice, Vol:29 Issue: 3 pp. 219-232.
Gutek, B. A. (1985). Sex and the workplace. San Francisco, California:Jossey-Bass. Jossey-Bass.Hackman, J. R., ＆Oldham, G. R. (1975). Development of the job diagnosticsurvey. Journal of Applied Psychology, 60, 159-170.
Hackman, J. R. & Lawler, E. E.（1971）, Employee Reactions to Job
Characteristics, Journal of Applied Psychology, Vol.55, pp.256-286
Hays, R. B. (1985). A longitudinal study of friendship development. Journal of Personality and Social Psychology, 48, 909-924.
Hays, R. B. (1988). Friendship. In S. W. Duck(Ed.). Handbook of personal relationships. New York: Wiley, 391-408.
Heider, F. (1958). The psychology of interpersonal relations. New York: Wiley
James, L. R., & Jones, A. P.. (1976) “Organizational structure: a review of structural dimensions and their conceptual relationships with individual attitudes and behavior”. Organizational Behavior and Human Performance, 16, pp.74- 113.
James, L. R., & Jones, A. P.. (1974) “Organizational structure: a review of structural dimensions and their conceptual relationships with individual attitudes and behavior”. Organizational Behavior and Human Performance, 16, pp.74- 113.
James, L. R., & Jones, A. P.. (1974) “Organizational structure: a review of structural dimensions
Jehn, K. Shah, A. & Pradhan,P.(1997). Interpersonal relationship and task performance: an examination of mediating processes in friendship and acquaintance groups, Journal of Personality and Social Psychology, April
Jones, A. P., & James, L. R.. (1979)Psychological climate: dimensions and relationships of individual and aggregated work environment perceptions. Organizational Behavior and Human Performance, 23, pp.201-250.
Joyce, W. F., & Slocum, J. W.. (1979) Climates in Organizations. In: S. Kerr (Ed.),Organizational behavior. . Columbus, Ohio: Grid,
Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33(3), 692-724.
Kanungo, R. N..(1982) Measurement of job and work involvement. Journal of Applied.
Krackhardt, D. & Stern, R. N.(1988) Informal Network and Organizational Crises: An Experimental Simulation, Social Psychology Quarterly, Vol.51, No.2, pp.123-140.
Kram, K. E. & Isabella, L. A.(1985), Mentoring Alternatives: The Role of Peer Relationships in Career Development, Academy of Management Journal, Vol.28, Nol.1, pp.110-132.
Kruger, L. J., Bernstein, G. & Botman, H.(1995), The Relationship between Team and Friendships and Burnout among Residential Counselors, Journal of Social Psychology, Vol.135, No.2, pp.191-201.
Lawler, E. E., & Hall, D. T., (1970). Relationship of Job Characteristic to Job Involvement,Satisfaction, and Intrinsic Motivation. Journal of Applied Psychology,54, 305-312.
Lawler, E. E., III..(1986) High-involvement management:Participative strategies for improving organizational performance. San Francisco: Jossey-Bass.
Lawler, E. E., III..(1992) The ultimate advantage: Creating the highinvolvement organization. San Francisco: Jossey-Bass.
Lawler, E. E., Ill, & Hall, D. T.. (1992) “Relationship of job characteristics to job involvement,satisfaction, and intrinsic motivation”. Journal of Applied Psychology, 54, pp.305-312.
Lincoln, J.R. & Miller, J. (1979). Work and friendship ties in organi-zations: A comparative analysis of networks. Administrative Science Quarterly, 24(1), 181-199.
Litwin, G. H. & Stringer, R. A. (1968). Motivation and organizational climate. Boston: Harvard University.Lodahl, T. M. & Kejner, M. (1965). The definition and measurement of job involvement. Journal of Applied Psychology, 49(1), 24-33.
Lodahl, T. M. & Kejner, M.,(1965). The Definition and Measurement of Job Involvement. Journal of Applied Psychology, 49(1),24-33.
Malcolm G., Patterson MG, West MA, Shackleton VJ, Dawson JF, Lawthom R, Maitlis S, Robinson DL, Wallace AM..(2005)Validating the organizational climate measure: links to managerial practices, productivity and innovation. Journal of Organizational Behavior. 26, pp.379–408.
Markiewicz, D., Devine, I., & Kausilas, D. (2000). Friendships of women and men atwork. Journal of Managerial Psychology, 15(2), 161-184.
Mayer, J.D., & Salovey, P.(1995).Emotional development and emotional
intelligence:Educational implications. New York: Basic Books
Miller, H. E., & Katerberg, R. (1979). Evaluation of the Mobley,Honer
,andHollingsworth Model of Employee Turnover. Journal of Applied Psychology,64(5), 509-517.
Mobley, W. H. (1977), Intermediate Linkages in the Relationship Job Satisfaction and Employee Turnover, Journal of Applied Psychology, Vol.62, 113pp.237-240.
Monge, P. R., & Kirste, K. K. (1980). Measuring proximity in humanorganizations. Social Psychology Quarterly, 43(1), 110-115.
Newcomb, A. F. & Brady, J. E. (1982). Mutuality in Boy＇s Friendship Relationships. Child Development, 53, 392-395.
Nielsen, I. K., Jex, S. M., & Adams, G. A. (2000). Development and validation of scores on a two-dimensional workplace friendship scale. Educational and Psychological Measurement, 60(4), 628-643.
Nona Momeni.(2009) ”The Relation Between Managers'' Emotional Intelligence and the Organizational Climate They Create,Public Personnel Management”. Washington:Vol. 38, Iss. 2; p. 35、14.
Nunnally, J. C. (1978). Psychometric theory. New York: Mcgraw-Hill.Orpen, C. (1984). Attitude similiarity, attraction, and decision-making in the employment interview. The Journal of Psychology, 117,111-120
Paul, E. F. (1994). Sexual Harassment: A defining Moment and its repercussions.In D. A. Rochefort & R. W.Cobb (Eds.), The politics of Problem definition (pp. 67-97). Lawrence, Kansas: UniversityPress of Kansas.
Paullay, I. M., Alliger, G. M., & Stone-Romero, E. F. (1994). Construct validation of two instruments designed to measure job involvement and work centrality. Journal of Applied Psychology, 79(2), 224-228.
Pellicciotti, J. M. (1993). Title VII liability for sexual harassment in the workplace. Alexandria, Virginia: International Personnel Management Association.
Perry C., Cavaye A., & Coote L. (2002). Technical and social bondswithin business-to-business relationships. Journal of Business &Industrial Marketing, 17(1), 75.
Porter, L. W. & Steers, R. M. (1973), Organizational, Work, and Personal Factors in Employee Turnover and Absenteeism, Psychological Bulletin, Vol.80, No.2, pp.151.
Price, J. L. (1977), The Study of Turnover, Iowa State University Press, Ames
Pritchard, R. D., & Karasick, B. W..(1973) The effects of organizational climate on managerial job performance and job satisfaction. Organizational Behavior and Human Performance, 9, pp.126- 146.
Rabinowitz, S., & Hall, D. T..(1977)Organizational research on job involvement. Psychological Bulletin, 84, pp.265- 288.
Richands, M. H., &Larson, R. (1989). The life space and socialization of the self：Sex differences in the young adolescent. Journal of Youth and Adolescence, 18(6), 617-626
Riordan, C. M., & Griffeth, R. W. (1995). The opportunity for friendship in the workplace: An underexplored construct. Journal Business and Psychology, 10(2),141-154
Rubin, Z. & Shenker, S.(1976), Friendship, Proximity, and Self-Disclosure, Journal of Personality and Social Psychology, Vol.22, No.1, pp.1-22
Saleh, S. D. & Hosek, J. (1976). Job involvement: Concepts and measurements. Academy of Management Journal, 19(2), 213-224
Schneider, B. & Hall, D. T. (1972). Toward specifying the concept of workclimate: A study of roman catholic diocesan priests. Journal of Applied Psychology, 56(6), 447-455.
Schneider, B. & Hall, D. T. (1975). Toward specifying the concept of work climate: A study of roman catholic diocesan priests. Journal of Applied Psychology, 56(6), 447-455
Schwartz, S. H. (1977). Normative influences on altruism. In L. Berkowitz (Ed.), Advances in experimental social psychology, 10 (pp.221-279). New York: Academic press
Scott, N. G. & Taylor, R. R. （1985）, A Developmental Approach to the Examination of Friendship in Leader-follower Relationships, Leadership Quarterly, Vol.9, No.1, pp.1-25
Shadur, M., & Kienzle, R. (1999). The relationship between organization climate and employee perceptions of involvement. Group and Organization Management, 24(4), 479-504.
Sias, P. M., & Cahill, D. J. (1998). From coworkers to friends: The development of peer friendships in the workplace. Western Journal of Communication, 62(3), 273-299.
Sias, P. M., & Cahill, D. J. (1998).From coworkers to friends: The development of peer friendships in the workplace. Western Journal of Communication, 62(3), 273-299.
Sias, P. M., Smith, G., & Avdeyeva, T. (2005).Sex and Sex-composition differences and similarities in peer workplace friendship development. Communication Studies, 54(3), 332-340.
Sias, P. M., Smith, G., and Avdeyeva, T. (2003). “Sex and Sex Composition Similarities and Differences in Workplace Friendship Development”, Communication Studies, Vol. 54, pp. 322-340.
Somers, M. J. (1996). Modeling employee withdrawal behaviour over time: A study of turnover using survival analysis. Journal of Occupational and Organizational Psychology
Weed, S. E., Mitchell, T. R., & Moffitt, W. (2001). Leadership Style, Subordinate Personality and Task Type as Predicators of Performance and Satisfaction with Supervision. Journal of Applied Psychology, 61(7), 58-66
Wright, P. H. (1985). The Acquantance Description Form. In S. Duck & D Perlman (Eds.), Understanding personal relatonships: An interdisciplinary approach.