一、中文部分
Christopher Adair（2017），企業如何留住高績效員工，Talent, Rewards & Performance
王慈惠(2014)，領導風格、工作動機與留任意願關係之研究，中國文化大學國際企業管理學系碩士在職專班碩士論文。石守正（2010)，公部門社會工作員工作壓力、專業承諾與離職意願之研究-以臺北縣市政府社會局為例。國立臺灣師範大學社會教育學系在職進修碩士班碩士論文。朱鴻川(2018)，知覺組織支持對工作滿意度之影響―以幸福感及工作投入為中介變數，國立高雄科技大學企業管理系碩士在職專班碩士論文。李彥奕(2017)，陸軍工兵部隊志願役軍士官組織溝通、組織認同對留任意願為例，樹德科技大學經營管理研究所碩士論文。李元墩、鐘志明、林育理 (2000)，台灣企業員工組織承諾衡量模式建構之研究，成功大學學報，第三十五卷人文社會篇，133-157。
李佳怡、任金剛（2000），知覺組織支持對員工工作態度影響之研究，國立中山大學人力資源管理研究所碩士論文。吳麗惠(2012)，主管魅力領導與賦權、員工當責與組織績效，國立臺中教育大學事業經營碩士學位學程碩士論文。吳萬益（2005），企業研究方法，台北市：華泰出版。
沈怡君、黃能堂(2011)，期望落差、組織氣候、組織社會化對留任意願影響之研究國立臺灣師範大學科技應用與人力資源發展學系碩士論文。邱苡榛(2020)，保險公司業務主管領導風格對業務員留任意願之影響-以組織認同為干擾變數，中國科技大學企業管理系碩士論文。林松茂(2011)，品質月刊，第47卷第3期，19頁。
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。
邱瑜婷(2010)，國際觀光旅館餐飲部門組織正義、員工創新行為與績效表現之相關研究-以組織支持為干擾變項，天主教輔仁大學餐旅管理學系碩士班碩士論文。周超群(2022），知覺組織支持與知覺主管支持對印尼籍家庭 看護工留任意願之影響 —以工作滿意度為中介變項，國立高雄科技大學管理學院高階主管經營管理碩士在職專班碩士論文。施孟涵、 張雅琦、 吳明根(2011)， 「臺灣地區長期照顧服務政策現階段推動方向之研究」， 台灣老人保健學刊 Vol. 7， No. 1， pp. 72-83。
柯寶萍(2022），員工的心理契約與情緒勞務對組織認同與留任意願的影響性研究-以台灣地區麥當勞公司員工為例，南臺科技大學餐旅管理系碩士論文。張力、楊舒雯、藍毓莉(2018)，產品特性、人格特質與參考群體對消費者購買LINE貼圖影響之研究，慈濟科技大學學報 ； 6期，P1-28
張文隆(2011)。當責，商周出版。
許佳安(2007)，影響南部大專院校學生志工留任意願因素之探討，南台科技大學技職教育與人力資源發展研究所碩士論文。張美倫(2003)，台灣中等學校教職員之組織支持知覺對其組織承諾與變革認知影響之探討，朝陽科技大學企業管理系碩士班碩士論文。張淑文（2013），員工福利對工作滿足與組織公民行為關係之研究-知覺組織支持的中介效果，中國科技大學企業管理研究所碩士論文。陳逸霞(2013)，高雄市國中兼任行政教師工作壓力與留職意願關係之研究，國立高雄師範大學成人教育研究所碩士論文。陳俊吉(2015)，高雄捷運公司員工心理契約與留任意願之相關研究-以主管領導力為調節變項，國立高雄應用科技大學人力資源發展系碩士班碩士論文。張嘉倖(2015)，知覺組織支持與倫理氣候對心理賦能、組織承諾與留任意願的影響性研究-以南部地區高科技產業為例，南臺科技大學企業管理系人力資源管理碩士班碩士論文。黃麗錞(2017)，社會工作者工作壓力、專業資源與離職傾向之相關研究，朝陽科技大學社會工作系碩士論文。黃詩涵(2022)，雇主品牌對留任意願之影響：以工作投入、心理契約、個人組織配適性、工作滿意度為中介效果，東海大學 高階經營管理碩士在職專班碩士論文。
黃士維(2022)，Y世代工作價值觀、工作激勵對留任意願的關聯性研究 -以工作滿意度為中介變項，國立中正大學企業管理系研究所碩士論文。張智華(2022)，中臺灣長期照顧管理中心照管人員情緒勞務、社會支持與留任意願之相關性研究，中臺科技大學醫療暨健康產業管理系碩士班碩士論文。華學文(2015)，臺灣船員人格特質對知覺組織支持與工作投入關係之調節效應探討，國立交通大學管理學院經營管理學程碩士論文。葉舜豪(2020)，知覺組織支持、工作滿足感與職場偏差行為之關聯探討─以澎湖縣公共車船管理處為例，國立中山大學公共事務管理研究所碩士論文。詹雅雲(2017)，人力資源管理活動對於研發業務員工作投入與留任意願之影響-以領導風格為干擾變數，實踐大學企業管理學系碩士班碩士學位論文。廖俊威(2018)，自主、勝任與歸屬需求對員工感覺當責與工作滿意度的影響－以組織賦權為調節變項。東吳大學心理學系碩士論文。趙婉秀(2012)，知覺組織支持與員工幸福感之關聯性探討-以工作/家庭平衡與工作壓力為中介變項，國立中山大學人力資源管理研究所，碩士在職專班，碩士論文。劉俊昌(2000)，企業文化契合度與留職傾向之研究以中國石油公司為例，國立中山大學企業管理研究所碩士論文。鄭怡婷(2006)，公司資訊科技能力對財務報導品質之影響，國立臺灣大學會計學研究所碩士論文。賴宛君(2017)，工作家庭平衡措施之支持程度對員工留任意願之影響－以組織承諾為中介變項，國立中央大學人力資源管理研究所在職專班碩士論文。謝文亮(2014)，「資源、能力與藥業員工幸福感的關聯:知覺組織支持的調節作用」，國立交通大學管理學院經營管理學程碩士班碩士論文。鍾伊玲(2014)。社工業務員之勞動條件、人際關係及離職傾向之研究，國立臺灣師範大學社會工作學研究所碩士論文。謝艷薇(2013)，護理之家照護業務員工作滿意度、知覺管理者領導風格與留任意願之相關研究，中國文化大學社會福利學系碩士論文。二、英文部分
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