김병직 (2014). 기업의 선한 행위는 조직 구성원들에게 어떠한 영향을 미치는가?: 지각된 기업의 사회적 책임과 조직 동일시 사이의 조직 신뢰의 매개효과, 그리고 진정성 리더십의 조절효과 연구. 사회적 기업 연구, 7, 37-66.

Alderfer, C. (1972). Existence, relatedness & growth. New York, NY: Free Press.

Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103, 411-423.

Aguilera, R. V., Rupp, D. E., Williams, C. A., & Ganapathi, J. (2007). Putting the S back in corporate social responsibility, A multilevel theory of social change in organizations. Academy of Management Review, 32, 836-863.

Aguinis, H., & Glavas, A. (2012). What we know and don’t know about corporate social responsibility: A review and research agenda. Journal of Management, 38, 932-968.

Armeli, S., Eisenberger, R., Fasolo, P., & Lynch, P. (1998). Perceived organizational support and police performance: The moderating influence of socioemotional needs. Journal of Applied Psychology, 83, 288-297.

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, 267-285.

Ashforth, B. E., Harrison, S. H., & Corley, K. G. (2008). Identification in organizations: An examination of four fundamental questions. Journal of Management, 34, 325-374.

Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization”, Academy of Management Review, 14, 20-39.

Bauman, C. W., & Skitka, L. J. (2012). Corporate social responsibility as a source of employee satisfaction. Research in Organizational Behavior, 32, 63-86.

Baumeister, R. F. (1991). Work, work, work, work. Meanings of Life. New York: The Guilford Press.

Baumeister, R. F., & Vohs, K. D. (2002). The pursuit of meaningfulness in life. In C. R. Snyder & S. J. Lopez (Eds.), The handbook of positive psychology (pp.608-618). New York: Oxford University Press.

Blau, P. M. (1964). Exchange and power in social life. New York: Wiley.

Brammer, S., Millington, A., & Rayton, B. (2007). The contribution of corporate social responsibility to organizational commitment. International Journal of Human Resource Management, 18, 1701-1719.

Brief, A. P., & Nord, W. R. (1990). Work and meaning: Definitions and interpretations. In A. P. Brief & W. R. Nord (Eds.), Meanings of occupational work (pp.1-19). Lexington, MA: Lexington Books.

Browne, M. W., & Cudeck, R. (1993). Alternative ways of assessing model fit. In K. A. Bollen & J. S. Long (Eds.), Testing structural equation model (pp.136-162). Newbury Park, CA: Sage.

Bunderson, J. S., & Thompson, J. A. (2009). The call of the wild: Zookeepers, callings, and the double-edged sword of deeply meaningful work. Administrative science quarterly, 54, 32-57.

Cardador, M. T. (2009). Banking on meaningful work: How, why and when bankers experience meaningful work through helping others. Doctoral dissertation, University of Illinois.

Carroll, A. B. (1999). Corporate social responsibility. Business & Society, 38, 268-295.

Chambers, E. G., Foulon, M., Handfield-Jones, H., Hankin, S. M., & Michaels, E. G., III (1998). The war for talent. The McKinsey Quarterly, 3, 44-57.

Collins, J. C., & Porras, J. I. (1991). Organizational vision and visionary organizations. California Management Review, 37, 30-52.

Collins, J. C., & Porras, J. I. (1996). Building your company’s vision. Harvard Business Review, 74, 65-77.

Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational images and member identification. Administrative Science Quarterly, 39, 239-263.

Ellemers, N., De Gilder, D., & Haslam, S.A. (2004). Motivating individuals and groups at work: A social identity perspective on leadership and group performance. Academy of Management Review, 28, 459-478.

Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86, 42-51.

Eisenberger, R., Cotterell, N., & Marvel, J. (1987). Reciprocation ideology. Journal of Personality and Social Psychology, 53, 743-750.

Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 82, 812-820.

Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500-507.

Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25, 161-178.

Gecas, V. (1991). The self-concept as a basis for a theory of motivation. In J. A. Howard & P. L. Callero (Eds.), The self-society dynamic: Cognition, emotion, and action (pp.171-187). New York: Cambridge University Press.

Farooq, O., Payaud, M., Merunka, D., & Valette-Florence, P. (2014). The impact of corporate social responsibility on organizational commitment: Exploring multiple mediation mechanisms. Journal of Business Ethics, 125, 563-580.

Frankl, V. E. (1959). Man’s search for meaning. Boston: Beacon Press.

Gergen, K. J. (1969). The psychology of behavior exchange. Reading, MA: Addison Wesley Publishing Company.

Grant, A. M. (2007). Relational job design and the motivation to make a prosocial difference. Academy of Management Review, 32, 393-417.

Grant, A. M., Campbell, E. M., Chen, G., Cottone, K., Lapedis, D., & Lee, K. (2007). Impact and the art of motivation maintenance: The effects of contact with beneficiaries on persistence behavior. Organizational Behavior and Human Decision Processes, 103, 53-67.

Greil, A. L., & Rudy, D. R. (1983). Conversion to the world view of alcoholics anonymous: A refinement of conversion theory. Qualitative Sociology, 6, 5-28.

Greil, A. L., & Rudy, D. R. (1984). Social cocoons: Encapsulation and identity transformation in organizations. Sociological Inquiry, 54, 260-278.

Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16, 250-279.

Hackman, J. R., & Oldham, G. R. (1980). Work redesign. Reading. MA: Addison-Wesley.

Harrison, D. A., Newman, D. A., & Roth, P. L. (2006). How important are job attitudes? Meta-analytic comparisons of integrative behavioral outcomes and time sequences. Academy of Management Journal, 49, 305-325.

Haslam, S. A. (2001). Psychology in organizations: The social identity approach. London: Sage.

Hu, L., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6, 1-55.

Judge, T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K. (2001). The job satisfaction–job performance relationship: A qualitative and quantitative review. Psychological Bulletin, 127, 376-407.

Kim, H. R., Lee, M., Lee, H. T., & Kim, N. M. (2010). Corporate social responsibility and employee-company identification. Journal of Business Ethics, 95, 557-569.

Kluckhohn, C. (1951). Values and value- orientations in the theory of action: An exploration in definition and classification. In T. Parsons & E. Shils (Eds.), Toward a general theory of action (pp.388-433). Cambridge, MA: Harvard University Press.

Kluckhohn, F. R., & Strodtbeck, F. L. (1961). Variations in value orientations. Evanston, IL: Row Peterson & Co.

Kreiner, G. E., & B. E. Ashforth (2004). Evidence toward an expanded model of organizational identification. Journal of Organizational Behavior, 25, 1-27.

Locke, E. A., & Taylor, M. S. (1990). Stress, coping, and the meaning of work. In A. P. Brief &W. R. Nord (Eds.), Meanings of occupational work (pp.135-170). Lexington: Lexington Books.

Lofland, J., & Stark, R. (1965). Becoming a world-saver: A theory of conversion to a deviant perspective. American Sociological Review, 30, 862-874.

Mael, F. A., & B. E. Ashforth (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13, 103-123.

Margolis, J. D., & Walsh, J. P. (2003). Misery loves companies: Rethinking social initiatives by business. Administrative Science Quarterly, 48, 268-305.

Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50, 370–396.

Maslow, A. H. (1954). Motivation and personality. New York, NY: Harper.

Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108, 171- 194.

McWilliams, A., & Siegel, D. (2001). Corporate social responsibility: A theory of the firm perspective. Academy of Management Review, 26, 117-127.

Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and Application. Thousand Oaks, CA: Sage.

Molm, L. D., Collett, J. L., & Schaefer, D. R. (2007). Building solidarity through generalized exchange: A theory of reciprocity. American Journal of Sociology, 113, 205-242.

Müller, K., Hattrup, K., Spiess S.-O., & Lin-Hi, N. (2012). The effects of corporate social responsibility on employees’ affective commitment: A cross-cultural investigation. Journal of Applied Psychology, 97, 1186-1200.

Nord, W. R., Brief, A. P., Atieh, J. M., & Doherty, E. M. (1988). Work values and the conduct of organizational behavior. In Staw, B. M., & Cummings, L. L. Eds. Research in Organizational Behavior. Vol. 10 (pp.1-42). Greenwich, CT: JAI Press.

Orlitzky, M., & Benjamin, J. D. (2001). Corporate social performance and firm risk: A meta-analytic review. Business & Society, 40, 369-396.

Peloza, J. (2009). The challenge of measuring financial impacts from investments in corporate social performance. Journal of Management, 35, 1518-1541.

Pratt, M. (1998). To be or not to be: Central questions in organizational identification. In D. Whetten & P. Godfrey (Eds.), Identity in organizations: Developing theory through conversations. Thousand Oaks: Sage.

Pratt, M. G. (2000). The good, the bad, and the ambivalent: Managing identification among Amway distributors. Administrative Science Quarterly, 45, 456-493.

Pratt, M. G., & Ashforth, B. E. (2003). Fostering meaningfulness in working and at work. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive organizational scholarship: Foundations of a new discipline (pp.308-327). San Francisco, CA: Berrett-Koehler Publishers, Inc.

Pratt, M. G., Rockmann, K. W., & Kaufmann, J. B. (2006). Constructing professional identity: The role of work and identity learning cycles in the customization of identity among medical residents. Academy of Management Journal, 49, 235-262.

Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87, 698-714.

Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86, 825-836.

Riketta, M. (2005). Organizational identification: A meta-analysis. Journal of Vocational Behavior, 66, 358-384.

Riketta, M., & R. Van Dick (2005). Foci of attachment in organizations: A meta-analysis comparison of the strength and correlates of work-group versus organizational commitment and identification. Journal of Vocational Behavior, 67, 490-510.

Roberson, L. (1990). Functions of work meanings in organizations: Work meanings and work motivation. In A. P. Brief & W. R. Nord (Eds.), Meanings of occupational work (pp.107-134). Lexington: Lexington Books.

Rogers, C. (1959). A theory of therapy personality and interpersonal relationships as developed in the client-centered framework. In S. Koch (Ed.), Psychology: A study of a science. Vol. 3. Formulations of the person and the social context. New York, NY: McGraw Hill.

Rogers, C. (1961). On becoming a person: A therapist’s view of psychotherapy. London, UK: Constable.

Rosso, B. D., Dekas, K. H., & Wrzesniewski, A. (2010). On the meaning of work: A theoretical integration and review. Research in Organizational Behavior, 30, 91-127.

Rupp, D. E. (2011). An employee-centered model of organizational justice and social responsibility. Organizational Psychology Review, 1, 72-94.

Rupp, D. E., Williams, C. A., & Aguilera, R. V. (2010). Increasing corporate social responsibility through stakeholder value internalization (and the catalyzing effect of new governance): An application of organizational justice, self-determination, and social influence theories, In M. Schminke (Ed.), Managerial ethics: Managing the psychology of morality (pp.69-88). New York: Routledge.

Russel, D. W., Kahn, J. H., Spoth, R. S., & Altmaier, E. M. (1998). Analyzing data from experimental studies: A latent variable structural equation modeling approach. Journal of Counseling Psychology, 45, 18-29.

Salamon, S. D., & Robinson, S. L. (2008). Trust that binds: The impact of collective felt trust on organizational performance. Journal of Applied Psychology, 93, 593-601.

Schumacker, R. E. (1991). Relationship between multiple regression, path, factor, and LISREL analysis. Multiple Linear Regression Viewpoints, 18, 28-46.

Settoon, R. P., Bennett, N., & Liden, R. C. (1996). Social exchange in organizations: Perceived organizational support, leader-member exchange, and employee reciprocity. Journal of Applied Psychology, 81, 219-227.

Shrout, P. E., & Bolger, N. (2002). Mediation in experimental and nonexperimental studies: New procedures and rexommendations. Psychological Methods, 7, 422-445.

Smidts, A., Pruyn, A. H., & van Riel, C. B. M. (2001). The impact of employee communication and perceived external prestige on organizational identification. Academy of Management Journal, 49, 1051-1062.

Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of management Journal, 38, 1442-1465.

Spreitzer, G. M. (1996). Social structural characteristics of psychological empowerment. Academy of Management Journal, 39, 483-504.

Spreitzer, G. M., Sutcliffe, K. M., Dutton, J. E., Sonenshein, S.,& Grant, A. M. (2005). A socially embedded model of thriving at work. Organization Science, 16, 537-549.

Thompson, J. D. (1967). Organization in action. New York, NY: McGraw-Hill.

Turker, D. (2009). How corporate social responsibility influences organizational commitment. Journal of Business Ethics, 89, 189-204.

Van Dick, R. (2004). My job is my castle: Identification in organizational contexts, In C. L. Cooper & I. T. Robertson (eds.), International review of industrial and organizational psychology (pp.171-203). Chichester: Wiley.

Van Knippenberg, D. (2000). Work motivation and performance: A social identity perspective. Applied Psychology: An International Review, 49, 357-371.

Waddock, S. (2004). Parallel universes: Companies, academics, and the progress of corporate citizenship. Business and Society Review, 109, 5-42.

Waddock, S. A., & Graves, S. B. (1997). The corporate social performance-financial performance link. Strategic Management Journal, 18, 303-319.

Whitener, E. M. (1997). The impact of human resource activities on employee trust. Human Resource Management Review, 7, 389-404.

Whitener, E. M., Brodt, S. E., Korsgaard, M. A., & Jon, M. W. (1998). Managers as initiators of trust: an exchange relationship framework for understanding managerial trustworthy behavior. The Academy of Management Review, 23, 513-530.

Wrzesniewski, A., & Dutton, J. E. (2001). Crafting a job: Revisioning employees as active crafters of their work. Academy of Management Review, 26, 179-201.

Wrzesniewski, A., Dutton, J. E., & Debebe, G. (2003). Interpersonal sensemaking and the meaning of work. In Kramer, R. M., & Staw, B. M. Eds. Research in Organizational Behavior, 25, 93-135.

Wrzesniewski, A., McCauley, C., Rozin, P., & Schwartz, B. (1997). Jobs, careers, and callings: People’s relations to their work. Journal of Research in Personality, 31, 21-33.