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l Šâ“c‹Åˆę •Ō (1997)C

wæ•ĻEƒIƒvƒVƒ‡ƒ“Žsę‚ĖŒv—Ę•ŠÍx Œcœä‹`m‘åŠwo”ʼnï

l ‹āŽq WE“c‘šŽŸ˜N •ŌC

w‘đŠQ•ÛŒŊ“Ɛč‹ÖŽ~–@x Œcœä‹`m‘åŠwo”ʼnï

l ’†“‡—ēME‹g‰ŠŠŪŽĄ •Ō (1997)C

wŽĀØŒoÏŠw•ŠÍ‚ĖŠî‘bx Œcœä‹`m‘åŠwo”ʼnï

l Ž“‡•ü”V •Ō (2000)C

w’†‘‚ĖŠÂ‹Ŧ–â‘č ŒĪ‹†‚ÆŽĀ‘H‚Ė“ú’†ŠÖŒWx Œcœä‹`m‘åŠwo”ʼnï

l ēX”g—kŽqE–Ø‘š•ŸŽ •Ō (2000)C

wƒAƒWƒA’nˆæŒoÏ‚ĖÄ•ŌŽx Œcœä‹`m‘åŠwo”ʼnï

l ’Đ‘qŒ[ˆę˜YE‘ŒĐ@‹ÏEa‰š‰ëŽqE’†‘š­’jE’†–ė@—@EŽÂč”ü‹ME˜h’Öū—RE

‹g‰ŠŠŪŽĄ (2001)C

wŠÂ‹Ŧ•ŠÍ—pŽY‹Æ˜AŠÖ•\x Œcœä‹`m‘åŠwo”ʼnï

l ‰Ī@ÝŽ (2001)C

w’†‘‚ĖŒoÏŽ’· ’nˆæ˜AŠÖ‚Ɛ­•{‚Ė–ðŠ„x Œcœä‹`m‘åŠwo”ʼnï

l ŽR“c’C—Y •Ō (2001)

wĒ“Ī’YĢŽĀŒą‚Æ’†‘‚ĖŠÂ‹Ŧ–â‘č āc—zŽs^Ž“sŽs‚É‚Ļ‚Ŋ‚éƒP[ƒXEƒXƒ^ƒfƒBx

Œcœä‹`m‘åŠwo”ʼnï





ŽY‹ÆŒĪ‹†Š‘I‘

l ’Ō‘š˜a—C (1998)C

wŽ‘ŽY‰ŋŠi‚ÆŒoÏ­ôx “Œ—mŒoÏV•ņŽÐ

l Ž”öŒbˆę˜YE‹{“ā ŠÂ (1998)C

w˜J“­Žsę‚Ė‡ˆĘ‹Ïtx “Œ—mŒoÏV•ņŽÐ


‘gDŒĪ‹†ƒVƒŠ[ƒY

No.1 ‚”öŪ“ņ˜Y (1998)C

wThe Multidimensionality of Organizational Commitment

\\ ‘gDƒRƒ~ƒbƒgƒƒ“ƒg‚Ė‘―ŽŸŒģŦ \\ x Œcœä‹`m‘åŠwo”ʼnï

No.2 äï m Žāi1999jC

wƒvƒƒtƒFƒbƒVƒ‡ƒiƒ‹‚ĖŒĪ‹†Ž‰Ę‚ĖŒˆ’č—vˆöx Œcœä‹`m‘åŠwo”ʼnï

No.3 Î“c ‰p•v (1999)C

gJapanese Human Resource Management \\

International Perspectivesh Œcœä‹`m‘åŠwo”ʼnï







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