本研究藉由理論探討與實證研究，探討大學校院體育行政組織公民行為影響因素模式之現況、比較大學校院體育行政組織成員對組織公民行為各影響因素之認知差異，與建構影響組織公民行為等潛在變項之因果關係模式。本研究透過問卷調查針對全國138所大學校院體育行政組織成員進行全面調查。經郵寄1158份調查問卷，終得有效問卷812份。以描述統計、單因子多變量變異數分析、單因子變異數分析及線性結構方程模式等進行實徵資料分析，獲致如下結論與建議：
ㄧ、大學校院體育行政組織公民行為影響因素之現況分析於公平感受上以程序公平、互動公平較為強烈；組織支持面向主要以工作面臨困境時得到的支持；組織信任感受主要以同事信任，而組織公民行為感受主要以對工作投入與奉獻較為強烈。
二、部分不同背景變項之大學校院體育行政組織成員對組織公民行為之影響因素認知達顯著差異；其中在組織公平上，私立大學校院體育組織成員高於公立學校者；「50-59歲」與「60歲以上」者顯著高於「30-39歲」及「40-49歲」者；而「未兼行政之專任體育教師」也比「兼任行政之組長與專任行政人員」及「其他」成員所感受的組織公平較強烈。而「未兼任行政之專任體育教師」比「其他」成員所感受的組織支持較為強烈；而在組織信任方面，屬「獨立設置」及「隸屬學務處」之受試樣本在同事信任及整體組織信任感受上明顯較「隸屬共同科」之成員強烈。「兼任行政之組長及專任行政人員」者所感受的組織信任構面顯著高於「其他」成員；而年資未滿1年者對於同事信任的感受強度高於5年以上者。「講師」身份的體育教師在組織公平、組織支持、組織信任及組織公民行為等感受上均顯著高於非教師者（如行政人員或教練或體育教官）。
三、大學校院體育行政組織中組織公平及組織支持對於組織公民行為的影響是存在的，影響模式可明確詮釋變項間關係與中介效果。以組織公平對組織公民行為的影響最大，表示組織公平為組織運作中不能忽視的因素，而組織信任確實在模式中扮演中介角色。
本研究根據結果發現提出以下建議，作為大學校院體育行政主管經營體育室（組）的參考。在組織制度和內部協調機制上，讓成員有適當發聲管道，有參與組織決策的機會，並關注兼任行政同仁之公平感受。

Based on the theoretical review and practical research, the aims of this study were to explore the state regarding the influential factors model of the organizational citizenship behaviors of physical education administrative members of the universities and colleges in Taiwan, to compare the cognitive differences on the influential factors of the organizational citizenship behaviors of physical education administrative members of the universities and colleges in Taiwan, and to construct the influential factors model of the organizational citizenship behaviors of physical education administrative members of the universities and colleges in Taiwan.
Questionnaire survey was conducted by the researcher to collect data for this study. Out of the 1158 questionnaires posted to the P.E. administrative members in the 138 universities and colleges in Taiwan, a total of 812 were valid. The quantitative data acquired were analyzed through descriptive statistics, One-way MANOVA, One-way ANOVA, and SEM. The conclusions and suggestions drawing from the statistics analysis were as follows:
1. The analysis on the influential factors of the organizational citizenship behaviors of P.E. administrative members in the universities and colleges showed that: First, on the cognition of organizational justice, procedural justice and interactional justice scored higher than distributive justice. Second, on the perceived organizational support, members can be supported by organizations when confronting difficulties at work. Third, organizational trust mainly came from colleagues trust. Fourth, organizational citizenship behaviors chiefly came from devotion and commitment to work and duty.
2. On the organizational justice, the cognition of the P.E. administrative members in the private universities and colleges were higher than that of those in the public universities and colleges. The cognition of the P.E. administrative members between 50-59 and over 60 years of age were higher than that of those who are aged between 30-39 and 40-49. The cognition of the full-time P.E. teachers were higher than that of the administrators and “other” members. As far as perceived organizational support is concerned, the cognition of the full-time P.E. teachers were higher than that of “other” members. Regarding organizational trust, compared to the P.E. administrative members belonging to “subordinate to General Education Office”, those who belong to “independent” and “subordinate to the Office of Student Affairs” had higher cognition on the colleague trust and organizational trust. The cognition of the administrators were higher than that of “other” members. The members with less than one-year working experience had higher cognition of colleague trust than those with more than five-year working experience. The P.E. lecturers had higher cognition on organizational justice, organizational support, organizational trust, and organizational citizenship behaviors than the administrators, coaches, or P.E. military instructors.
3. In the P.E. administrative organizations in the Taiwanese universities and colleges, the organizational justice and organizational support did influence their members’ organizational citizenship behaviors. The influential model constructed explicitly explained the relation among the variables and the mediation effect. That the organizational justice made the most significant influence on the organizational citizenship behaviors indicated that organizational justice is an essential factor that can not be ignored in organizational management. In addition, organizational trust did play a mediation role in this model.
Based on the results obtained from this study, some suggestions were made as reference for the P.E. authorities of the universities and colleges in Taiwan. The systems of organizational management need to be improved by having members freely voice their opinions on any appropriate issues related to the existing organizations, giving members opportunities to make decisions for their organizations, and paying attention to the sense of fairness of colleagues.

于親文（2005）。國軍幹部終身學習相關影響因素之研究－以空軍政戰軍官為例。未出版碩士論文，政治大學，台北市。
王心怡（2004）。國民中小學教師組織信任與組織公民行為關係之研究。未出版碩士論文，淡江大學，台北縣。
王鳳美（2005）。國民中學校長領導風格對教師組織公民行為影響之研究。未出版碩士論文，淡江大學，台北縣。
古志文（1998）。資訊電子業研發人員組織公民行為之研究。未出版碩士論文，國防管理學院，台北縣。
牟鍾福（2002）。國中體育教師組織正義與組織信任對組織承諾影響之研究。未出版博士論文，國立台灣師範大學，台北市。
余德成、溫金豐、陳泰哲（2001）。組織公平與組織公民行為之關係：以半導體封裝業為例。科技管理學刊，6（1），131-150。
吳明隆、涂金堂（2006）。SPSS與統計應用分析。台北市：五南。
吳政達、湯家偉、羅清水（2007）。心理契約、組織公平、組織信任與組織公民行為結構關係之驗證：以台北地區國民中學學校組織為例。教育政策論壇，10（1），133-159。
吳貞誼（2001）。個人-組織契合、組織信任與組織公民行為關係之研究-以航空客運公司為例。未出版碩士論文，國立台灣海洋大學，基隆市。
呂宜蓁（2004）。健身俱樂部管理型態與組織公民行為之研究-以佳姿健康集團為例。未出版碩士論文，輔仁大學，台北縣。
巫喜瑞（2001）。服務業內部行銷導向、組織支持、工作滿足與顧客導向間關係之研究-銀行業之例。未出版博士論文，國立中山大學，高雄市。
李佳怡（2001）。知覺組織支持對員工工作態度影響之研究。未出版碩士論文，國立中山大學，高雄市。
李青芬、李雅婷、趙慕芬（譯）（2001）。組織行為學。台北市：華泰。(Robbins, S. P., 1994)
李政翰（2004）。桃園縣國民中學學校組織文化與組織公民行為之關係研究。未出版碩士論文，輔仁大學，台北縣。
李素芬（2002）。台中市國中體育組織氣氛與教師工作滿意度關係之研究。未出版碩士論文，國立臺灣師範大學，台北市。
李新民（2003）。高屏地區幼兒教師組織公民行為與其影響因素之初探。教育學刊，21，149-171。
李粵強（2002）。團隊績效管理導向對組織信任及組織團隊績效影響之研究。未出版碩士論文，朝陽科技大學，彰化縣。
周瑛琪、顏炘怡、唐明順（2005）。由社會交換理論探討組織估平對員工績效之影響-以中醫診所為例之探索性研究。健康管理學刊，3（1），19-34。
林永欽（2004）。軍事組織領導型態與組織承諾、組織公民行為之關係研究--以陸軍單位為例。未出版碩士論文，國立高雄師範大學，高雄市。
林光明（2003）。領導風格對組織承諾及組織公民行為影響之研究--以桃園縣政府為例。未出版碩士論文，銘傳大學，台北市。
林欣怡（2006）。組織支持知覺對組織公民行為之中介研究-以國際扶輪青年服務團為例。未出版碩士論文，國立台北科技大學，台北市。
林洲安（2005）。心理契約、信任與組織公民行為關係之研究：以台灣流通業員工為例。未出版碩士論文，國立中山大學，高雄市。
林財丁、林瑞發（編譯）（2006）。組織行為第八版。台中市：滄海。（Robbins, S. P., 1994）。
林淑姬（1992）。薪酬公平、程序公正與組織承諾、組織公民行為關係之研究。未出版博士論文，國立政治大學，台北市。
林淑姬、樊景立、吳靜吉、司徒達賢（1994）。薪酬公平、程序公正與組織承諾、組織公民行為關係之研究。管理評論，13（2），87-108。
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。
林鉦棽（2003）。製造業從業人員之社會交換變數在組織公正與工作滿意對組織公民行為關係中的中介角色分析-以多重評量來源之研究設計觀點。中原企管評論，1（1），81-110。
林鉦棽（2004）。休閒旅館業從業人員的組織公正、組織信任與組織公民行為關係：社會交換理論的分析。中華管理學報，5（1），91-112。
林鉦棽（2007）。跨層次觀點下印象管理動機與主管導向之組織公民行為的關係：社會互動與組織政治氣候的調節角色。管理學報，24（1），93-111。
林鉦棽、陳心怡（2006）。組織公正對動機及組織公民行為之影響。亞太經濟管理評論，9（2），23-42。
林鉦棽、蔡明慶（2003）。社會交換系統與組織控制系統對組織公民行為之影響。亞太社會科技學報，3（1），1-25。
林鉦棽、蕭淑月（2005）。社會支持、信任、關係品質與組織知識分享行為之關係研究 。商管科技季刊，6（3），373-400。
邱皓政（2006）。結構方程模式。台北市：雙葉。
邱麗蓉（2003）。組織公平與組織公民行為關係之研究—以苗栗縣國民小學為例。未出版碩士論文，淡江大學，台北縣。
邱麗蓉、單小琳（2005）。國民小學組織公平與組織公民行為關係之研究。康寧學報，7，1-44。
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。未出版碩士論文，國立中山大學，高雄市。
姜定宇、鄭伯壎（2003）。組織忠誠、組織承諾及組織公民行為。載於鄭伯壎、姜定宇、鄭弘岳（主編），組織行為研究在台灣－三十年回顧與展望（頁115-152）。台北市：桂冠。
姜定宇、鄭伯壎（2003）。組織忠誠、組織承諾及組織公民行為研究之回顧與前瞻。應用心理研究，19，175-209。
施文玲（2006）。社會交換理論之評析。網路社會學通訊期刊，52，2008年1月27日，取自南華大學社會學研究所網頁，網址http://www.nhu.edu.tw/~society/e-j/52/52-15.htm
洪振順（1998）。組織公正對組織公民行為影響之研究-信任關係之觀點。未出版碩士論文，國立中山大學，高雄市。
洪湘雅（2004）。組織公平、組織政治知覺與組織公民行為關係之研究-台電公司員工之觀點。未出版碩士論文，真理大學，台北縣。
孫非等（譯）（1991）。社會生活中的交換與權力。台北市：桂冠。（Blau, P., 1964）。
孫領弟（2003）。組織公平、信任與組織員工工作滿足之相關研究─以基隆市政府為例。未出版碩士論文，國立台灣海洋大學，基隆市。
徐楊順（2001）。知識分享意願、組織公平與信任關係之研究。未出版碩士論文，朝陽科技大學，彰化縣。
徐漢祥（1998）。分配公平性、程序公平性對工作滿意度與組織承諾之影響。未出版碩士論文，國立中山大學，高雄市。
徐碧霙（2005）。台北縣國民中學教師組織信任與知識分享意願關係之研究。未出版碩士論文，淡江大學，台北縣。
徐曉鋒、車宏生、林絢暉、張繼明（2005）。組織支持理論及其研究。心理科學，28（1），130-132。
張文華（2000）。基層行政人員組織信任之研究—以台北市區公所為研究對象。未出版碩士論文，國立政治大學，台北市。
張惠萍（2004）。組織信任對組織效能影響之探討，醒吾學報，28，275-299。
張萱儀（1996）。高科技公司研發人員組織公民行為之研究。未出版碩士論文，國立中央大學，桃園縣。
張榮華（2003）。組織公平、組織信任與組織承諾影響關係之研究。未出版碩士論文，國立台灣海洋大學，基隆市。
教育部（2007）。96學年度各級學校數分佈概況查詢系統。2007年9月10日，取自教育部網站，網址http://www.edu.tw/EDU_WEB/EDU_MGT/STATISTICS/EDU7220001/00schooldata/index.htm?open
梁凱雯（2002）。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。未出版碩士論文，世新大學，台北縣。
莫素雲（2007）。校長家長式領導、教師信任對教師組織公民行為影響之研究-以桃竹苗四縣市高級中學為例。未出版碩士論文，中原大學，桃園縣。
莊孟峰（2000）。員工工作滿意、組織承諾與組織公民行為關係之實證研究。未出版碩士論文，淡江大學，台北縣。
許振明（2005）。大學校院體育室組織運作與困難因素之探討。體育學報，38（3），37-50。
許振明（2007）。我國學校體育行政組織效能之研究-以大專校院為例。未出版博士論文，國立臺灣師範大學，台北市。
許道然（2001）。組織信任之研究：一個整合性觀點。空大行政學報，11，253-296。
許道然（2002a）。公部門組織信任與組織公民行為關係之研究。未出版博士論文，國立政治大學，台北市。
許道然（2002b）。組織公民行為之研究。空大行政學報，12，113-146。
郭維哲（2007）。教師組織之公民行為的中介影響模式。教育資料與研究，75，137-148。
郭維哲、方聰安（2005）。學校組織公平對教師組織公民行為影響之研究－以信任及承諾為中介變項。載於國立台南大學教育經營管理研究所主辦之第四屆台灣博士生教育行政學術論文研討會論文集（頁133-164），台南市。
陳以亨、張石光、林瑩滋（2001）。轉換型領導、行政倫理與組織公民行為關係之研究──以高雄市稅捐稽徵處為例。公營事業評論，2（4），95-117。
陳正強（2004）。組織公正、信任對工作投入與組織公民行為影響關係之研究。未出版碩士論文，國防管理學院，台北縣。
陳佩秀（1996）。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。未出版碩士論文，淡江大學，台北縣。
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。未出版碩士論文，淡江大學，台北縣。
陳建豪（2005）。警察人員公平認知與組織公民行為關係研究-以台北市政府警察局為例。未出版碩士論文，淡江大學，台北縣。
陳彥君（2004）。大專校院體育室（組）轉型領導組織文化與組織承諾關係之研究。台南市：復文書局。
陳政雄、楊忠和、顧毓群（2000）。大學體育室組織效能提昇專題研究報告。台北市：國立台灣師範大學體育研究與發展中心。編號R043。
陳啟東（2005）。高級職業學校校長領導型態對教師組織公民行為與學校組織績效影響之研究。未出版博士論文，國立彰化師範大學，彰化縣。
陳榮德（2004）。組織內部社會網絡的形成與影響：社會資本觀點。未出版博士論文，國立中山大學，高雄市。
陳鎰明（2004）。九十三學年度全國大專校院體育學門人力之評估分析。台北市：中華民國大專院校體育總會。
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。未出版碩士論文，國立中山大學，高雄市。
曾進發（2004）。台北縣國民小學校長轉型領導、互易領導與教師組織公民行為之相關研究。未出版碩士論文，輔仁大學，台北縣。
游韻靜（2006）。臺北市國民中學教師角色認同與組織公民行為關係之研究。未出版碩士論文，輔仁大學，台北縣。
黃小娉（2002）。組織公平、信任與組織公民行為之研究-以財政部高雄市國稅局為對象。未出版碩士論文，國立中山大學，高雄市。
黃光國（1988）。人情與面子：中國人的權力遊戲。台北市：巨流。
黃怡姿（1999）。台北市員工之組織信任的形成與影響。未出版碩士論文，國立台灣大學，台北市。
黃芳銘（2007）。結構方程模式理論與應用（五版）。台北市：五南。
黃柏勳（2004）。國民中小學校長轉型領導、學校組織氣候與教師組織公民行為關係之研究。未出版碩士論文，國立高雄師範大學，高雄市。
黃家齊（2002a）。組織公正與組織公民行為-認知型與情感型信任之中介效果。臺大管理論叢，12（2），107-141。
黃家齊（2002b）。人力資源管理活動認知與員工態度、績效之關聯性差異分析-心理契約與社會交換觀點。管理評論，21（4），101-127。
黃家齊（2002c）。組織控制、交換關係與組織公民行為-組織公正的中介效果。輔仁管理評論，9（2），1-34。
黃家齊（2003）人力資源管理活動、雇用關係與員工反應之關聯性研究-心理契約觀點。管理學報，20（3），482-514。
楊志顯（2001）。理想的大專體育行政領導者。國民體育季刊，30（1），51-56。
葉競聲（2003）。國中體育教師角色衝突與工作滿意關係之研究。未出版碩士論文，國立臺灣師範大學，台北市。
廖佳君（2007）。組織正義對組織承諾影響之研究-以組織信任為中介及干擾變項。未出版碩士論文，國立台南大學，台南市。
廖瓊瑤（1998）。台灣地區各縣市文化中心組織公民行為之研究。未出版碩士論文，銘傳大學，台北市。
劉富美（2005）。工作特性與組織承諾、組織公民行為關係之研究－以宜蘭縣鄉鎮市公所為例。未出版碩士論文，佛光人文社會學院，宜蘭縣。
劉鈞慈（2000）。程序公平、組織承諾、信任與組織公民行為關係之研究─以我國產物保險產業為例。未出版碩士論文，銘傳大學，台北市。
劉麟書（2001）。人際信任整合模型之研究。未出版碩士論文，銘傳大學，台北市。
蔣景清（2002）。組織氣候、組織承諾與組織公民行為關係之研究－以Ｃ工廠為例。未出版碩士論文，國立中山大學，高雄市。
蔡文輝（2002）。社會學（五版三刷）。台北市：三民。
蔡百倉（2000）。倫理氣候認知、組織承諾對組織公民行為影響之研究-以中華電信新營營運處與佳里營運處為例。未出版碩士論文，國立中山大學，高雄市。
蔡秀琴（2006）。大學行政人員心理契約與組織公民行為關係之研究。未出版碩士論文，國立高雄師範大學，高雄市。
蔡明慶（1997）。組織控制、組織支持、領導者-成員交換理論與組織公民行為關係之研究。未出版碩士論文，國立中山大學，高雄市。
蔡豐隆（2005）。《組織中的信任》書評。亞太經濟管理評論，9（1），165-166。
鄭仁偉、黎士群（2001）。組織公平、信任與知識分享行為之關係性研究。人力資源管理學報，1（2），69-93。
鄭仁偉、廖瓊瑤（2000）。臺灣地區文化中心員工組織公民行為模型之研究。交大管理學報，20（2），79-112。
鄭志富（2001）。學校體育經營的新思維。學校體育，65，2-3。
鄭燿男（2002）。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。未出版博士論文，國立高雄師範大學，高雄市。
鄭燿男（2004）。國中小教師的組織公民行為之影響模式。師大學報：教育類，49（1），41-62。
黎士群（1998）。組織公平、信任與知識分享行為之關係性研究-以Unix系統管理人員為例。未出版碩士論文，銘傳大學，台北市。
謝佩鴛（2000）。校長領導作風、上下關係品質及教師組織公民行為關係之研究。未出版碩士論文，國立台北師範學院，台北市。
鍾志群（2004）。心理契約履行、信任與組織公民行為之研究。未出版碩士論文，中國文化大學，台北市。
聶文娟（2004）。組織正義知覺之探究。人事月刊，39（5），42-48。
顏士棻（2005）。個人社會資本、組織信任與組織公民行為關係之研究-以心理契約為干擾變數。未出版碩士論文，國立中正大學，嘉義縣。
羅新興（2000）。績效評核的程序正義之研究--探討受評者正義知覺之前因及影響。未出版博士論文，國立台灣大學，台北市。
Adams, J. S. (1965). Inequity in social exchange. In Berkowitz. (Ed.), Advances in Experimental Psychology, 2(pp. 267-269). San Diego, CA: Academic Press.
Alexander, S., & Ruderman, M. (1987). The role of procedural and distributive justice in organizational behavior. Social Justice Research, 1(2), 177-198.
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.
Anderson, J. C., & Narus, J.A. (1990).A model of distributor firm and manufacturer firm working partnerships. Journal of Marketing, 54(1), 42-58.
Aram, J. D, & Salipante, P. F. (1981). An evaluation of organizational due process in the resolution of employee/employer conflict. Academy of Management Review, 6, 197-204.
Armeil, S., Eisenberger, R., Fasolo, P., & Lynch, P. (1998). Perceived organizational support and police performance: The moderating influence of sociemotional needs. Journal of Applied Psychology, 83(2), 288-297.
Arvey, R. D. (1979) Unfair discrimination in the employment interview: Legal and psychological aspects. Psychological Bulletin, 86, 736-765.
Aryee, S., Budhwar, P. S., & Chen, Z. X. (2002) Trust as a mediator of the relationship between organizational justice and work outcomes: Test of a social exchange model. Journal of Organizational Behavior, 23(3), 267-285.
Aryee, S., Chay, Y.W., & Chew, J. (1996). The motivation to mentor among managerial employees. Group and Organization Management, 21(3), 261-277.
Bagozzi, R. P., & Yi, Y. (1988). On the evaluation for structural equation models. Journal of the Academy of Marketing Science, 16, 74-94.
Barber, B. (1983). The logic and limits of trust. New Brunswick, NJ: Rutgers 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(4), 587-595.
Baumgartner, H., & Homburg, C. (1996). Applications of structural equation modeling in marketing and consumer research: A review. International Journal of Research in Marketing, 13, 139-161.
Bazeman, M. H. (1993). Fairness, social comparison, and irrationality, (pp. 184-203). In J. K. Murnighan, (Ed.), Social Psychology in organizations: Advances in theory and research. Englewoods Cliffs, NJ: Prentice Hall.
Becker, T. E., & Billings, R. S. (1993). Profiles of commitment: An empirical test. Journal of Organizational Behavior, 14(2), 177-190.
Becker, T. E., Billings, R. S., Eveleth, D. M., Gillbert, N. L. (1996). Foci and bases of employee commitment: Implications for job performance. Academy of Management Journal, 39(2), 464-482.
Benveniste, G. (1994). The twenty-first century organization: Analyzing current trends-Imagining the future. San Francisco: Jossey-Bass.
Bettencourt, L. A., Gwinner, K. P., & Meuter, M. L. (2001). A comparison of attitude, personality, and knowledge predictors of service-oriented organizational citizenship behaviors. Journal of Applied Psychology, 86(1), 29-41.
Beugr´e, C. D. (1998). Managing fairness in organizations. Westport, CT: Quorum.
Bies, R. J., & Moag, J. S. (1986). Interactional justice: Communication criteria for fairness. In B. Sheppard (Ed.), Research in Organizational Behavior, 9 (pp. 289-319). Greenwich, CT: JAI.
Bies, R. J., & Shapiro, D. L. (1987). Interactional fairness judgment: The influence of causal accounts. Social Justice Research, 1, 199-218.
Bies, R. J., Martin, C. L., & Brockner, J. (1993). Just laid off, but still a “good citizen?” only if the process is fair. Employee Responsibilities and Rights Journal, 6(3), 227-238.
Bolino, M., & Turnley, B. (2003, April). Neglected issues in citizenship research. New frontiers for OCB research: An examination of four research directions (pp. 204-217). At the symposium of the Midwest Academy of Management. St. Louis, MO.
Bradach, J. L., & Eccles, R. G. (1989). Price, authority, and trust: From ideal types to plural forms. Annual Review of Sociology, 15, 97-118.
Brief, A. P., & Motowidlo, S. J. (1986). Prosocial organizational behavior. Academy of Management Review, 11(4), 710-725.
Brinberg, D. & Castell, P. 1982. A resource exchange theory approach to interpersonal interaction: A test of Foa's theory. Journal of Personality and Social Psychology, 43, 260-269.
Burke, W. W. (1997). The new agenda for organization development. Organizational Dynamics, 26 (1), 7-19.
Butler, J. K. (1991). Toward understanding and measuring conditions of trust: Evolution of conditions of trust inventory. Journal of Management, 17 (3), 643-663.
Campbell, J. P., & Pritchard, R. R. (1976). Motivation theory in industrial and organization psychology. Handbook of Industrial and Organization Psychology, 63-130.
Carnevale, D. G., & Wechsler, B. (1992). Trust in the public sector: Individual and organizational determinants. Administraton and Society, 23(4), 471-494.
Cavnevale, D. G. (1995). Trustworthy Government. San Francisco: Jossey-Bass.
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, Xiao-Ping, Hui, C., & Sego, D. J. (1998). The role of organizational citizenship behavior in turnover: Conceptualization and preliminary test of key hypotheses. Journal of Applied Psychology, 83(6), 921-931.
Coleman, V. I., & Borman, W. C. (2000). Investgating the underlying structure of the citizenship performance domain. Human Resource Management Review, 10(1), 25-44.
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425-455.
Cook, J., & Wall, T. (1980). New work attitude measures of trust, organization commitment and personal need no fulfillment. Journal of Occupational Psychology, 53, 39-52.
Costign, R. D., Ilter, S. S., & Berman, J. J. (1998). A multi-dimensional study of trust in organization. Journal of Managerial Issues, 10(3), 303-317.
Cropanzano, R., & Prehar, C. A. (1999). Using social exchange theory to distinguish procedural from interactional justice. Paper presented at the annual meeting of Society for Industrial and Organizational Psychology, Atlanta, GA.
Cummings, L. L., & Bromiley, P. (1996). The organizational trust in ventory: Development and validation. In R. M. Kramer & T. R. Tyler (eds.), Trust in Organization (pp. 302-330). Thousand Oaks, CA: Sage.
Dailey, R. C., & Kirk, D. J. (1992). Distributive and procedural justice as antecedent of job dissatisfyaction and intent to turnover. Human Relations, 45(3), 305-316.
Daley, D. M., & Vasu, L. (1998). Fostering organizational trust In North Carolina: The pivotal role of administrators and political leaders. Administration and Society, 30(1), 62-84.
Deluga, R. J. (1994). Supervisor trust building, leader-member exchange and organizational citizenship behavior. Journal of Occupational and Organizational Psychology, 67, 315-326.
Denholm, P. J. (2002). A study of organizational citizenship behavior and trust in a public high school. Dissertation Abstracts International, 62(12), 4115A. (UMI No.3035560)
DiPaola, M. F., & Hoy, W. K. (2005). Organizational citizenship of faculty and achievement of high school students. High School Journal, 88(3), 35-44.
DiPaola, M., & Tschannen-Moran, M. (2001). Organizational citizenship behavior in schools and its relationship to school climate. Journal of School Leadership, 11, 424-447.
Dirks, K. T. (2000). Trust in leadership and team performance: Evidence from NCCA Basketball, Journal of Applied Psychology, 85(6), 1004-1012.
Doney, P. D., Cannon, J. P., & Mullen, M .R. (1998). Understanding the influence of national culture on the development of trust. Academy of Management Review, 23(3), 601-620.
Driscoll, J. W. (1978). Trust and participation in organizational decision making as predictors of satisfaction. Academy of Management Journal, 21(1), 44-56.
Dwivedi, R. S. (1983). Management by trust: A conceptual model. Relations, Group and Organization Studies, 8, 375-405.
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D. & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42-45.
Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P. (1997). Perceived organizational support, discretionary treatment and job satisfaction. Journal of Applied Psychology, 82(5), 812-820.
Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75(1), 51-59.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2000). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565-573.
Farh, J. L., Early, P. C., & Lin, S. C. (1997). Impetus for action: A cultural analysis of justice and organizational citizenship behavior in Chinese society. Administrative Science Quarterly, 42(3), 421-444.
Fields, D., Pang, M., & Chiu, C. (2000). Distributive and procedural justice as predictors of employee outcomes in Hong Kong. Journal of Organizational Behavior, 21(5), 547-562.
Folger, R., & Cropanzano, R. (1998). Organizational justice and human resourance management. Thousand Oaks, CA: Sage.
Folger, R., & Greenberg, J. (1985). Procedural justice: An interpretative analysis of personnel systems. Research in Personnel and Human Resources Management, 3, 141-183.
Folger, R., & Konovsky, M. A. (1989). Effects of procedural justice and distributive on reactions to pay raise decisions. Academacy of Management Journal, 32(1), 115-130.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable and measurement errors. Journal of Marketing Research, 18(1), 39-50.
Furby, L. (1986). Psychology and Justice (pp. 153-203). In R. L. Cohen, (Ed.), Justice: Views from the social sciences, New York : Wiley.
Gambetta, D. (1988). Can we trust trust ? In D. Gambetta (Ed.), Trust: Making and breaking cooperative relations (pp. 213-237). New York: Free Press.
Garbarino, E., & Johnson, M. S. (1999). The different roles of satisfaction, trust, and commitment in customer relationships. Journal of Marketing, 63(2), 70-87.
Gefen, D., & Ridings, C. M. (2002). Implementation team responsiveness and user evaluation of customer relationship management: A quasi-experimental design study of social exchange theory. Journal of Management Information Systems, 19(1), 47-69.
George, J. & Jones, G. (1998). The experience and evolution of trust: Implications for cooperation and teamwork. Academy of Management Review, 23(1), 158-169.
Golembiewski, R. T., & McConkie, M. (1975). The centrality of interpersonal trust in-group processes. In C. L. Cooper, (Ed.), Theories of Group Processes. New York: Wiley.
Govier, T. (1994). Is it a jungle out there? Trust, distrust and the construction of social reality. Dialogue:Canadian Philosophical Review, 33(2), 237-252.
Greenberg, J. & Tyler, T. R. (1987). Why procedural justice in organizations? Social Justice Research, 1(2), 127-142.
Greenberg, J. (1987a). Reactions to procedural injustice in payment distributions: Do the ends justify the means? Journal of Applied Psychology, 72(1), 55-61.
Greenberg, J. (1987b). Using diaries to promote procedural justice in performance evaluations. Social Justice Research, 1, 219-234.
Greenberg, J. (1987c). A taxonomy of organizational justice theories. Academy of Management Review, 12(1), 1-17.
Greenberg, J. (1989). Cognitive re-evaluation of outcomes in response to underpayment inequity. Academy of Management Journal, 32, 174-184.
Greenberg, J. (1990). Organizational justice: Yesterday, today and tomorrow. Journal of Management, 16, 399-432.
Gregersen, B. (1993). Multiple commitments at work and extra role behavior during three stages of organizational tenure. Journal of Business Research, 26(1), 31–47.
Guzzo, R. A., Noonan, K. A., & Elron E. (1994).Expatriate Managers and Psychological Contract, Journal of Applied Psychology,79(4), 617-626.
Hall, D. T., & Moss, J. E. (1998). The new protean career contract: Helping organization and employee adapt. Organizational Dynamics, 26(3), 22-37.
Hayduk, L. A. (1987). Structural equation modeling with LISREL: Essentials and advance. Baltimore: John Hopkins.
Hill, C. A. (1987). Affiliation motivation: People who need people but in different ways. Journal of Personality and Social Psychology, 52, 1008-1018.
Hill, D. B. (1981). Attitude Generalization and the measurement of trust in American leadership. Political Behavior, 3(3), 257-270.
Hosmer, L. T. (1995).Trust: The connecting link between organizational theory and philosophical ethics. Academy of Management Review, 20(2), 379-403.
Hui, C. H., & Tan, C. K., (1996). Employee motivation and attitudes in the Chinese work force. In M. H. Bond (Ed.), The Handbook of Chinese Psychology. HongKong: Oxford University Press.
Hui, C., Law, K. S., & Chen, Z. X. (1999). A structural equation model of the effects of negative affectivity, leader-member exchange, and perceived job mobility on in-role and extra-role performance: A Chinese case. Organizational Behavior and Human Decision Processes, 77(1), 3-21.
Hutchison, S., & Garstka, M. L. (1996). Source of perceived organizational support: Goal setting and freedback. Journal of Applied Social Psychology, 26(15), 1351-1366.
Jones, G. & George, J. (1998). The Experience and Evolution of Trust: Implications for Cooperation and Teamwork. Academy of Management Review, 23, 531-546.
Jöreskog, K. G., & Sörbom, D. (1992). LISREL 8: User’ s Reference Guide. Chicago: Scientific Software International, Inc.
Jurewicz, M. (2004). Organizational citizenship behaviors of Virginia middle school teachers: A study of their relationship to school climate and student achievement. Unpublished doctoral dissertation, College of William and Mary, Williamsburg, VA.
Katz, D. (1964). Motivational basis of organizational behavior. Behavioral Science, 9, 131-146.
Katz, D., & Kahn, R. L. (1978). The social psychology of organizations. New York: Wiley.
Kaufman, J. D., Stamper, C. L., & Tesluk, P. E. (2001). Do supportive organizational make for good corporate citizens? Journal of Managerial Issues, 8(4): 436-449.
Konovsky, M. A., & Cropanzano, R. (1991). The perceived fairness of employee drug testing as a predictor of employee attitude and job performance. Journal of Applied Psychology, 76(5), 698-707.
Konovsky, M. A., & Organ, D. W. (1996). Dispositional and contextual determinants of organizational citizenship behavior. Journal of Organizational Behavior, 17(3), 253-266.
Konovsky, M. A., & Pugh, S. D. (1994). Citizenship behavion and social exchange. Academy of Management Journal, 37(3), 656-669.
Konovsky, M. A., Folger, R., & Cropanzano, R. (1987). Relative effects of procedural and distributive justice on employee attitudes. Representative Research in Social Psychology, 17, 15-24.
Korsgaard, M. A., Schweiger, D. M., & Sapienza, H. J. (1995). Building commitment, attachment and trust in strategic decision-making teams: The role of procedural justice. Academcy of Management Journal, 38(1), 60-84.
Kraimer, M. L., & Wayne, S. J. (2004). An examination of perceived organizational support as a multidimensional construct in the context of an expatriate assignment. Journal of Management, 30(2), 209-237.
Kramer, R. M. (1996). Divergent realities and convergent disappointments in the hierarchic relation: Trust and the intuitive auditor at work. In R. M. Kramer & T. R. Tyler (Eds.), Trust in Organizations: Frontiers of Theory and Research (pp. 357-389). Thousands Oak, CA: Sage.
Kreitner, R., & Kinicki, A. (2001). Organizational Behavior (5th ed.). New York: McGraw-Hill.
Lam, S. K., Hui, C., & Law, K. S. (1999). Organizational citizenship behavior: Comparing perspectives of supervisors and subordinates across four international samples. Journal of Applied Psychology, 84(4), 594~601.
LePine, J. A., Erez, A., & Johnson, D. E. (2002). The nature and dimensionalityof organizational citizenship behavior: A critical review and meta-analysis. Journal of Applied Psychology, 87(1), 52-65.
Lerner, M. J. (1977). The justice motive: Some hypotheses as to its origins and forms. Journal of Personality, 45, 1-52.
Leventhal, G. S. (1976), Fairness in social relationships. In J. W. Thibult, J. T. Spence, & R. C. Carson(Eds.), Contemporary topic in Social Psychology (pp.211-239). Morristown, NJ: General Learning.
Leventhal, G. S. (1980). What should be done with equity theory? New approach to the study of fairness in school relationships. In K. J. Gergen, M. S. Greenberg & R. H. Willis (Eds.), Social Exchange: Advances in theory and Research (pp. 27-55). New York: Plenum.
Leventhal, G. S., Karuza, J., & Fry, W. R. (1980). Beyond fairness: A theory allocation preference. In G. Mikula (Ed.), Justice and Social Interaction (pp. 167-228). New York: Springer-Verlag.
Lewicki, R. J., & Bunker, B. B. (1995). Trust in relationship: A model of development and decline. In B. B. Bunker & J. Z. Rubin (Eds.), Conflict, Cooperation and Justice (pp. 133-173). San Francisco: Jossey-Bass.
Lewis, J. D., & Weigert, A. (1985). Trust as a social reality. Social Forces, 63(4), 967-985.
Lind, E. A., & Tyler, T. R. (1988). The social psychology of procedural justice. New York: Plenum.
Locke, E. A., & Latham, G. P. (1990). Work motivation and satisfaction: Light at the end of the tunnel. Psychological Science, 1(4), 240-246.
MacNeil,Ian R. (1985). Relational contract: What we do and do not know. Wisconsin Law Review, 483-525.
Manogran, P., Stauffer, J., & Conlon, E. J. (1994). Leader-member exchange as a key mediating variable between employees’ perceptions of fairness and organizational citizenship behaviors. Paper presented at the annual meeting of the Academy of Management, Dallas.
Marsh, H. W., & Hocevar, D. (1985). Application of confirmatory factor analysis to the study of self-concept: First and higher order factor models and their invariance across groups. Psychological Bulletin, 97(3), 562-582.
Martin, J. (1981). Relative deprivation: A theory of distributive injustice for an era of shrinking resources. In L. L. Cummings & B. M. Staw (Eds.), Research in Organizational Behavior, 3 (pp. 53-107). Greenwich, CT: JAI.
Martin, J. (1993). Inequality, distributive injustice, and organizational illegitimacy. In J. K. Murnighan (Ed.), Social psychology in organizations: Advances in theory and research (pp. 296-321). Englewood Cliffs, NJ: Prentice-Hall.
Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An integrative model of organizational trust. Academy of Management Review, 20(3), 709-734.
McAllister, D. (1995). Affect-and cogniton-based trust as foundations for interpersonal cooperation in organizations. Academy of Management Journal, 38(1), 24-59.
McCauley, D. P., & Kuhnert, K. W. (1992). A theoretical review and empirical investigation of employee trust in management. Public Administration Quarterly, 16, 265-278.
McDonald, G. W. (1981). Structural exchange and marital interaction. Journal of Marriage and the Family, 43(4), 825-839.
McFarlin, D. B., & Sweeney, P. D. (1992). Distributive and procedural justice as prediction satisfaction with personal and organizational outcomes. Academcy of Management Journal, 35(3), 626-637.
McKnight, D. H., Cummings L. L., & Chervany, N. L. (1998). Initial trust formation in new organizational relationship. Academy of Management Review, 23(3), 473-490.
Michell, P. C. N., Reast, J. D., & Lynch, J. E. (1998). Exploring the foundations of trust. Journal of Marketing Management, 14, 159-172.
Mishra, A. K. (1993). Organizational response to crisis: The centrality of trust, In R. M. Kramer & T. R. Tyler (Eds.), Trust in Organization (pp. 261-287). Thousand Oaks, CA: Sage.
Mishra, J., & Morrissey, M. A. (1990). Trust in employee/employer relationships: A survey of West Michigan managers. Public Personnel Management, 19, 443-486.
Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship? Journal of Applied Psychology, 76(6), 845-855.
Moorman, R. H., Blakely, G. L., & Niehoff, B. P. (1998). Does perceived organizational support mediate the relationship between procedural justice and organizational citizenship behavior? Academy of Management Journal, 41(3), 351-357.
Morgan, R. M., & Hunt, S. D. (1994). The commitment-trust theory of relationship marketing. Journal of Marketing, 58(3), 20-38.
Morrison, E. W. (1994). Role definitions and organizational citizenship behavior: The importance of employees’ perspective. Academy of Management Journal, 37(6), 1543-1567.
Netmeyer, R. G., Boles, J. S., Mckee, D. O., & McMurrian, R. (1997). An investigation into the antecedents of organizational citizenship behaviors in a personal selling context. Journal of Marketing, 61(3), 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(3), 527-556.
Novelli, L., Kirkman, B. L., & Shapiro, D. L. (1995). Effective implementation of organizational change: An organizational justice perspective. In C. L. Cooper & D. M. Rousseau (Eds.), Trends in Organizational Behavior (pp. 15-36). New York: John Wiley.
Nyhan, R. C., & Marlowe, H. A. (1997). The psychometric properties of the organizational trust inventory. Evaluation Review, 21, 614-635.
O’Reilly, C. A., & Chatman, J. (1986). Organizational commitment and psychology attachment: The effect of compliance, identification and internalization on prosocial behavior. Journal of Applied Psychology, 71(3), 492-499.
Organ, D. W. (1988a). Organizational citizenship behavior: The good solider syndrome. Lexington, MA: Lexing Books.
Organ, D. W. (1988b). A restatement of the satisfaction-performance hypothesis. Journal of Management, 14, 547-557.
Organ, D. W. (1990). The motivational basis of organizational citizenship behavior. Research in Organizational Behavior, 12, 43-72.
Organ, D. W., & Konovsky, M. (1989). Cognitive versus affective determinants of organizational citizenship behavior. Journal of Applied Pshchology, 74(1), 157-164.
Organ, D. W., & Ryan, K. (1995). A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior. Personnel Psychology, 48, 775-802.
Pearce, J. L., Bigley, G. A., & Branyiczki, I. (1998). Procedural justice as modernism: Placing industrial/organizational psychology in context. Applied Psychology: An International Review, 47, 371-396.
Pillai, R., Scandura, T. A., & Williams, E. A. (1999). Leadership and organizational justice: Similarities and differences across cultures. Journal of International Business Studies, 30(4), 763-799.
Pincus, J. D., Knipp, J. E., & Rayfield, R. E. (1990). Internal communication and job satisfaction revisited: The impact of organizational trust and influence on commercial bank supervisors. In L. A. Grunig & J. E. Grunig(Eds.), Public Relations Research Annual (pp. 173-191). Hillsdale, NJ: Lawrence Erbraum Associate.
Podsakoff, P. M., & Organ, D. W., (1990). 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., Ahearne, M., & MacKenzie, S. B. (1997). Organizational citizenship behavior and the quantity and quality of work group performance. Journal of Applied Psychology, 18(2), 262-270.
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(2), 259-298.
Podsakoff, P. M., Mackenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational leader behaviors and their effects on followers’ trust in leader, satisfaction, and organizational citizenship behaviors. Leadership Quarterly, 1, 107-142.
Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & 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.
Powell, W. W. (1996).Trust-based forms of governance. In R. M. Kramer & T. R. Tyler (Eds.), Trust in Organization (pp. 51-67). Thousand Oaks, CA: Sage.
Quarles, R. (1994). An examination of promotion opportunities and evaluation criteria as mechanisms for affecting internal auditor commitment, job satisfaction and turnover intentions. Journal of Managerial Issues, 6(2), 176-194.
Randall, M. J., Cropanzano, R., Bormann, C. A., & Birjulin, A. (1999). Organizational politics and organizational support as predictors of work attitudes, job performance and organizational citizenship behavior. Journal of Organizational Behavior, 20(2), 159-174.
Reichers, A. E. (1985). A review and reconceptualization of organizational commitment. Academy of Management Review, 10(3), 465-476.
Rempel, J. K., Holmes, J. G., & Zanna, M. P. (1985). Trust in close relationships. Journal of Personality and Social Psychology, 49(1), 95-112.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698-714.
Rhodes, S. R., & Steers, R. M. (1981). Conventional vs. worker-owned organizations. Human Relations, 34(12), 1013-1035.
Robbins, S. P. (1996). Organizational theory: Concept, controversies, and applications. Englewood Cliffs, NJ: Prentice-Hall.
Robbinson, S. L., & Morrison, E. W. (1996). Psychological contracts and OCB: The effect of unfulfilled obligations on civic virture behavior. Journal of Organizational Behavior, 16(3), 289-298.
Roberts, J. A., Coulson, K. R., & Chonko, L. B. (1999). Salesperson perceptions of equity and justice and their impact on organizational commitment and intent to turnover. Journal of Marketing Theory and Practice, 7(1), 1-16.
Rosenthal, R. (1991). Meta-analytic Procedures for Social Research. (2nd ed). New York: Sage.
Rousseau, D. M., & Parks, J. M. (1993). The contracts of individuals and organizations. Research in Organizational Behavior, 15, 1-43.
Rousseau, D. M., Sitkin, S. B., Burt, R. S., & Camerer, C. (1998). Not so different after all: A cross-discipline view of trust. Academy of Management Review, 23(3), 393-404.
Schappe, S. P. (1994, May). Predicting citizenship behavior in organizations: Is it satisfaction, commitment or perceived procedural fairness that matter? Paper presented at the meeting of Easten Academy of Management, Albany, NY.
Schein, E. H. (1980). Organizational psychology. Englewood Cliffs. NJ: Prentice-Hall.
Schnake, M. (1990). Organizational citizenship: A review, proposed model, and research agenda. Human Relations, 44, 735-759.
Scott, W. R. (2003). Organizations: Rational, natural, and open systems. (5th ed.). Englewood Cliffs, NJ: Prentice Hall.
Settoon, R. P., Bennett, N., & Liden, R. C. (1996). Socail exchange in organization: perceived support Leader-member exchange, and employee reciprocity. Journal of Applied Psychology, 81(3), 219-227.
Shaw, R. B. (1997). Trust in the balance: Building successful organization on results, integrity, and concern. San Francisco: Jossey-Bass.
Shockley-Zalabak, P., Ellis, K., & Winograd, G. (2000). Organizational trust: What it means, why it matters. Organization Development Journal, 18(4), 35-48.
Sholl, R. W., Cooper, E. A., & McKenna, J. F. (1987). Referent selectionin determining equity perceptions: Differential effects on behavioral and attitudinal outcomes. Personnel Psychology, 40(1), 113-124.
Shore, L. M., & Tetrick, L. E. (1991). A construct validity study of the survey of perceived organizational support. Journal of Applied Psychology, 76(5), 637-643.
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., Barksdale, K., & Shore, T. H. (1995). Managerial perceptions of employee commitment to the organization. Academy of Management Journal, 38(6), 1593-1615.
Sitkin, S. B., & Roth, N. L. (1993). Explaining the limited effectiveness of legalistic “remedies” for trust/distrust. Organization Science, 4(3), 367-392.
Sitkin, S. B., & Stickel, D. (1996). The road to hell: the dynamics of distrust in an era of quality. In R. M. Kramer & T. R. Tyler (Eds.), Trust in organization (pp. 196-215). Thousand Oaks, CA: Sage.
Smith, C. A., Organ, D. W., & Near, J. P. (1983). Organizational citizenship behavior: Its nature and antecedents. Journal of Applied Psychology, 68(4), 655-663.
Somech, A., & Bogler, R. (2002). Antecedents and consequences of teacher organizational and professional commitment. Educational Administration Quarterly, 38(4), 555-557.
Sweeney, P. D., & McFarlin, D. B. (1997). Process and outcome: Gender differences in the assessment of justice. Journal of Organizational Behavior, 18(1), 83-98.
Tam, W. W. (1999). An assessment of the relationships among organizational trust,organizational politics, and organizational justice, and their effects on merit payoutcomes in the Malaysian public sector. Unpublished doctoral dissertation, ThePennsylvania State University.
Tan, H. H., & Tan, C. S. F. (2000). Toward the differentiation of trust in supervisor and trust in organization. Genetic, Social, and General Psychology Monographs, 126(2), 241-260.
Thibaut, J. W., & Walker, L. (1975). Procedural justice: A psychological analysis. Hillsdale, NJ: Erlbaum.
Tyler, T. R. (1994). Psychological models of the justice motive. Journal of Personalityand Social Psychology, 67, 850-863.
Tyler, T. R., & Degoey, P. (1996). Trust in organizational authorities: The influence of motive attributions on willingness to accept decisions. In R. M. Kramer & T. R. Tyler (Eds.), Trust in Organizations: Frontiers of Theory and Research (pp. 331-356). Thousand Oak, CA: Sage.
Van Dyne, L., Graham, J. W., & Dienesch, R. M. (1994). Organizational citizenship behavior: Construct redefinition, measurement, and validation. Academy of Management Journal, 37(4), 765-803.
Viswesvaran, C., & Ones, D. S., (2002). Examining the construct of organizational justice: A meta-analytic evaluation of relations with work attitudes and behavior. Journal of Business Ethics, 38, 193-203.
Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceptions of organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40(1), 82-111.
Wayne, S. J., Shore, L. M., Bommer, W. H., & Tetrick, L. E. (2002). The role of fair treatment and rewards in perceptions of organizational support and leader-member exchange. Journal of Applied Psychology, 87(3), 590-598.
Werner, J. M. (1994). Dimensions that make a difference：Examining the impact of in-role and extra-role behaviors on supervisory ratings. Journal of Applied Psychology, 79(1), 98-107.
Whiterner, E. M. (1997). The impact of human resource activities on employee trust. Human Resource Management Review, 7(4), 389-404.
Whiterner, E. M., Brodt, S. E., Korsgaard, M. A., & Werner, J. M. (1998). Managers as initiatiors of trust: An exchange relationship framework forunderstanding managerial trustworthy behavior. Academy of Management Review, 23(3), 513-530.
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.
Williams, S., Pitre, R., & Zainuba, M. (2002). Justice and organizational citizenship behavior intentions: Fair rewards versus fair treatment. The Journal of Social Psychology, 142(1), 33-44.
Witt, L. A. (1992, August). Perceptions of the situation and positive affect as predictors of altruism organizational behaviors. Paper present at the meeting of the Academy of Management, Las Vegas, NV.
Yamagishi, T., & Yamagishi, M. (1994). Trust and commitment in the United States and Japan. Motivation and Emotion, 18, 129-166.
Yochi, C. C. & Spector, P. E. (2001). The role of justice in organizational a meta-analysis. Organizational Behavior and Human Decision Process, 86(2), 278-321.
Yoon JK. (1996). Fairness issues and job satisfaction Korean employees: the significance of status and procedural justice in work orientation. Social Justice Research, 9, 121-143.
Zand, D. E. (1972). Trust and managerial problem solving. Administrative Science Ouarterly, 17, 29-239.
Zucker, L.G. (1986).Production of trust: Institutional sources of economic structure: 1840-1920. Research in Organizational Behavior, 18, 53-111.