一、中文部分
1. 李育杰（民102）。2013資訊專業證照研析報告。教育部資訊軟體人才培育中程計畫。台北市，教育部。
2. 邱皓政 (民99)。量化研究與統計分析。台中：五南書局。
3. 張火燦、劉淑寧 (民96)。人力資源領先指標對研發人員敬業貢獻之影響：中介模式的測試。人力資源管理學報，7，1-24。4. 彭台光、高月慈、林鉦棽 (民95)。管理研究中的共同方法變異：問題本質、影響、測試和補救。管理學報，23，77-98。
5. 黃英忠 (民86)。現代人力資源管理。台北：華泰書局。
6. 楊雨亮、黃同圳 (民93)。薪酬制度對組織績效影響之探討-以B公司為例。人力資源管理學報，6，25-45。7. 楊朝祥 (民96)。高科技產業與人才創新－台灣模式與經驗。國政研究報告，取自http://www.npf.org.tw/post/2/1732。
8. 楊維楨（民86）。科學園區管理績效研究（上）。台北銀行月刊，27，2-20。
9. 劉廷揚、鍾佩璇(民100)。職能與績效關係之研究─以教育訓練為調節變項。「2011 第 14 屆科際整合管理研討會」發表之論文，東吳大學。
10. 潘致璋（民101）。高投入人力資源管理實務與員工個人任務行為之關係：組織認同與組織忠誠之中介效果(未出版之碩士論文)。國立高雄應用科技大 學，高雄市。11. 諸承明 (民87)。薪資要素、任務特性、與員工態度之關聯性研究－『薪資設計兩構面情境模式』之理論與實證。管理學報，15，561-585。
12. 諸承明、戚樹誠、李長貴 (民85)。薪資設計之文獻回顧與評論-建立「薪資設計四要素模式」。人力資源學報，6，57-85。13. 諸承明、蔡美玲 (民101)。薪酬設定與員工服務品質關係之研究－以餐飲業第一線服務人員為例。中原企管評論，10，75-98。14. 鄧筱潔（民97）。工作特性對員工創新行為影響之研究－以敬業貢獻度為中介變項(未出版之碩士論文)。國立彰化師範大學，彰化市。15. 簡士鈞（民102）。高績效工作系統與員工個人任務行為之關係：以師徒功能為中介變項(未出版之碩士論文)。國立高雄應用科技大學，高雄市。二、英文部分
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