人才為企業之重要戰略資源，亦為企業價值之主要創造者，故員工工作敬業一直為組織關注之焦點。為促使員工專注於組織成長，滿足其需求與期望日益顯得重要。在此背景下，以人為本之員工體驗遂成為關鍵要素，其中涵蓋科技環境、物理空間與文化環境三個構面。因此，本研究以員工體驗為核心，探討不同工作環境對個人工作適配與工作敬業之影響，並進一步檢視員工決策參與作為調節變項，對員工對工作環境的整體感知以及員工與工作之間的契合度帶來何種影響。

本研究以「台灣地區企業，入職超過三個月之正式員工」為研究對象，採線上問卷形式進行資料搜集，並回收326份有效問卷。經由信效度分析、敘述統計與相關分析和迴歸分析後，研究結果顯示：（一）員工體驗之科技、物理空間與文化環境皆對工作敬業具有正向影響。（二）員工體驗之科技、物理空間與文化環境皆能有效預測員工主觀知覺個人工作適配。（三）個人工作適配在員工體驗與工作敬業之間具有中介效果。（四）員工決策參與與員工體驗和個人工作適配具有顯著正相關，但不具調節作用。本研究遂基於以上研究發現，提出相關實務意涵與管理建議，期能作為組織營造優質員工體驗、提升員工工作敬業之參考依據。

Talent is a critical strategic resource for enterprises and a primary creator of organizational value. As a result, Employee Engagement has long been a focal point of organizational attention. To enable employees to focus on driving organizational growth, meeting their needs and expectations has become increasingly important. Against this backdrop, Employee Experience, which is human-centered, has emerged as a key factor. Employee Experience can be categorized into three dimensions: technological environment, physical environment, and cultural environment. Therefore, this study centers on Employee Experience and examines how the three work environments influence Person-Job Fit and Employee Engagement. Furthermore, it analyzes Employee Participation in Decision Making as a moderating variable, exploring its impact on employees' overall perception of the work environment and their fit with the job.

This study surveyed formal employees in Taiwan who had been employed for more than three months, and data were collected via an online questionnaire, with 326 valid responses. After conducting reliability and validity analysis, descriptive statistics, correlation analysis, and hypothesis testing, the results are as follows: (1) The technological, physical, and cultural environments of Employee Experience all have a positive impact on Employee Engagement. (2) The technological, physical, and cultural environments of Employee Experience can effectively predict employees' subjective perceptions of Person-Job Fit. (3) Person-Job Fit mediates the relationship between Employee Experience and Employee Engagement. (4) Employee Participation in Decision Making is significantly positively correlated with both Employee Experience and Person-Job Fit but does not have a moderating effect. Based on the research findings, this study offers practical implications and management recommendations to assist organizations in enhancing Employee Experience and promoting greater Employee Engagement.

中文文獻
呂佳茹、涂嘉峪（2008）。運用關係行銷及社會交換理論建構影響加盟連鎖關係之模式－以加盟總部觀點為例。明新學報，34（1），171-193。https://doi.org/10.29688/MHJ.200802.0012
余明助、陳婉青、洪啟強（2014）。正向心理資本、工作敬業、服務氣候與服務導向組織公民行為之研究--以電信產業門市人員為例。服務業管理評論，11，25-42。
周文賢（2002）。多變量統計分析：SAS/STAT使用方法。台北：智勝。
紀乃文、陳皓怡、楊美玉、鄭妃君、蔡維奇（2008）。個人－工作適配量表發展：多元構面觀點。管理學報，25（5），577-598。https://doi.org/10.6504/JOM.2008.25.05.06
莊璦嘉、林惠彥（2005）。個人與環境適配對工作態度與行為之影響。台灣管理學刊，5（1），123-148。https://doi.org/10.6295/TAMJ.2005.0501.05
徐文翠（2015）。職場友誼對敬業貢獻之關係－以金融儲備幹部為例。科技與人力教育季刊，2（2），46-60。https://doi.org/10.6587/JTHRE.2015.2(2).4
陳殷哲、魏俊安（2022）。工作敬業之統合分析研究。科技與人力教育季刊，8（3），1-25。https://doi.org/10.6587/JTHRE.202203_8(3).0001
張偉豪、鄭時宜（2012）。與結構方程模型共舞：曙光初現。新北市：前程文化。
張瑞芸（2019）。員工體驗與工作敬業關係之研究_以關係型心理契約為中介變項。〔碩士論文〕。http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=106457027
彭台光、高月慈、林鉦棽（2006）。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（1），77-98。
劉敏熙、張育銘（2011）。承諾型人力資源管理實務與工作生活平衡之關係組織氣候的中介效果。第14屆科際整合管理研討會。
劉敏熙（2017）。承諾型人資源管理系統與團隊績效：不同理論觀點的多層次實證研究。中央研究院人文社會科學研究中心調查研究專題中心學術調查研究資料庫。https://doi.org/10.6141/TW-SRDA-E10344-1
應愛（2024）。個人－工作適配、工作滿意度與留任意願之關聯性研究－以醫療從業人員為例。管理資訊計算，13（2），252-261。https://doi.org/10.6285/MIC.202409_13(2).0020
顏弘欽（2022）。教師知覺組織支持對教師組織公民行為之影響：情感性組織承諾與工作敬業的中介效果。教育行政論壇，12（1），49-68。https://www.airitilibrary.com/Article/Detail?DocID=P20161017001-202212-202212280007-202212280007-49-68
Ruby Liu MY（2024）。什麼是決策疲勞（decision fatigue）？你有選擇困難嗎？心導遊。https://www.jcthplus.org/article/what-is-decision-fatigue
Y Chen（2023）。麥肯錫：敬業度偏低的員工，讓企業每年損失3億美元！該怎麼讓他們重燃熱情？經理人。https://www.managertoday.com.tw/articles/view/67587?utm_source=copyshare
 
英文文獻
Ahamed, F., & Hassan, A. (2014). Supervisory behaviour and employee work engagement: Interpersonal and institutional trust as mediator. Journal for Global Business Advancement, 7(2), 112–124.
Ali, A. S., Chua, S. J. L., & Lim, M. E.-L. (2015). The effect of physical environment comfort on employees’ performance in office buildings: A case study of three public universities in Malaysia. Structural Survey, 33(4/5), 294–308. https://doi.org/10.1108/SS-02-2015-0012
Aliyu, A. U. (2019). Effect of employee participation in decision making in an organization performance. International Journal of Economics & Business, 3(2), 255–275.
Arthur, M. B. (1994). The boundaryless career: A new perspective for organizational inquiry. Journal of Organizational Behavior, 15(4), 295–306. https://doi.org/10.1002/job.4030150402
Arthur, J. B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37(3), 670–687. https://doi.org/10.2307/256705
Avolio, B. J., Yammarino, F. J., & Bass, B. M. (1991). Identifying common methods variance with data collected from a single source: An unresolved sticky issue. Journal of Management, 17(3), 571–587.
Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328. https://doi.org/10.1108/02683940710733115
Bakker, A. B., & Schaufeli, W. B. (2008). Positive organizational behavior: Engaged employees in flourishing organizations [Editorial]. Journal of Organizational Behavior, 29(2), 147–154. https://doi.org/10.1002/job.515
Bentler, P. M. (1990). Comparative fit indexes in structural models. Psychological Bulletin, 107(2), 238–246.
Blau, P. M. (1964). Exchange and power in social life. Wiley.
Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875–884. https://doi.org/10.1037/0021-9010.87.5.875
Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and changing organizational culture: Based on the competing values framework (3rd ed.). Addison-Wesley.
Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64(1), 89–136. https://doi.org/10.1111/j.1744-6570.2010.01203.x
Chhabra, B. (2015). Person-job fit: Mediating role of job satisfaction and organizational commitment. Indian Journal of Industrial Relations, 50(4), 638–651. http://www.jstor.org/stable/24547010
Chiaburu, D. S., & Harrison, D. A. (2008). Do peers make the place? Conceptual synthesis and meta-analysis of coworker effects on perceptions, attitudes, OCBs, and performance. Journal of Applied Psychology, 93(5), 1082–1103. https://doi.org/10.1037/0021-9010.93.5.1082
Collins, C. J., & Smith, K. G. (2006). Knowledge exchange and combination: The role of human resource practices in the performance of high technology firms. Academy of Management Journal, 49(3), 544–560. https://doi.org/10.5465/AMJ.2006.21794671
Deloitte Development LLC. (2017). 2017 Deloitte global human capital trends: Rewriting the rules for the digital age. Deloitte. https://www2.deloitte.com/
DeNisi, A. S., Wilson, M. S., & Biteman, J. (2014). Research and practice in HRM: A historical perspective. Human Resource Management Review, 24(3), 219–231. https://doi.org/10.1016/j.hrmr.2014.03.004
Denison, D. R. (1990). Corporate culture and organizational effectiveness. Wiley.
Dery, K., Sebastian, I. M., & van der Meulen, N. (2017). The digital workplace is key to digital innovation. MIS Quarterly Executive, 16(2), 135–152. https://aisel.aisnet.org/misqe/vol16/iss2/4
Erkmen, E. (2018). Managing your brand for employees: Understanding the role of organizational processes in cultivating employee brand equity. Administrative Sciences, 8(3), 52. https://doi.org/10.3390/admsci8030052
Eldor, L., & Harpaz, I. (2016). A process model of employee engagement: The learning climate and its relationship with extra-role performance behaviors. Journal of Organizational Behavior, 37(2), 213–235. https://doi.org/10.1002/job.2037
Elele, J., & Fields, D. (2010). Participative decision making and organizational commitment: Comparing Nigerian and American employees. Cross Cultural Management: An International Journal, 17(4), 368–392. https://doi.org/10.1108/13527601011086586
Erickson, R. J. (2005). Why emotion work matters: Sex, gender, and the division of household labor. Journal of Marriage and Family, 67(2), 337–351. https://doi.org/10.1111/j.0022-2445.2005.00120.x
Farndale, E., & Kelliher, C. (2013). Implementing performance appraisal: Exploring the employee experience. Human Resource Management, 52(6), 879–897. https://doi.org/10.1002/hrm.21575
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50.
Garanov, D. (2024, April 5). Mastering skills with play: The fusion of gaming and learning in Black Belt gamification. Cisco Blogs. https://blogs.cisco.com/partner/mastering-skills-with-play-the-fusion-of-gaming-and-learning-in-black-belt-gamification
Glew, D. J., O'Leary-Kelly, A. M., Griffin, R. W., & Van Fleet, D. D. (1995). Participation in organizations: A preview of the issues and proposed framework for future analysis. Journal of Management, 21(3), 395–421. https://doi.org/10.1177/014920639502100302
Hackman, J. R. (1980). Work redesign and motivation. Professional Psychology, 11(3), 445–455. https://doi.org/10.1037/0735-7028.11.3.445
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis (7th ed.). Pearson.
Hamid, S. N. A., & Yahya, K. K. (2016). Mediating role of work engagement on the relationship between person-job fit and employees’ retention: Evidence from semiconductor companies in northern region of Malaysia. International Review of Management and Marketing, 6(S7), 187–194.
Harley, B., Allen, B., & Sargent, L. (2007). High performance work systems and employee experience of work in the service sector: The case of aged care. British Journal of Industrial Relations, 45(3), 607–633. https://doi.org/10.1111/j.1467-8543.2007.00630.x
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87, 268–279.
Hayes, A. F. (2013). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. Guilford Press.
IBM. (n.d.). How to improve employee experience—and your bottom line. IBM. https://www.ibm.com/think/insights/how-to-improve-employee-experience-and-your-bottom-line
Islam, T., Ahmad, R., Ahmed, I., & Ahmer, Z. (2019). Police work-family nexus, work engagement and turnover intention: Moderating role of person-job-fit. Policing: An International Journal, 42(5), 739–750. https://doi.org/10.1108/PIJPSM-09-2018-0138
Islam, T., & Tariq, J. (2018). Learning organizational environment and extra-role behaviors: The mediating role of employee engagement. Journal of Management Development, 37(3), 258–270. https://doi.org/10.1108/JMD-01-2017-0039
Jöreskog, K. G., & Sörbom, D. (1989). LISREL 7: A guide to the program and applications. SPSS.
Roald, J., & Edgren, L. (2001). Employee experience of structural change in two Norwegian hospitals. International Journal of Health Planning and Management, 16(4), 311–324. https://doi.org/10.1002/hpm.643
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724. https://doi.org/10.2307/256287
Karanges, E., Johnston, K., Beatson, A., & Lings, I. (2015). The influence of internal communication on employee engagement: A pilot study. Public Relations Review, 41, 129–131. https://doi.org/10.1016/j.pubrev.2014.12.003
Kumar, S. D. N. (2023, October 24). Play and learn: Exploring the power of gamification in employee learning and development. eLearning Industry. https://elearningindustry.com/play-and-learn-exploring-the-power-of-gamification-in-employee-learning-and-development
Kompaso, S. M., & Sridevi, M. S. (2010). Employee engagement: The key to improving performance. International Journal of Business and Management, 5, 89–98.
Krishnan, R., Loon, K. W., Ahmad, N. A. F., Alias, N. E., Othman, R., & Kanchymalay, K. (2023). The relationship between person-job fit, employee engagement and turnover intention: A proposed framework. Information Management and Business Review, 15(4(SI)I), 214–218. https://doi.org/10.22610/imbr.v15i4(SI)I.3595
Kristof-Brown, A. L. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1–49. https://doi.org/10.1111/j.1744-6570.1996.tb01790.x
Kristof-Brown, A. L., Jansen, K. J., & Colbert, A. E. (2002). A policy-capturing study of the simultaneous effects of fit with jobs, groups, and organizations. Journal of Applied Psychology, 87(5), 985–993. https://doi.org/10.1037/0021-9010.87.5.985
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals' fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58, 281–342. https://doi.org/10.1111/j.1744-6570.2005.00672.x
Lawler, E. E. (1986). High-involvement management: Participative strategies for improving organizational performance. Jossey-Bass.
Lazarevic, S. P. (2001). Personnel selection fuzzy model. International Transactions in Operational Research, 8(1), 89–105. https://doi.org/10.1111/1475-3995.00008
Lesener, T., Gusy, B., Jochmann, A., & Wolter, C. (2019). The drivers of work engagement: A meta-analytic review of longitudinal evidence. Work & Stress, 34(3), 259–278. https://doi.org/10.1080/02678373.2019.1686440
Rasca, L. (2018). Employee experience: An answer to the deficit of talents, in the fourth industrial revolution. Qual - Access to Success, 19(S3), 9–14.
Mambula, C. J., Francis, F., & Zirra, C. T. O. (2021). Effect of employee involvement in decision making and organization productivity. Archives of Business Research, 9(3), 28–34. https://doi.org/10.14738/abr.93.9848
Macey, W. H., & Schneider, B. (2008). The meaning of employee engagement. Industrial & Organizational Psychology, 1(1), 3–30. https://doi.org/10.1111/j.1754-9434.2007.0002.x
Maeran, R., & Cangiano, F. (2013). Flow experience and job characteristics: Analyzing the role of flow in job satisfaction. TPM-Testing, Psychometrics, Methodology in Applied Psychology, 20(1), 13–26.
Macky, K., & Boxall, P. (2008). Employee experiences of high-performance work systems: An analysis of sectoral, occupational, organisational and employee variables. New Zealand Journal of Employment Relations, 33(1), 1–16.
Maylett, T., Matthew, M., & Patterson, K. (2017). The employee experience: How to attract talent, retain top performers, and drive results. John Wiley & Sons.
McCoy, J. M., & Evans, G. W. (2005). Physical work environment. In J. Barling, E. K. Kelloway, & M. R. Frone (Eds.), Handbook of work stress (pp. 219–245). Sage.
McNulty, J. (2018). High-tech workplace tools are key to winning the war for talent. Strategic HR Review, 17(4), 176–180. https://doi.org/10.1108/SHR-05-2018-0033
Morgan, J. (2017). The employee experience advantage: How to win the war for talent by giving employees the workspaces they want, the tools they need, and a culture they can celebrate. John Wiley & Sons.
Kamarulzaman, N., Saleh, A. A., Hashim, S. Z., Hashim, H., & Abdul-Ghani, A. A. (2011). An overview of the influence of physical office environments towards employee. Procedia Engineering, 20, 262–268. https://doi.org/10.1016/j.proeng.2011.11.164
Noah, Y. (2008). A study of worker participation in management decision making within selected establishments in Lagos, Nigeria. Journal of Social Science, 17, 31–39. https://doi.org/10.1080/09718923.2008.11892631
Nicholas, T. W., & Erakovic, R. (2013). Authentic leadership and implicit theory: A normative form of leadership. Leadership & Organization Development Journal, 34, 182–195. https://doi.org/10.1108/01437731311321931
Nielsen, K., Nielsen, M. B., Ogbonnaya, C., Känsälä, M., Saari, E., & Isaksson, K. (2017). Workplace resources to improve both employee well-being and performance: A systematic review and meta-analysis. Work & Stress, 31, 101–120. https://doi.org/10.1080/02678373.2017.1304463
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2003). Human resource management: Gaining a competitive advantage (4th ed.). McGraw-Hill/Irwin.
Nzewi, H. N., Augustine, A., Mohammed, I., & Godson, O. (2021). Physical work environment and employee performance in selected brewing firms in Anambra State, Nigeria. Journal of Good Governance and Sustainable Development in Africa, 4(2), 131–145. https://journals.rcmss.com/index.php/jggsda/article/view/396
Obakan, M., & Erkuş, A. (2020). The moderating role of psychological capital on the relation of person-job fit to work engagement: A research on private sector employees. Erciyes Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 49, 235–245.
Ogu, S. J. (2024). Employee participation in decision-making and organizational commitment: A study of modern organizations. Journal of Commerce Management and Tourism Studies, 3(1), 55–64. https://doi.org/10.58881/jcmts.v3i1.208
Oh, I. S., Guay, R. P., Kim, K., Harold, C. M., Lee, J. H., Heo, C. G., & Shin, K. H. (2014). Fit happens globally: A meta-analytic comparison of the relationships of person-environment fit dimensions with work attitudes and performance across East Asia, Europe, and North America. Personnel Psychology, 67(1), 99–152. https://doi.org/10.1111/peps.12026
O’Reilly, A. A. III (1977). Personality-job fit: Implications for individual attitudes and performance. Organizational Behavior and Human Performance, 18, 36-46.
Panneerselvam, S., & Balaraman, K. (2022). Employee experience: The new employee value proposition. Strategic HR Review, 21(6), 201–207. https://doi.org/10.1108/SHR-08-2022-0047
Parent-Thirion, A., Biletta, I., Demetriades, S., Gallie, D., & Zhou, Y. (2020). How does employee involvement in decision-making benefit organizations? Eurofound.
Plaskoff, J. (2017). Employee experience: The new human resource management approach. Strategic HR Review, 16(3), 136–141.
Podsakoff, P. M., & Organ, D. W. (1986). Self-reports in organizational research: Problems and prospects. Journal of Management, 12(4), 531–544. https://doi.org/10.1177/014920638601200408
Rayton, B., Yalabik, Z. Y., & Rapti, A. (2019). Fit perceptions, work engagement, satisfaction and commitment. Journal of Managerial Psychology, 34(6), 401–414. https://doi.org/10.1108/JMP-02-2018-0074
Rich, B. L., LePine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53, 617–635.
Rothausen, T. J., & Henderson, K. E. (2019). Meaning-based job-related well-being: Exploring a meaningful work conceptualization of job satisfaction. Journal of Business and Psychology, 34(3), 357–376. https://doi.org/10.1007/s10869-018-9545-x
Rothbard, N. P. (2001). Enriching or depleting? The dynamics of engagement in work and family roles. Administrative Science Quarterly, 46(4), 655–684. https://doi.org/10.2307/3094827
Salehzadeh, R., & Ziaeian, Y. (2024). Decision making in human resource management: A systematic review of the applications of analytic hierarchy process. Frontiers in Psychology, 15. https://doi.org/10.3389/fpsyg.2024.1400772
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619. http://dx.doi.org/10.1108/02683940610690169
Saks, A., & Gruman, J. A. (2014). Making organizations more effective through organizational socialization. Journal of Organizational Effectiveness: People and Performance, 1(3), 261–280.
Sawyer, K. (2021, March 14). What is person-job fit and why does it matter? Workrbeeing. https://workrbeeing.com/2021/03/14/personjobfit/
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two-sample confirmatory factor analytic approach. Journal of Happiness Studies: An Interdisciplinary Forum on Subjective Well-Being, 3(1), 71–92. https://doi.org/10.1023/A:1015630930326
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293–315. https://doi.org/10.1002/job.248
Schein, E. H. (1992). Organizational culture and leadership (2nd ed.). Jossey-Bass.
Scott-Ladd, B., & Marshall, V. (2004). Participation in decision making: A matter of context? Leadership & Organization Development Journal, 25(8), 646–662. https://doi.org/10.1108/01437730410564988
Shaari, R., Sarip, A., & Ramadhinda, S. (2022). A study of the influence of physical work environments on employee performance. International Journal of Academic Research in Business and Social Sciences, 12(12), 1734–1742. https://doi.org/10.6007/IJARBSS/v12i12/15975
Silverthorne, C. (2004). The impact of organizational culture and person-organization fit on organizational commitment and job satisfaction in Taiwan. Leadership & Organization Development Journal, 25(7), 592–599. https://doi.org/10.1108/01437730410561477
Tierney, J. (2011, August 17). Do you suffer from decision fatigue? The New York Times Magazine. Retrieved March 20, 2025, from https://www.nytimes.com/2011/08/21/magazine/do-you-suffer-from-decision-fatigue.html
Triantafillidou, E., & Koutroukis, T. (2022). Human resource management, employee participation, and European works councils: The case of the pharmaceutical industry in Greece. Societies, 12(6), 167. https://doi.org/10.3390/soc12060167
Valverde-Moreno, M., Torres-Jiménez, M., Lucia-Casademunt, A. M., & Pacheco-Martínez, A. M. (2021). Do national values of culture and sustainability influence direct employee PDM levels and scope? The search for a European answer. Sustainability, 13, 8016. https://doi.org/10.3390/su13148016
Van Vianen, A. E., Shen, C. T., & Chuang, A. (2011). Person-organization and person-supervisor fits: Employee commitments in a Chinese context. Journal of Organizational Behavior, 32(6), 906–926. https://doi.org/10.1002/job.726
Vroom, V. H. (1964). Work and motivation. Wiley.
Wall, T. D., & Lischeron, J. A. (1977). Worker participation: A critique of the literature and some fresh evidence. McGraw-Hill.
Walton, R. A. (1985). From control to commitment in the workplace. Harvard Business Review, 63(2), 77–84.
Warr, P., & Inceoglu, I. (2012). Job engagement, job satisfaction, and contrasting associations with person-job fit. Journal of Occupational Health Psychology, 17(2), 129–138. https://doi.org/10.1037/a0026859
Yildiz, D., Temur, G., Beskese, A., & Bozbura, F. (2020). Evaluation of positive employee experience using hesitant fuzzy analytic hierarchy process. Journal of Intelligent & Fuzzy Systems, 38(1), 1043–1058. http://dblp.unitrier.de/db/journals/jifs/jifs38.html#YildizTBB20