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沈其泰-研討會論文

 1

賴靜怡、沈其泰(2016)。威權式領導與正向心理資本對工作績效與組織承諾關係之研究。2016台灣心理學年會暨學術研討會,10月。國立成功大學。

2

江宜樺、沈其泰(2016)。尊重型領導對員工績效之影響:以組織認同為中介變項。2016台灣心理學年會暨學術研討會,10月。國立成功大學。

3

沈其泰(2016)。以尊重領導為核心探討個人與主管適配、個人與工作適配以及職場偏差行為:信任和工作自我效能的中介效果。中國管理研究國際學會(IACMR)2016雙年會,6月。中國:杭州。

4

沈其泰、高珮珊(2015)。尊重領導和個人與主管適配:對主管信任與工作幸福感的影響效果。201554屆台灣心理學會年會暨學習、教學、與評量國際研討會,10月,國立臺灣師範大學。

5

沈其泰、蔡依穎(2015)。領導者與成員交換關係對工作家庭衝突的影響:社會支持和敬業貢獻度的干擾型中介模式。The 9th Asia Academy of Management conference and the 8th Taiwan Academy of Management Conference6月,香港。

6

沈其泰、莊璦嘉(2014)。工作搜尋的前因與後果個人與組織適配經驗的曲線效果和探索式資訊搜尋方法的調節效果。中國管理研究國際學會(IACMR)2014雙年會,6月。北京。

7

Shen, C. T. (2014). The person-organization fit of involuntary turnover employees: A moderated mediation model of the feelings of violation and the perception of organizational support. 2014 Management Theory and Practice Conference, Kitakyushu, Japan. 本論文榮獲「Excellent Paper

8

沈其泰、許伊婷(2012)。非自願性離職員工的個人與組織適配-干擾型中介模式的驗證。2012科技管理學會年會暨論文研討會,11月。中壢:元智大學。本論文榮獲「年度最佳論文獎」

9

沈其泰、蔡依穎(2012)。個人與組織適配對敬業貢獻性的影響:內在動機和組織承諾的干擾型中介模式。台灣心理學會第51屆年會,10月。台中:亞洲大學。

10

沈其泰、莊璦嘉(2012)。個人與組織適配經驗、工作搜尋時的適配偏好、以及新工作的適配狀況-探索式資訊搜尋方法的調節效果。2012台灣組織與管理學會年度研討會,9月。台北:臺灣大學。本論文榮獲「最佳論文獎」

11

李均揚、莊璦嘉、沈其泰(2011)。如何增進員工負向回饋尋求行為?探討組織公正與社會資訊處理之跨層次效果。2011管理理論與實務國際研討會,11月。上海:復旦大學。本論文榮獲「擇優論文獎」

12

莊璦嘉、沈其泰。多元適配的互動觀點:個人與工作適配、個人與組織適配、個人與主管適配、以及個人與群體適配。2011管理理論與實務國際研討會,11月。上海:復旦大學。

13

Shen, C. T., & van Vianen, A. E. M. (2010). PO misfit and intent to quit: The moderation effects of extrinsic motivational orientation and extrinsic reward satisfaction. Paper presented at the annual conference of the Academy of Management, Montreal, Canada.

14

Lee, C. Y., Shen, C. T., & Chuang, A. (2010). The effect of interpersonal justice on negative feedback-seeking behavior: A cross-level study. Paper presented at the annual conference of the Academy of Management, Montreal, Canada.

15

Shen, C. T., & Huang, M. P. (2009). We are not only the same, but also different: Exploring the effect of team personality composition on R&D teams' effectiveness. Paper presented at the annual conference of the Academy of Management, Chicago, Illinois, USA.

16

Chuang, A., & Shen, C. T. (2008). Leader-member relationship: The mediation and moderation effects of person-environment fit in a Chinese culture. Paper presented at the annual conference of the Academy of Management, Anaheim, CA, USA. Best paper proceedings of the Academy of Management Conference.

17

Chuang, A., & Shen, C. T. (2007). The perceived person-environment fit scale (PPEFS): Development of four fit measures. Paper presented at the annual conference of the Academy of Management, Philadelphia, PA, USA.

18

Shen, C. T., & Huang, M. P. (2006). Team personality elevation, team personality diversity, and team effectiveness: An empirical study of R&D work teams. Paper presented at the International Association for Chinese Management Research biannual conference, Nanjing, China.

19

Huang, M. P., Cheng, B. S., Shen, C. T., Jiang, D, Y., & Zhou, L. F. (2005). The charismatic leadership in Chinese business: Multiple validities of a new inventory. Paper presented at the Taiwanese Psychological Association annual meeting, Taipei.

20

Jiang, D, Y., & Shen, C. T. (2003). The power of shared mental models on knowledge sharing: Investigating the moderating effect of personality. Paper presented at the 7th International Conference of the Decision Sciences Institute, Shanghai, China.

21

Shen, C. T., & Huang, M. P. (2003). The power of shared mental model on knowledge sharing: Investigating the moderating effects of personality trait and personality similarity between team members. Paper presented at the Taiwanese Psychological Association annual meeting, Taipei.

22

Huang, M. P., Shen, C. T., Chen, H. Y., Cheng, B. S., & Chou, L. F. (2003). What matters on team effectiveness: Investigating the comparative effects of guanxi, relational demography, and value-fit. Paper presented at the Taiwanese Psychological Association annual meeting, Taipei.

 


 

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