|
毛筱艷、梁應平(2003) 。文化對於基層員工工作負荷過重、角色衝突、角色模糊與工作倦怠之影響研究。文大商管學報，8，55-78。http://dx.doi.org/10.30163/BR.200304.0004
王翊安、廖瑞原、林慧菁(2016)。探討不當督導對工作績效及工作家庭衝突的影響：勤勉性與合群性之干擾效果。人力資源管理學報，16(4)，81-102。http://dx.doi.org/ 10.6147/JHRM.2016.1604.04
方妙玲、劉博民(2016) 。員工自我導向學習與工作績效之關聯性研究。服務業管理評論，14，49-75。
李庭閣、張珈進、黃少宇、嚴國晉(2016)。家長式領導與部屬工作績效之關係：探討情緒勞動演出的中介效果。人力資源管理學報，16(3)，93-129。http://dx.doi.org/10.6147/JHRM.2016.1603.04
林家五、王悅縈、胡宛仙(2012)。真誠領導與仁慈領導對組織公民行為及主管忠誠之差異效果。本土心理學研究，38，205-256。http://dx.doi.org/10.6254/2012.38.205
周少凱、沈琬雯、王介楷(2015)。部門主管領導風格與領導效能對於員工工作績效之影響-以建設公司為例。嶺東學報，37，43-70。
邱皓政(2006)。量化研究與統計分析，五南圖書出版股份有限公司。
邱雅暖、張婉菁(2018)。真誠領導與服務導向組織公民行為之關係：結構方程模式分析。人力資源管理學報，18(2)，99-130。http://dx.doi.org/10.6147/JHRM.201812_18(2).0004
邱淳孝(2019) 。闇黑情緒：接納憤怒、憂鬱、焦慮、嫉妒、羞愧、絕望、恐懼，你會更茁壯與強大，寶瓶文化。
林姿葶(2019)。時間控制感對健康耗損歷程的調節效果：工作要求-資源理論之時間性觀點。人力資源管理學報，19(1)，73-99。http://dx.doi.org/10.6147/JHRM.201906_19(1).0004
房美玉、顏秀穎(2020)。感知高績效工作系統與工作績效之後設分析研究。管理評論，39(3)，1-27。http://dx.doi.org/10.6656/MR.202007_39(3).CNI001
侯望倫(1984)。工作壓力的實證研究：组織氣候、角色特性、人格特質與壓力症狀的關係。管理評論，3(3)，38-46。http://dx.doi.org/10.6656/MR.1984.3.3.CHI.38
科技部統計資料庫(2021) 。產業類別及家數統計，科技部統計資料庫。https://wsts.most.gov.tw/stsweb/sciencepark/ScienceParkReport.aspx?language=C&quyid=tqindustry01
陳淑玲、黃讌茹(2014)。轉換型領導對工作敬業心的影響歷程：心理資本與服務氣候之跨層次中介觀點。臺大管理論叢，25(1)，129-155。 http://dx.doi.org/10.6226/NTURM2014.JAN.R11057
陳彥君、沈其泰(2015)。檢驗主管認同與權力距離傾向對於真誠領導與服務品質之關係的效果。人力資源管理學報，15(1)，1-25。http://dx.doi.org/10.6147/JHRM.2015.1501.01
陳郁筠(2021)。台鐵員工工作敬業、顧客導向、服務行為關係之研究〔未發表之碩士論文，國立暨南國際大學諮商心理與人力資源發展學系終身學習與人力資源發展研究所〕，臺灣博碩士論文知識加值系統。
張婷婷、陸洛、黃睦芸(2011) 。工作負荷與工作行為之關聯：主動性人格為調節變項。台灣管理學刊，11(2)，177-195。
張偉豪、鄭時宜(2012)。與結構方程模型共舞：曙光初現·前程文化。
張珈進、費吳琛、藍烈廷(2016)。同時多工適配，敬業貢獻與工作績效之研究：個人環境適配觀點。管理學報，33(3)，419-441。http://dx.doi.org/10.6504/JOM.2016.33.03.02
國家發展委員會(2021)。110-112 年各重點產業欠缺人才之職類，國家發展委員會。https://ws.ndc.gov.tw/001/administrator/18/relfile/0/7272/8c47e0b6-8c2c-434f-9472-97d24b6ff5f9.pdf
梁欣光、林政安(2016)。真誠領導與員工道德行為：探討道德效能的中介效果與道德認定的調節效果。人力資源管理學報，16(1)，1-20。http://dx.doi.org/10.6147/JHRM.2016.1601.01
梁欣光、賴璽方、盧建中、陳柏勳(2021)。檢視知覺屈就與工作敬業及創新行為之關係：促進焦點特質之調節效果。管理學報，38 (1)，125-145。http://dx.doi.org/10.6504/JMBR.202103_38(1).0006
彭臺光、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。http://dx.doi.org/10.6504/JOM.2006.23.01.05
彭瑞振(2017)。真誠領導，團隊敬業貢獻，正向心理資本與員工創造力：一個跨層次的研究。人力資源管理學報，17(4)，37-60。http://dx.doi.org/10.6147/JHRM.201712_17(4).0002
黃新福、林興濱(2014)。組織變革認知對員工工作士氣及工作績效影響之研究：以K公司為例。管理資訊計算，3，54-76。
黃秀卿(2018)。應用日誌法探究餐飲業顧客無禮行為對服務人員情緒耗竭之影響：跨層次分析。觀光休閒學報，24(1)，1-38。http://dx.doi.org/10.6267/JTLS.201804_24(1).0001
黃識銘、范凱棠(2019)。師徒職涯功能對工作績效之影響：中介與干擾的混合影響。管理學報，36(1)，83-116。http://dx.doi.org/10.6504/JMBR.201903_36(1).0004
黃櫻美、蔡昀庭(2019)。幸福了，然後呢？從情感與認知觀點解釋幸福感與工作績效之關係。臺大管理論叢，29(3)，221-254。http://dx.doi.org/10.6226/NTUMR.201912_29(3).0007
鄒雅棓、李少仁、吳宗祐(2019)。從工作敬業到家庭敬業：溢出-橫向傳播模式之探討。人力資源管理學報，19(1)，1-26。http://dx.doi.org/10.6147/JHRM.201906_19(1).0001
楊君琦、黃淑芬、賴怡瑄(2019)。如何將工作壓力轉化為助力？員工建言與積極性人格的角色。人力資源管理學報，19(1)，53-72。 http://dx.doi.org/10.6147/JHRM.201906_19(1).0003
熊欣華、陳欽洲(2012)。自己人更優惠，或是更辛苦？領導部屬交換關係中的矛盾。人力資源管理學報，12(4)，29-52。http://dx.doi.org/10.6147/JHRM.2011.1204.02
劉和楨(2016)。護理主管的組織公平與護理人員的工作滿足及工作績效之研究。領導護理，7(2)，20-33。https://dx.doi.org/10.29494/LN.201606_17(2).0003
盧正宗(2019)。探討任務屬性，績效量度配適性對醫師工作績效之影響。中山管理評論，27(2)，327-377。http://dx.doi.org/10.6160/SYSMR.201906_27(2).0003
謝俊義(2010 )。HLM 多層次線性分析理論、方法與實務 ，鼎茂圖書。
簡忠仁、鄭伯壎、連玉輝(2019)。真誠崇拜或真誠感染？真誠領導的雙路徑模式。中華心理學刊，61(1)，1-23。http://dx.doi.org/10.6129/CJP.201903_61(1).0001
羅新興、周慧珍 (2006) 。組織成員知覺主管支持對其離職傾向之影響-探討工作負荷與成就動機之干擾作用。人力資源管理學報，6(4)，67-80。http://dx.doi.org/10.6147/JHRM.2006.0604.04
Avey, R. D., & Murphy, K. R. (1998). Performance evaluation in work setting. Annu. Rev. Psycho.,49 ,141-168. https://www.annualreviews.org/doi/10.1146/annurev.psych.49.1.141
Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F., & May, D. R.(2004a). Unlocking the mask:A look at the process by which authentic leaders’impact follower attitudes and behaviors. Leadership Quarterly,15(6),801–823. https://doi.org/10.1016/j.leaqua.2004.09.003
Avolio, B.J., Luthans, F. & Walumbwa, F.O. (2004b). Authentic Leadership: Theory Building for Veritable Sustained Performance.
Avolio, B. J. & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315-338. https://doi.org/10.1016/j.leaqua.2005.03.001
Avolio, B. J., Walumbwa, F. O., & Weber, T. J. (2009a). Leadership: Current theories, research, and future directions. Annual Review of Psychology, 60, 421-449. https://doi.org/10.1146/annurev.psych.60.110707.163621
Avolio, B. J., Reichard, R. J., Hannah, S. T., Walumbwa, F. O. & Chan, A. (2009b). A meta-analytic review of leadership impact research: Experimental and quasi-experimental studies. The Leadership Quarterly, 20(5), 764-784. https://doi.org/10.1016/j.leaqua.2009.06.006
Avey, J. B., Reichard, R. J., Luthans, F., & Mhatre, K. H. (2011). Meta‐analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance. Human Resource Development Quarterly, 22(2), 127-152. https://doi.org/10.1002/hrdq.20070
Alok, K. & Israel, D. (2012). Authentic leadership & work engagement. Indian Journal of Industrial Relations,47(3),498-510. https://www.jstor.org/stable/23267340
Azanza, G., Moriano, J. A. & Molero, F. (2013). Authentic leadership and organizational culture as drivers of employees’ job satisfaction. Revista de Psicología del Trabajo y de las Organizaciones, 29(2), 45-50. https://doi.org/10.5093/tr2013a7
Aryan, R. & Singh, A. (2015). Impact of Motivation and Recognition on Employee’s Performance: A Study on Public and Private Sector Banks in Punjab and Haryana. Global Journal of Management and Business Research. 15(13). https://www.journalofbusiness.org/index.php/GJMBR/article/view/1849
Amunkete, S. & Rothmann, S. (2015). Authentic leadership, psychological capital, job satisfaction and intention to leave in state-owned enterprises. Journal of Psychology in Africa, 25(4), 271-281. https://doi.org/10.1080/14330237.2015.1078082
Arici, H. E. (2018). Perceived supervisor support and turnover intention: Moderating effect of authentic leadership. Leadership & Organization Development Journal,39(7),899-913. https://doi.org/10.1108/LODJ-07-2018-0248
Allan, B. A., Duffy, R. D. & Collisson, B. (2018). Task significance and performance: Meaningfulness as a mediator. Journal of Career Assessment,26(1), 172-182. https://doi.org/10.1177/1069072716680047
Azanza, G., Gorgievski, M. J., Moriano, J. A., & Molero, F. (2018). Influencing salespeople’s work outcomes through authentic leadership. Leadership & Organization Development Journal,39(7),926-944. https://doi.org/10.1108/LODJ-05-2017-0113
Alkaabi, O. & Wong, C. (2019). Relationships among authentic leadership, manager incivility and trust in the manager. Leadership in Health Services,33(1),27-42. https://doi.org/10.1108/LHS-06-2019-0030
Alazmi, A. A. & Al-Mahdy, Y. F. H. (2020). Principal authentic leadership and teacher engagement in Kuwait’s educational reform context. Educational Management Administration & Leadership. https://doi.org/10.1177/1741143220957339
Arici ,H.E, Arasli, H. & Arici, N. C. (2020). The effect of nepotism on tolerance to workplace incivility: mediating role of psychological contract violation and moderating role of authentic leadership. Leadership & Organization Development Journal,41(4),597-613. https://doi.org/10.1108/LODJ-06-2019-0250
Abualigah, A., Davies, J., & Harrington, S. (2021). Religiosity and work engagement: Workload as a moderator. Stress and Health. https://doi.org/10.1002/smi.3042
Becker, G. S. (1965). A Theory of the Allocation of Time. The Economic Journal,75(299), 493–517. https://doi.org/10.2307/2228949
Beehr, T. A., Walsh, J. T. & Taber, T. D. (1976). Relationships of stress to individually and organizationally valued states: Higher order needs as a moderator. Journal of Applied Psychology, 61, 41-47. https://doi.org/10.1037/0021-9010.61.1.41
Borman, W. C. & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmit t & W. C. Borman (Eds.), Personnel Selection in Organizations (pp. 71 98). Jossey Bass.
Borman, W. C. & Motowidlo, S. J. (1997). Task performance and contextual performance: The meaning for personnel selectiom research. Human Performance,10(2), 99-109. https://doi.org/10.1207/s15327043hup1002_3
Britt, T. W. (1999). Engaging the self in the field: Testing the triangle model of responsibility. Personality and Social Psychology Bulletin, 25(6), 698-708. https://doi.org/10.1177/0146167299025006005
Brockbank, W. (1999). If HR were really strategically proactive: Present and future directions in HR's contribution to competitive advantage. Human Resource Management,38(4), 337-352. https://doi.org/10.1002/(SICI)1099-050X(199924)38:4<337::AID-HRM8>3.0.CO;2-5
Bakker, A. B., Demerouti, E. & Schaufeli, W. B. (2003a). Dual processes at work in a call centre: An application of the Job Demands–Resources model. European Journal of Work and Organizational Psychology, 12, 393–417. https://doi.org/10.1080/13594320344000165
Bakker, A. B., Demerouti, E., de Boer, E. & Schaufeli, W. (2003b). Job demands and job resources as predictors of absence duration and frequency. Journal of Vocational Behavior,62, 341–356. https://doi.org/10.1016/S0001-8791(02)00030-1
Bakker, A. B., Demerouti, E. & Schaufeli, W. B. (2003c). The socially induced burnout model. Advances in Psychology Research, 25(1), 13-30.
Bakker, A. B., Demerouti, E. & Verbeke, W. (2004). Using the Job Demands–Resources model to predict burnout and performance. Human Resource Management,43, 83–104. https://doi.org/10.1002/hrm.20004
Bakker, A. B., Demerouti, E. & Euwema, M. C. (2005). Job resources buffer the impact of job demands on burnout. Journal of Occupational Health Psychology,10, 170-180. https://doi.org/10.1037/1076-8998.10.2.170
Bolino, M. C. & Turnley, W. H. (2005). The personal costs of citizenship behavior: The relationship between individual initiative and role overload, job stress, and work-family conflict. Journal of Applied Psychology,90(4), 740–748. https://doi.org/10.1037/0021-9010.90.4.740
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., Van Emmerik, H. & Van Riet, P. (2008a). How job demands, resources, and burnout predict objective performance:A constructive replication. Anxiety, Stress & Coping, 21, 309–324. https://doi.org/10.1080/10615800801958637
Bakker, A. B., Schaufeli, W. B., Leiter, M. P. & Taris, T. W. (2008b). Work engagement: An emerging concept in occupational health psychology. Work & Stress, 22(3), 187-200. https://doi.org/10.1080/02678370802393649
Bakker, A. B. & Demerouti, E. (2008). Towards a model of work engagement. Career Development International,13(3),209-223. https://doi.org/10.1108/13620430810870476
Bakker, A. B. & Schaufeli, W. B. (2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29 (2), 147-154. https://doi.org/10.1002/job.515
Bakker, A. B., Van Veldhoven, M. & Xanthopoulou, D. (2010). Beyond the demand-control model. Journal of Personnel Psychology,9(1),3-16. https://doi.org/10.1027/1866-5888/a000006
Brenninkmeijer, V., Demerouti, E., Le Blanc, P. & Van Emmerik, H. (2010). Regulatory focus at work: The moderating role of regulatory focus in the job demands-resources model. Career Development International,15 ,708–728. https://doi.org/10.1108/13620431011094096
Bakker, A. B. (2011). An evidence-based model of work engagement. Current Directions in Psychological Science, 20(4), 265-269. https://doi.org/10.1177/0963721411414534
Backes-Gellner, U., Schneider, M. R. & Veen, S. (2011).Effect of workforce age on quantitative and qualitative organizational performance: Conceptual framework and case study evidence. Organization Studies,32(8), 1103-1121. https://doi.org/10.1177/0170840611416746
Boyd, C. M., Bakker, A. B., Pignata, S., Winefi eld, A. H., Gillespie, N. & Stough, C. (2011). A longitudinal test of the job demands-resources model among Australian university academics. Applied Psychology: An International Review, 60 ,112–140. https://doi.org/10.1111/j.1464-0597.2010.00429.x
Bamford, M., Wong, C. A. & Laschinger, H. (2013). The influence of authentic leadership and areas of worklife on work engagement of registered nurses. Journal of Nursing Management, 21(3), 529-540. https://doi.org/10.1111/j.1365-2834.2012.01399.x
Bakker, A. B. & Demerouti, E. (2014). Job demands–resources theory. Wellbeing: A Complete Reference Guide, 1-28. https://doi.org/10.1002/9781118539415.wbwell019
Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. I. (2014). Burnout and work engagement: The JD-R approach. Annual Review of Organizational Psychology and Organizational Behavior,1(1),389-411. https://doi.org/10.1146/annurev-orgpsych-031413-091235
Beattie, L., & Griffin, B. (2014). Day‐level fluctuations in stress and engagement in response to workplace incivility: A diary study. Work & Stress, 28(2), 124–142. https://doi.org/10.1080/02678373.2014.898712
Bowling, N. A., Alarcon, G. M., Bragg, C. B. & Hartman, M. J. (2015). A meta-analytic examination of the potential correlates and consequences of workload. Work & Stress, 29(2), 95–113. https://doi.org/10.1080/02678373.2015.1033037
Brauchli, R., Jenny, G. J., Füllemann, D., & Bauer, G. F. (2015). Towards a job demands-resources health model: Empirical testing with generalizable indicators of job demands, job resources, and comprehensive health outcomes. BioMed Research International. https://doi.org/10.1155/2015/959621
Breevaart, K., Bakker, A., Demerouti, E., & van den Heuvel, M. (2015). Leader-member exchange, work engagement, and job performance. Journal of Managerial Psychology, 30(7), 754–770.
Breevaart, K., Bakker, A. B., Demerouti, E. & Derks, D. (2016). Who takes the lead? A multi‐source diary study on leadership, work engagement, and job performance. Journal of Organizational Behavior, 37(3), 309-325. https://doi.org/10.1002/job.2041
Bhui, K., Dinos, S., Galant-Miecznikowska, M., de Jongh, B. & Stansfeld, S. (2016). Perceptions of work stress causes and effective interventions in employees working in public, private and non-governmental organisations: A qualitative study. BJPsych Bulletin, 40(6), 318–325. https://doi.org/10.1192/pb.bp.115.050823
Banks, G. C., McCauley, K. D., Gardner, W. L. & Guler, C. E. (2016). A meta-analytic review of authentic and transformational leadership: A test for redundancy. The Leadership Quarterly, 27(4), 634-652. https://doi.org/10.1016/j.leaqua.2016.02.006
Bakker, A. B. & Demerouti, E. (2017). Job demands‐resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. https://doi.org/10.1037/ocp0000056
Baeriswyl, S., Krause, A., Elfering, A. & Berset, M. (2017). How workload and coworker support relate to emotional exhaustion: The mediating role of sickness presenteeism. International Journal of Stress Management, 24(S1), 52-73. https://doi.org/10.1037/str0000018
Bakker, A. B. (2018). Job crafting among health care professionals: The role of work engagement. Journal of Nursing Management, 26(3), 321-331. https://doi.org/10.1111/jonm.12551
Barrech, A., Baumert, J., Gündel, H., & Ladwig, K. H. (2018). The impact of job insecurity on long-term self-rated health–results from the prospective population-based MONICA/KORA study. BMC Public Health,18(1), 1-10. https://doi.org/10.1186/s12889-018-5621-4
Cuieford, J. (1965). Fundamental Statistics in Psychology and Education, 4th(ED), NY McGraw Hill. Day, RL (1997). Toward a Process.
Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organizational psychology. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology (pp. 687–732). Consulting Psychologists Press.
Cascio, W. F. (1995). Whither industrial and organizational psychology in a changing world of work? American Psychologist,50( 11), 928 939. https://doi.org/10.1037/0003-066X.50.11.928
Campbell, D. J., Campbell, K. M., & Kennard, D. (1994). The effects of family responsibilities on the work commitment and job performance of non‐professional women. Journal of Occupational and Organizational Psychology, 67(4), 283-296. https://doi.org/10.1111/j.2044-8325.1994.tb00568.x
Cheung, G. W. & Lau, R. S. (2008). Testing mediation and suppression effects of latent variables: Bootstrapping with structural equation models. Organizational Research Methods, 11(2), 296-325. https://doi.org/10.1177/1094428107300343
Chen, Z. X., Tsui, A. S. & Farh, J. L. (2002). Loyalty to supervisor vs. organizational commitment: Relationships to employee performance in China. Journal of Occupational and Organizational Psychology,75(3), 339-356. https://doi.org/10.1348/096317902320369749
Cooper, C., Scandura, T. A. & Schriesheim, C. A. (2005). Looking forward but learning from our past: Potential challenges to developing authentic leadership theory and authentic leaders. Leadership Quarterly,16(3), 474-493. https://doi.org/10.1016/j.leaqua.2005.03.008
Cain, B. (2007). A review of the mental workload literature. Defence research and development Toronto.
Caza, A., Bagozzi, R. P., Woolley, L., Levy, L. & Caza, B. B. (2010). Psychological capital and authentic leadership: Measurement, gender, and cultural extension. Asia-Pacific Journal of Business Administration,2 (1), 53-70. https://doi.org/10.1108/17574321011028972
Crawford, E. R., LePine, J. A. & Rich, B. L. (2010). Linking job demands and resources to employee engagement and burnout: a theoretical extension and meta-analytic test. Journal of applied psychology, 95(5), 834-848. https://doi.org/10.1037/a0019364
Claes, R. (2011). Employee correlates of sickness presence: A study across four European countries. Work & Stress, 25, 224–242. https://doi.org/10.1080/02678373.2011.605602
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
Chan, S. C. H. & Mak, W. M. (2012). Benevolent leadership and follower performance: The mediating role of leader-member exchange (LMX). Asia Pacific Journal of Management, 29,285-301. https://doi.org/10.1007/s10490-011-9275-3
Cohen, L. E. (2013). Assembling jobs: A model of how tasks are bundled into and across jobs. Organization Science,24, 432–454. https://doi.org/10.1287/orsc.1110.0737
Chui, M. A., Look, K. A. & Mott, D. A. (2014). The association of subjective workload dimensions on quality of care and pharmacist quality of work life. Research in Social and Administrative Pharmacy,10(2), 328–340. https://doi.org/10.1016/j.sapharm.2013.05.007
Černe, M., Dimovski, V., Marič, M., Penger, S. & Škerlavaj, M. (2014). Congruence of leader self-perceptions and follower perceptions of authentic leadership: Understanding what authentic leadership is and how it enhances employees’ job satisfaction. Australian Journal of Management,39(3), 453-471. https://doi.org/10.1177/0312896213503665
Chaurasia, S. & Shukla, A. (2014). Psychological capital, LMX, employee engagement & work role performance. The Indian Journal of Industrial Relations,50(2),342-356. https://www.jstor.org/stable/24549128
Coelho, F.J., Lages, C.R. & Sousa, C.M. (2018).Personality and the creativity of frontline service employees: linear and curvilinear effects. The International Journal of Human Resource Management,29(17),2580-2607. https://doi.org/10.1080/09585192.2016.1255982
Carnevale, J. B. & Hatak, I. (2020). Employee adjustment and well-being in the era of COVID-19: Implications for human resource management. Journal of Business Research,116, 183-187. https://doi.org/10.1016/j.jbusres.2020.05.037
Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry,11,319–338. https://doi.org/10.1207/S15327965PLI1104_01
Demerouti, E., Bakker, A. B., Nachreiner, F. & Schaufeli, W. B. (2001). The job demands resources model of burnout. Journal of Applied Psychology,86, 499–512. http://dx.doi.org/10.1037/0021-9010.86.3.499
Dutton, J.E. & Heaphy, E.D. (2003). The power of high-quality connections. K.S.,Dutton, J.E. and Quinn, R.E. (Eds), Positive Organizational Scholarship, Berret-Koehler.
Dunk, A. S.(2007).Innovation Budget Pressure, Quality of IS Information, and Departmental Performance. The British Accounting Review,39(1),115-124. https://doi.org/10.1016/j.bar.2007.03.002
Devereux, J. M., Hastings, R. P., Noone, S. J., Firth., A. & Totsika, V. (2009). Social support and coping as mediators or moderators of the impact of work stressors on burnout in intellectual disability support staff. Research in Developmental Disabilities,30(2), 367–377. https://doi.org/10.1016/j.ridd.2008.07.002
Dollard, M. F. & Bakker, A. B. (2010). Psychosocial safety climate as a precursor to conducive work environments, psychological health problems, and employee engagement. Journal of Occupational and Organizational Psychology,83,579–599. https://doi.org/10.1348/096317909X470690
Demerouti, E., Mostert, K. & Bakker, A. B. (2010). Burnout and work engagement: A thorough investigation of the independency of both constructs. Journal of Occupational Health Psychology,15(3),209-222. https://doi.org/10.1037/a0019408
Dulebohn, J. H., Bommer, W. H., Liden, R. C., Brouer, R. L. & Ferris, G. R. (2012). A meta-analysis of antecedents and consequences of leader-member exchange: Integrating the past with an eye toward the future. Journal of Management,38(6),1715–1759. https://doi.org/10.1177/0149206311415280
De Waal, J. J. & Pienaar, J. (2013). Towards understanding causality between work engagement and psychological capital. SA Journal of Industrial Psychology,39(2),1-10. https://hdl.handle.net/10520/EJC143326
Deery, S., Walsh, J. & Zatzick, C. D. (2014). A moderated mediation analysis of job demands, presenteeism, and absenteeism. Journal of Occupational and Organizational Psychology,87, 352–369. https://doi.org/10.1111/joop.12051
Demirtas, O., Hannah, S. T., Gok, K., Arslan, A. & Capar, N. (2017). The moderated influence of ethical leadership, via meaningful work, on followers’ engagement, organizational identification, and envy. Journal of Business Ethics, 145(1), 183-199. https://doi.org/10.1007/s10551-015-2907-7
Earley, P. C., & Kanfer, R. (1985). The influence of component participation and role models on goal acceptance, goal satisfaction, and performance. Organizational Behavior and Human Decision Processes, 36(3), 378-390. https://doi.org/10.1016/0749-5978(85)90006-8
Elsbach, K. D. & Hargadon, A. B. (2006). Enhancing creativity through “mindless” work: A framework of workday design. Organization Science,17(4), 470-483. https://doi.org/10.1287/orsc.1060.0193
Fornell, C. & David, F. L. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research,18(1) 39-50. https://doi.org/10.1177/002224378101800104
Floyd, S. W., & Wooldridge, B. (1997). Middle management’s strategic influence and organizational performance. Journal of Management Studies, 34(3), 465-485. https://doi.org/10.1111/1467-6486.00059
Ford, M. T., Cerasoli, C. P., Higgins, J. A., & Decesare, A. L. (2011). Relationships between psychological, physical, and behavioural health and work performance: A review and meta analysis. Work & Stress,25 (3), 185-204. https://doi.org/10.1080/02678373.2011.609035
Elst, T. V., Cavents, C., Daneels, K., Johannik, K., Baillien, E., Van den Broeck, A., & Godderis, L. (2016). Job demands-resources predicting burnout and work engagement among Belgian home health care nurses: A cross-sectional study. Nursing Outlook, 64(6), 542–556. https://doi.org/10.1016/j.outlook.2016.06.004
Fox, C., Davis, P. & Baucus, M. (2020). Corporate social responsibility during unprecedented crises: the role of authentic leadership and business model flexibility. Management Decision,58(10),2213-2233. https://doi.org/10.1108/MD-08-2020-1073
Fu, N., Flood, P. C., Rousseau, D. M. & Morris, T. (2021). Resolving the individual helping and objective job performance dilemma: The moderating effect of team reflexivity. Journal of Business Research,129, 236-243. https://doi.org/10.1016/j.jbusres.2021.02.058
Gopher, D. & Braune, R. (1984). On the psychophysics of workload: Why bother with subjective measures? Human Factors,26(5), 519-532. https://doi.org/10.1177/001872088402600504
Glaser, N.D., Tatum, C.B., Nebeker, M.D., Sorenson, C.R. & Aiello, R.J.(1999).Workload and Social Support:Effects on Performance and Stress. Human Performance,12(2).155-176. https://doi.org/10.1207/s15327043hup1202_4
George, B. (2003). Authentic Leadership: Rediscovering the Secrets to Creating Lasting Value.Jossey-Bass.
Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R. & Walumbwa, F. (2005). Can you see the real me? A self-based model of authentic leader and follower development. The Leadership Quarterly,16(3), 343-372. https://doi.org/10.1016/j.leaqua.2005.03.003
Gilson, L. L. (2008). Why be creative: A review of the practical outcomes associated with creativity at the individual, group, and organizational levels. In J. Zhou & C. E. Shalley (Eds.), Handbook of Organizational Creativity (pp. 303– 322).Erlbaum.
Gardner, W. L., Cogliser, C. C., Davis, K. M. & Dickens, M. P. (2011). Authentic leadership: A review of the literature and research agenda. The Leadership Quarterly, 22(6),1120-1145. https://doi.org/10.1016/j.leaqua.2011.09.007
Gardner, H. K. (2015). Teamwork and Collaboration in Professional Service Firms: Evolution, Challenges and Opportunities. In L. Empson, D. Muzio, J. Broschak, & B. Hinings (Eds.), The Oxford Handbook of Professional Service Firms (pp. 374–402). Oxford, U.K.: Oxford University Press.
Gatling, A., Shum, C., Book, L. & Bai, B. (2017). The influence of hospitality leaders’ relational transparency on followers’ trust and deviance behaviors: mediating role of behavioral integrity. International Journal of Hospitality Management,62,11-20. https://doi.org/10.1016/j.ijhm.2016.11.010
Gill, C. & Caza, A. (2018). An investigation of authentic leadership’s individual and group influences on follower responses. Journal of Management,44(2), 530-554. https://doi.org/10.1177/0149206314566461
Gigol, T. (2020). Influence of Authentic Leadership on Unethical Pro-Organizational Behavior: The Intermediate Role of Work Engagement. Sustainability,12(3),1182. https://doi.org/10.3390/su12031182
Henderson, J. E. & Hoy, W. K. (1982). Leader authenticity: The development and test of an operational measure. Educational and Psychological Research,3(2),63–75.
Hart, S. G. & Staveland, L. E. (1988). Development of NASA-TLX (Task Load Index): Results of empirical and theoretical research. In Advances in psychology (Vol. 52, pp. 139-183). North-Holland.
Hart, S. G. & Wickens, C. D. (1990). Workload assessment and prediction. In Manprint (pp. 257-296). Springer, Dordrecht.
Hunt, S. T. (1996). Generic work behavior: An investigation into the dimensions of entry level, hourly job performance. Personnel Psychology, 49 (1), 51 83. https://doi.org/10.1111/j.1744-6570.1996.tb01791.x
Hockey, G. R. J. (1997). Compensatory control in the regulation of human performance under stress and high workload: A cognitive-energetical framework. Biological Psychology, 45, 73–93. https://doi.org/10.1016/S0301-0511(96)05223-4
Hobfoll, S. E. (2002). Social and psychological resources and adaptation. Review of General Psychology, 6, 307–324. https://doi.org/10.1037/1089-2680.6.4.307
Houkes,I., Janssen, P. P. M., Jonge, J. d. & Bakker, A. B. (2003). Specific determinants of intrinsic work motivation, emotional exhaustion and turnover intention: A multisample longitudinal study. Journal of Occupational and Organizational Psychology,76(4), 427-450. https://doi.org/10.1348/096317903322591578
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(2), 268-279. https://doi.org/10.1037/0021-9010.87.2.268
Hakanen, J., Bakker, A. B. & Schaufeli, W. B. (2006). Burnout and work engagement among teachers. Journal of School Psychology,43, 495–513. https://doi.org/10.1016/j.jsp.2005.11.001
Huhtala, H. & Parzefall, M. R. (2007). Promotion of employee wellbeing and innovativeness: An opportunity for a mutual benefit. Creativity and Innovation Management,16,299-307. https://doi.org/10.1111/j.1467-8691.2007.00442.x
Hakanen, J. J., Schaufeli, W. B. & Ahola, K. (2008). The job demands-resources model: A threeyear cross-lagged study of burnout, depression, commitment, and work engagement. Work & Stress,22, 224–241. https://doi.org/10.1080/02678370802379432
Hansen, N., Sverke, M. & Näswall, K.(2009). Predicting nurse burnout from demands and resources in three acute care hospitals under different forms of ownership: A cross-sectional questionnaire survey. International Journal of Nursing Studies,46, 95–106. https://doi.org/10.1016/j.ijnurstu.2008.08.002
Hansez, I. & Chmiel, N. (2010). Safety behavior: Job demands, job resources, and perceived management commitment to safety. Journal of Occupational Health Psychology, 15,267–278. https://doi.org/10.1037/a0019528
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. (2006). Multivariate data analysis. Upper Saddle River.
Hu, Q., Schaufeli, W. B. & Taris, T. W. (2011a). The job demands-resources model: An analysis of additive and joint effects of demands and resources. Journal of Vocational Behavior,79,181–190. https://doi.org/10.1016/j.jvb.2010.12.009
Hu, Q. & Schaufeli, W. B. (2011b). Job insecurity and renumeration in Chinese family-owned business workers. Career Development International,16, 6–19. https://doi.org/10.1108/13620431111107784
Hsieh, C. W. (2014). Burnout among public service workers: The role of emotional labor requirements and job resources. Review of Public Personnel Administration,34(4), 379–402. https://doi.org/10.1177/0734371X12460554
Harari, M. B., Jain, N. K. & Joseph, T. (2014). The five-factor model of personality and knowledge transfer in the United Arab Emirates. International Journal of Selection and Assessment,22, 399–410. https://doi.org/10.1111/ijsa.12086
Hasan, S., Ferguson, J.-P. & Koning, R. (2015). The lives and deaths of jobs: Technical interdependence and survival in a job structure. Organization Science,26, 1665–1681. https://doi.org/10.1287/orsc.2015.1014
Hoch, J. E., Bommer, W. H., Dulebohn, J. H. & Wu, D. (2018). Do ethical, authentic, and servant leadership explain variance above and beyond transformational leadership? A meta-analysis. Journal of Management,44(2), 501-529. https://doi.org/10.1177/0149206316665461
Hu, C., Zhang, S., Pellegrini, E. K. & Huang, J. C. (2020). To Mentor or Not to Mentor: A Job Demands-Resources Perspective.管理學報,37(4), 349-366. http://dx.doi.org/10.6504/JMBR.202012_37(4).0006
Huang, S. Y. & Fei, Y. M. (2020). A multilevel model of Kahn's job engagement in predicting counterproductive work behaviors: Evidence from financial information technology firms. Corporate Management Review,40(2), 41-71. http://dx.doi.org/ 10.3966/102873102020124002002
Hemakumara, M. G. G. (2020). The Impact of Motivation on Job Performance: A Review of Literature. Journal of Human Resources,8(2), 24-29. https://doi.org/10.15640/jhrmls.v8n2a3
Iverson, R. D. & Maguire, C. (2000). The relationship between job and life satisfaction: Evidence from a remote mining community. Human Relations,53(6), 807-839. https://doi.org/10.1177/0018726700536003
Ilies, R., Morgeson, F. P. & Nahrgang, J. D. (2005). Authentic leadership and eudaemonic well-being: Understanding leader–follower outcomes. The Leadership Quarterly,16(3), 373-394. https://doi.org/10.1016/j.leaqua.2005.03.002
Ilies, R., Dimotakis, N. & De Pater, I. E. (2010). Psychological and physiological reactions to high workloads: Implications for well-being. Personnel Psychology, 63(2), 407–436. https://doi.org/10.1111/j.1744-6570.2010.01175.x
Iqbal, S., Farid, T., Ma, J., Khattak, A. & Nurunnabi, M. (2018). The impact of authentic leadership on organizational citizenship behaviours and the mediating role of corporate social responsibility in the banking sector of Pakistan. Sustainability,10(7), 2170. https://doi.org/10.3390/su10072170
Ingusci, E., Spagnoli, P., Zito, M., Colombo, L. & Cortese, C. G. (2019). Seeking challenges, individual adaptability and career growth in the relationship between workload and contextual performance: A two-wave study. Sustainability,11(2), 422. https://doi.org/10.3390/su11020422
Imam, H., Naqvi, M. B., Naqvi, S. A. & Chambel, M. J. (2020). Authentic leadership: unleashing employee creativity through empowerment and commitment to the supervisor. Leadership & Organization Development Journal,41(6) ,847-864. https://doi.org/10.1108/LODJ-05-2019-0203
Jung, S.H. & Jung, H.S.(1997). Establishment of overall workload assessment technique for various tasks and workload. International Journal of Industrial Ergonomics,28,241-353. https://doi.org/10.1016/S0169-8141(01)00040-3
Jung, H. S. & Jung, H. S. (2001). Establishment of overall workload assessment technique for various tasks and workplaces. International Journal of Industrial Ergonomics, 28(6), 341-353. https://doi.org/10.1016/S0169-8141(01)00040-3
Joo, B. K. & Jo, S. J. (2017). The effects of perceived authentic leadership and core self-evaluations on organizational citizenship behavior. Leadership & Organization Development Journal,38(3),463-481. https://doi.org/10.1108/LODJ-11-2015-0254
Javed, B., Abdullah, I., Zaffar, M. A., ul Haque, A. & Rubab, U. (2019). Inclusive leadership and innovative work behavior: The role of psychological empowerment. Journal of Management & Organization,25(4), 554-571. https://doi.org/10.1017/jmo.2018.50
Katz, D. & Kahn, R.(1978).The social psychology of organizations. John Wiley.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal,33(4), 692-724. https://doi.org/10.1017/jmo.2018.50
Kernis, M. H. (2003). Toward a conceptualization of optimal self-esteem. Psychological Inquiry,14(1), 1-26. https://doi.org/10.1207/S15327965PLI1401_01
Kuncel, N. R., Hezlett, S. A. & Ones, D. S. (2004). Academic performance, career potential, creativity, and job performance: Can one construct predict them all? Journal of Personality and Social Psychology,86, 148–161. https://doi.org/10.1037/0022-3514.86.1.148
Korunka, C., Kubicek, B., Schaufeli, W. & Hoonakker, P. L. T. (2009). Burnout and work engagement: Do age, gender, or occupation level matter? Testing the robustness of the job demands resources model. Positive Psychology,4, 243–255. https://doi.org/10.1080/17439760902879976
Klein, K. J. & Kozlowski, S. W. (2000). Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions. Jossey-Bass.
Kim, H. (2011). Job conditions, unmet expectations, and burnout in public child welfare workers: How different from other social workers? Children and Youth Services Review,33(2), 358–367. https://doi.org/10.1016/j.childyouth.2010.10.001
Khan, M. A. & Afzal, H. (2011). High level of education builds up strong relationship between organizational culture and organization performance in Pakistan. The International Journal of Human Resource Management,22(7),1387-1400. https://doi.org/10.1080/09585192.2011.561955
Kircanski, K., Joormann, J. & Gotlib, I. H. (2012). Cognitive aspects of depression. Wiley Interdisciplinary Reviews. Cognitive Science,3(3), 301–313. https://doi.org/10.1002/wcs.1177
Kalisch, B., & Lee, K. H. (2014). Staffing and job satisfaction: nurses and nursing assistants. J. Nurs. Manage.,22, 465–471. https://doi.org/10.1111/jonm.12012
Koukoulaki, T. (2014). The impact of lean production on musculoskeletal and psychosocial risks: An examination of sociotechnical trends over 20 years. Applied Ergonomics,45, 198–212. https://doi.org/10.1016/j.apergo.2013.07.018
Khamisa, N., Oldenburg, B., Peltzer, K. & Ilic, D. (2015). Work related stress, burnout, job satisfaction and general health of nurses. International Journal of Environmental Research and Public Health,12(1), 652-666. https://doi.org/10.3390/ijerph120100652
Koopman, J., Lanaj, K., & Scott, B. A. (2016). Integrating the bright and dark sides of OCB: A daily investigation of the benefits and costs of helping others. Academy of Management Journal,59(2), 414–435. https://doi.org/10.5465/amj.2014.0262
Kim, M. S. & Koo, D. W. (2017). Linking LMX, engagement, innovative behavior, and job performance in hotel employees. International Journal of Contemporary Hospitality Management,29 (12),3044-3062. https://doi.org/10.1108/IJCHM-06-2016-0319
Karam, E. P., Gardner, W. L., Gullifor, D. P., Tribble, L. L. & Li, M. (2017). Authentic leadership and high-performance human resource practices: implications for work engagement. In Research in Personnel and Human Resources Management,35,103-153. https://doi.org/10.1108/S0742-730120170000035004
Kantowitz, B. H. & Casper, P. A. (2017). Human workload in aviation Human Error in Aviation (pp. 123-153).Routledge.
Kaya, B. & Karatepe, O. M. (2020). Does servant leadership better explain work engagement, career satisfaction and adaptive performance than authentic leadership? International Journal of Contemporary Hospitality Management,32(6),2075-2095. https://doi.org/10.1108/IJCHM-05-2019-0438
Lumpkin, G. T. & Dess, G. G. (1996). Clarifying the entrepreneurial orientation construct and linking it to performance. Academy of Management Review, 21(1), 135-172. https://doi.org/10.5465/amr.1996.9602161568
Lysaght, R. J., Hill, S. G., Dick, A. O., Plamondon, B. D., & Linton, P. M.(1989). Operator workload: Comprehensive review and evaluation of operator workload methodologies. ANALYTICS INC WILLOW GROVE PA.
Lee, R. T. & Ashforth, B. E. (1996). A meta-analytic examination of the correlates of the three dimensions of job burnout. Journal of Applied Psychology,81,123–133. https://doi.org/10.1037/0021-9010.81.2.123.
Luthans, F. (2002). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior,23(6), 695-706. https://doi.org/10.1002/job.165
Luthans, F. & Avolio, B.J. (2003). Authentic leadership development.in Quinn, R.E., Dutton, J.E. and Cameron, K.S. (Eds), Positive Organisational Scholarship: Foundations of a New Discipline, Barrett-Koehler Publishers, 241-271.
Luthans, F. & Youssef, C. M. (2007). Emerging positive organizational behavior. Journal of Management,33(3), 321-349. https://doi.org/10.1177/0149206307300814
Llorens, S., Schaufeli, W. B., Bakker, A. & Salanova, M. (2007). Does a positive gain spiral of resources, efficacy beliefs and engagement exist? Computers in Human Behavior, 23, 825–841. https://doi.org/10.1016/j.chb.2004.11.012
Lewig, K. A., Xanthopoulou, D., Bakker, A. B., Dollard, M. & Metzer, J. C. (2007). Burnout and connectedness among Australian volunteers: A test of the job demands-resources model. Journal of Vocational Behavior,71, 429–445. https://doi.org/10.1016/j.jvb.2007.07.003
Lorente, L., Salanova, M., Martinez, I. & Schaufeli, W. B. (2008). Extension of the job demands resources model in the prediction of burnout and engagement among teachers over time. Psicotema,20, 354–360. http://hdl.handle.net/10234/12621
Liang, S. G. & Chi, S. C. S. 2013. Transformational leadership and follower task performance: The role of susceptibility to positive emotions and follower positive emotions. Journal of Business and Psychology,28,17-29. https://doi.org/10.1007/s10869-012-9261-x
Laschinger, H. K. S. & Fida, R. (2014). New nurses burnout and workplace wellbeing: The influence of authentic leadership and psychological capital. Burnout Research,1(1),19-28. https://doi.org/10.1016/j.burn.2014.03.002
Lengnick-Hall, C. A. & Beck, T. E. (2016). Developing a capacity for organizational resilience through strategic human resource management. Human Resource Management Review,21, 243–255. https://doi:10.1016/j.hrmr.2010.07.001
Landers, R. N., Bauer, K. N. & Callan, R. C. (2017). Gamification of task performance with leaderboards: A goal setting experiment. Computers in Human Behavior,71, 508-515. https://doi.org/10.1016/j.chb.2015.08.008
Ling, Q., Liu, F. & Wu, X. (2017). Servant versus authentic leadership: Assessing effectiveness in China’s hospitality industry. Cornell Hospitality Quarterly,58(1), 53-68. https://doi.org/10.1177/1938965516641515
Lyu, Y., Wang, M., Le, J. & Kwan, H. K. (2019). Effects of authentic leadership on work–family balance in China. Journal of Managerial Psychology,34(2),110-123. https://doi.org/10.1108/JMP-08-2018-0340
Morrison, E. W. (1994). Role definitions and organizational citizenship behavior: The importance of the employee’s perspective. Academy of Management Journal, 37(6),1543-1567. https://doi.org/10.5465/256798
MacCallum, R. C. & Hong, S. (1997). Power analysis in covariance structure modeling using GFI and AGFI. Multivariate Behavioral Research, 32, 193-210. https://doi.org/10.1207/s15327906mbr3202_5
Maslach, C., Jackson, S. E. & Leiter, M. (1996). Maslach burnout inventory (3rd ed.). Consulting Psychologists Press.
Maslach, C. & Goldberg, J. (1998). Prevention of burnout, New perspectives. Applied & Preventive Psychology,7(1).63-74. https://doi.org/10.1016/S0962-1849(98)80022-X
Moorman, R. H. & Wells, D. L. (2003). Can electronic performance monitoring be fair? Exploring relationships among monitoring characteristics, perceived fairness, and job performance. Journal of Leadership & Organizational Studies,10(2), 2-16. https://doi.org/10.1177/107179190301000202
May, D. R., Chan, A., Hodges, T., & Avolio, B. J. (2003). Developing the moral component of authentic leadership. Organizational Dynamics,32(3), 247-260. https://doi.org/10.1016/S0090-2616(03)00032-9
Motowidlo, S. J. (2003). Job performance. In W. C., Borman, D. R., Ilgen, & R. J., Klimoski (Eds.). Handbook of psychology, Volume12 industrial and organizational psychology (pp. 39-53). John Wiley & Sons.
Melamed, A., Shirom, A., Toker, S., Berliner, S. & Shapira, I. (2006). Burnout and risk of cardiovascular disease:Evidence, possible causal paths, and promising research directions. Psychological Bulletin,132, 327-353. https://doi.org/10.1037/0033-2909.132.3.327
Maynard, M. T., Luciano, M. M., D’Innocenzo, L., Mathieu, J. E. & Dean, M. D. (2014). Modeling time-lagged reciprocal psychological empowerment–performance relationships. Journal of Applied Psychology,99(6),1244-1253. https://doi.org/10.1037/a0037623
Matta, F. K., Scott, B. A., Koopman, J. & Conlon, D. E. (2015). Does seeing “eye to eye” affect work engagement and organizational citizenship behavior? A role theory perspective on LMX agreement. Academy of Management Journal,58(6),1686-1708. https://doi.org/10.5465/amj.2014.0106
Manjunatha, N. & Manohar, S. J. (2015). A study on Impact of employee motivation on individual performance among selected educational institutions in Bangalore. Asia Pacific Journal of Research.
Mehmood, Q., Nawab, S. & Hamstra, M. R. (2016). Does authentic leadership predict employee work engagement and in-role performance? Considering the role of learning goal orientation. Journal of Personnel Psychology,15(3),139-142. https://doi.org/10.1027/1866-5888/a000164
Meng, H., Cheng, Z. C. & Guo, T. C. (2016). Positive team atmosphere mediates the impact of authentic leadership on subordinate creativity. Social Behavior and Personality: An International Journal,44(3),355-368. https://doi.org/10.2224/sbp.2016.44.3.355
Maloni, M.J., Scherrer, C.R., Campbell, S.M. & Boyd, E. (2016). Attracting students to the field of logistics, Part 1. Transportation Journal,55(4),420-442. https://doi.org/10.5325/transportationj.55.4.0420
Menguc, B., Auh, S., Yeniaras, V. & Katsikeas, C. S. (2017). The role of climate: implications for service employee engagement and customer service performance. Journal of the Academy of Marketing Science,45(3), 428-451. https://doi.org/10.1007/s11747-017-0526-9
Masa’deh, R. E., Shannak, R., Maqableh, M. & Tarhini, A. (2017). The impact of knowledge management on job performance in higher education: The case of the University of Jordan. Journal of Enterprise Information Management,30(2), 244-262. https://doi.org/10.1108/JEIM-09-2015-0087
Molero, M. D. M., Pérez-Fuentes, M. D. C. & Gázquez, J. J. (2018). Analysis of the mediating role of self-efficacy and self-esteem on the effect of workload on burnout’s influence on nurses’ plans to work longer. Frontiers in Psychology,9, 2605. https://doi.org/10.3389/fpsyg.2018.02605
Nahrgang, J. D., Morgeson, F. P. & Hofmann, D. A. (2011). Safety at work: A meta-analytic investigation of the link between job demands, job resources, burnout, engagement, and safety outcomes. Journal of Applied Psychology,96, 71–94. https://doi.org/10.1037/a0021484
Niu, W., Yuan, Q., Qian, S. & Liu, Z. (2018). Authentic leadership and employee job behaviors: The mediating role of relational and organizational identification and the moderating role of LMX. Current Psychology,37(4), 982-994. https://doi.org/10.1007/s12144-018-9937-0
Nasab, A.H. & Afshari, L. (2019), Authentic leadership and employee performance: mediating role of organizational commitment. The Leadership and Organization Development Journal,40(5),548-560. https://doi.org/10.1108/LODJ-01-2019-0026
Owens, B. P., Baker, W. E., Sumpter, D. M. & Cameron, K. S. (2016). Relational energy at work: Implications for job engagement and job performance. Journal of Applied Psychology,101(1), 35-49. https://doi.org/10.1037/apl0000032
Payne, J. W. (1982). Contingent decision behavior. Psychological Bulletin,92(2), 382–402. https://doi.org/10.1037/0033-2909.92.2.382
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
Podsakoff, P. M. & MacKenzie, S. B. (1994). An Examination of the Psychometric Properties and Nomological Validity of Some Revised and Reduced Substitutes for Leadership Scales. Journal of Applied Psychology,79(5), 702–713. https://doi.org/10.1037/0021-9010.79.5.702
Podsakoff, P. M., MacKenzie, S. B., Lee, J-Y. & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology,88(5), 879-903. https://doi.org/10.1037/0021-9010.88.5.879
Peterson, S. J., Walumbwa, F. O., Avolio, B. J. & Hannah, S. T. (2012). The relationship between authentic leadership and follower job performance: The mediating role of follower positivity in extreme contexts. The Leadership Quarterly,23(3),502-516. https://doi.org/10.1016/j.leaqua.2011.12.004
Pindek, S., Lucianetti, L., Kessler, S. R. & Spector, P. E. (2020). Employee to leader crossover of workload and physical strain. International Journal of Stress Management,27(4),326–334. https://doi.org/10.1037/str0000211
Qureshi, M. I., Iftikhar, M., Abbas, S. G., Hassan, U., Khan, K. & Zaman, K. (2013). Relationship between job stress, workload, environment and employees turnover intentions: What we know, what should we know. World Applied Sciences Journal, 23(6), 764-770. http://dx.doi.org/10.5829/idosi.wasj.2013.23.06.313
Qu, Y. E., Dasborough, M. T., Zhou, M., & Todorova, G. (2019). Should authentic leaders value power? A study of leaders’ values and perceived value congruence. Journal of Business Ethics,156(4), 1027-1044. https://doi.org/10.1007/s10551-017-3617-0
Reid, G. B. & Nygren, T. E. (1988). The subjective workload assessment technique: A scaling procedure for measuring mental workload. Advances in Psychology,52,185-218. https://doi.org/10.1016/S0166-4115(08)62387-0
Rescher, N. (1998). Complexity: a Philosophical Overview. Transaction Publishers.
Rothbard, N. P. (2001). Enriching or depleting? The dynamics of engagement in work and family roles. Administrative Science Quarterly,46, 655-684. https://doi.org/10.2307/3094827
Rotundo, M. & Rotman, J. L. (2002). Defining and measuring individual level job performance: A review and integration. Journal of Applied Psychology,90(5), 225-254.
Rose, C.L. Murpay, L.B. & Nikzard, K. (2002). The role of the big five personality factors in vigilance performance and workload. European Journal of Personality,17.185-200. https://doi.org/10.1002/per.451
Ryan, R. M., & Deci, E. L. (2003). On assimilating identities to the self: A self-determination theory perspective on internalization and integrity within cultures. In M. R. Leary & J. P. Tangney (Eds.), Handbook of self and identity (p. 253–272). The Guilford Press.
Rich, B. L., Lepine, J. A. & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal,53(3), 617-635. https://doi.org/10.5465/amj.2010.51468988
Rafiee, M., Kazemi, H. & Alimiri, M. (2013). Investigating the effect of job stress and emotional intelligence on job performance. Management Science Letters,3(9), 2417-2424. http://dx.doi.org/10.5267/j.msl.2013.08.025
Rego, P., Lopes, M. P. & Nascimento, J. L. (2016). Authentic leadership and organizational commitment: The mediating role of positive psychological capital. Journal of Industrial Engineering and Management (JIEM),9(1),129-151. http://dx.doi.org/10.3926/jiem.1540
Ribeiro, N., Duarte, A. P., Filipe, R. & Torres de Oliveira, R. (2020). How authentic leadership promotes individual creativity: The mediating role of affective commitment. Journal of Leadership & Organizational Studies, 27(2), 189-202. https://doi.org/10.1177/1548051819842796
Shrout, P. E., & Bolger, N. (2002). Mediation in experimental and nonexperimental studies: new procedures and recommendations. Psychological Methods,7(4), 422-445. https://doi.org/10.1037/1082-989X.7.4.422
Schumacker, R. E. & Lomax, R. G. (2004). A beginner's guide to structural equation modeling. Psychology press.
Shaw, B. J. & Weekley, A. J. (1985). The effects of objective work-load variations of psychological strain and post-work-load performance. Journal of Management,11(1), 87-98. https://doi.org/10.1177/014920638501100108
Spector, P. E., Dwyer, D. J. & Jex, S. M. (1988). Relation of job stressors to affective, health, and performance outcomes: A comparison of multiple data sources. Journal of Applied Psychology,73, 11-19. https://doi.org/10.1037/0021-9010.73.1.11
Spector, P. E. & Jex, S. M. (1998). Development of four self-report measures of job stressors and strain: interpersonal conflict at work scale, organizational constraints scale, quantitative workload inventory, and physical symptoms inventory. Journal of Occupational Health Psychology,3(4), 356-367. https://doi.org/10.1037/1076-8998.3.4.356
Schermerhorn, J. R., Hunt, J. G. & Osborn, R. N. (2000). Organizational Behavior. John Willey & Sons.
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,3(1), 71-92. https://doi.org/10.1023/A:1015630930326
Shalley, C. E., Zhou, J. & Oldham, G. R. (2004). The effects of personal and contextual characteristics on creativity: Where should we go from here?. Journal of Management, 30(6), 933-958. https://doi.org/10.1016/j.jm.2004.06.007
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
Salanova, M., Agut, S. & Peiró, J. M. (2005). Linking organizational resources and work engagement to employee performance and customer loyalty: The mediation of service climate. Journal of Applied Psychology,90,1217-1227. https://doi.org/10.1037/0021-9010.90.6.1217
Sparrowe, R. T. (2005). Authentic leadership and the narrative self. The Leadership Quarterly, 16(3), 419-439. https://doi.org/10.1016/j.leaqua.2005.03.004
Shamir, B. & Eilam, G. (2005). What’s your story? A life-stories approach to authentic leadership development. Leadership Quarterly,16(3), 395-417. https://doi.org/10.1016/j.leaqua.2005.03.005
Schaufeli, W. B., Bakker, A. B. & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement,66(4),701-716. https://doi.org/10.1177/0013164405282471
Shin, S. J. & Zhou, J. (2007). When is educational specialization heterogeneity related to creativity in research and development teams? Transformational leadership as a moderator. Journal of Applied Psychology,92,1709-1721. https://doi.org/10.1037/0021-9010.92.6.1709
Schaufeli, W. B., Taris, T. W., & Van Rhenen, W. (2008). Workaholism, burnout, and work engagement: Three of a kind or three different kinds of employee well‐being?. Applied Psychology, 57(2), 173-203.
Shier, M. L. & Graham, J. R. (2010). Work-related factors that impact social work practitioners’ subjective well-being: Well-being in the workplace. Journal of Social Work,11(4), 402–421. https://doi.org/10.1177/1468017310380486
Salanova, M., Schaufeli, W. B., Xanthoupoulou, D. & Bakker, A. B. (2010). The gain spiral of resources and work engagement: Sustaining a positive worklife. In A. B. Bakker & M. P. Leiter (Eds.), Work engagement: A handbook of essential theory and research (pp. 118–131).Psychology Press.
Sweetman, D. & Luthans, F. (2010). The power of positive psychology: Psychological capital and work engagement. In Leiter, M. P., and Bakker, A. B. (Eds.), Work Engagement: A Handbook of Essential Theory and Research,54-68. Psychology Press.
Seibert, S. E., Wang, G. & Courtright, S. H. (2011). Antecedents and consequences of psychological and team empowerment in organizations: A meta-analytic review. Journal of Applied Psychology,96(5), 981-1003. https://doi.org/10.1037/a0022676
Simbula, S., Guglielmi, D. & Schaufeli, W. B. (2011). A three wave study on job resources, selfefficacy and work engagement among Italian school teachers. European Journal of Work and Organizational Psychology,20,285–305. https://doi.org/10.1080/13594320903513916
Sosik, J. J., Juzbasich, J. & Chun, J. (2011). Effects of moral reasoning and management level on ratings of charismatic leadership, in-role and extra-role performance of managers: A multi-source examination. Leadership Quarterly,22, 434-450. https://doi.org/10.1016/j.leaqua.2011.02.015
Sulea, C., Virga, D., Maricutoiu, L. P., Schaufeli, W., Dumitru, C. Z. & Sava, F. A. (2012). Work engagement as mediator between job characteristics and positive and negative extra-role behaviors. Career Development International,17(3), 1-32. https://doi.org/10.1108/13620431211241054
Simons, J. C. & Buitendach, J. H. (2013). Psychological capital, work engagement and organisational commitment amongst call centre employees in South Africa. SA Journal of Industrial Psychology, 39(2), 1-12. http://dx.doi.org/10.4102/sajip.v39i2.1071
Semedo, A. S. D., Coelho, A. F. M. & Ribeiro, N. M. P. (2016). Effects of authentic leadership, affective commitment and job resourcefulness on employees’ creativity and individual performance. Leadership & Organization Development Journal,37 (8),1038-1055. https://doi.org/10.1108/LODJ-02-2015-0029
Schmitt, A., Den Hartog, D. N. & Belschak, F. D. (2016). Transformational leadership and proactive work behaviour: A moderated mediation model including work engagement and job strain. Journal of Occupational and Organizational Psychology,89(3), 588-610. https://doi.org/10.1111/joop.12143
Swiger, P. A., Vance, D. E. & Patrician, P. A. (2016). Nursing workload in the acute-care setting: A concept analysis of nursing workload. Nursing Outlook,64(3), 244-254. https://doi.org/10.1016/j.outlook.2016.01.003
Shim, D. C. & Faerman, S. (2017). Government employees’ organizational citizenship behavior: The impacts of public service motivation, organizational identification, and subjective OCB norms. International Public Management Journal,20(4), 531–559. https://doi.org/10.1080/10967494.2015.1037943
Stephens, J. P. & Carmeli, A. (2017). Relational leadership and creativity: The effects of respectful engagement and caring on meaningfulness and creative work involvement. In Handbook of Research on Leadership and Creativity. Edward Elgar Publishing.
Spagnoli, P., Balducci, C. & Fraccaroli, F. (2017a). A two-wave study on workplace bullying after organizational change: A moderated mediation analysis. Safety Science,100,13-19. https://doi.org/10.1016/j.ssci.2017.05.013
Spagnoli, P. & Balducci, C. (2017b). Do high workload and job insecurity predict workplace bullying after organizational change? International Journal of Workplace Health Management,10, 2-12. https://doi.org/10.1108/IJWHM-05-2016-0038
Spagnoli, P., Balducci, C., Scafuri Kovalchuk, L., Maiorano, F. & Buono, C. (2018). Are engaged workaholics protected against job-related negative affect and anxiety before sleep? A study of the moderating role of gender. International Journal of Environmental Research and Public Health,15(9), 1996. https://doi.org/10.3390/ijerph15091996
Shim, D. C., Park, H. H. & Jeong, S. Y. (2019). Government employees’ organizational citizenship behavior amid organizational resource decline: Can they work more with less? Review of Public Personnel Administration,39(2), 209–231. https://doi.org/10.1177/0734371X17715501
Taylor, J. (2018). Working extra hours in the Australian public service: Organizational drivers and consequences. Review of Public Personnel Administration,38(2), 193-217. https://doi.org/10.1177/0734371X16658335
Thompson, K. R., Lemmon, G. & Walter, T. J. (2015). Employee engagement and positive psychological capital. Organizational Dynamics,3(44), 185-195. http://dx.doi.org/10.1016%2Fj.orgdyn.2015.05.004
Ullman, J. B. (2001). Structural equation modeling. In B. G. Tabachnick and L. S. Fidell (2001), Using Multivariate Statistics (4th ed.): 653-771. Needham Heights, MA: Allyn and Bacon.
Urbach, T., Fay, D. & Goral, A. (2010).Extending the job design perspective on individual innovation: exploring the effect of group reflexivity. Journal of Occupational and Organizational Psychology,83(4),1053-1064. https://doi.org/10.1348/096317909X479394
Van Veldhoven, M. J. P. M. & Meijman, T. (1994). Het meten van psychosociale arbeidsbelasting met een vragenlijst: de vragenlijst beleving en beoordeling van de arbeid (VBBA). Nederlands Instituut voor Arbeidsomstandigheden (NIA).
Veltman, J. A. & Gaillard, A. W. K. (1996). Physiological indices of workload in a simulated flight task. Biological Psychology,42(3), 323-342. https://doi.org/10.1016/0301-0511(95)05165-1
Van Dyne, L. & Ang, S. (1998). Organizational citizenship behavior of contingent workers in Singapore. Academy of Management Journal,41(6), 692-703. https://doi.org/10.5465/256965
Verbeke, W., Belschak, F. & Bagozzi, R. P. (2004). The adaptive consequences of pride in personal selling. Journal of the Academy of Marketing Science,32(4),386-402. https://doi.org/10.1177/0092070304267105
Vance, R. J., Brooks, S. M., & Tesluk, P. E. (1996). Organizational cynicism and change, Working Paper. Pennsylvania State University, University Park.
Van den Broeck, A., Vansteenkiste, M., De Witte, H. & Lens, W. (2008). Explaining the relationships between job characteristics, burnout, and engagement: The role of basic psychological need satisfaction. Work & Stress,22, 277-294. https://doi.org/10.1080/02678370802393672
Van den Broeck, A., De Cuyper, N., De Witte, H. & Vansteenkiste, M. (2010). Not all demands are equal: Differentiating job hindrances and job challenges in the job demands-resources model. European Journal of Work and Organizational Psychology, 19,735-759. https://doi.org/10.1080/13594320903223839
Vink, J., Ouweneel, A. & Le Blanc, P. (2011). Psychologische energiebronnen voor bevlogen werknemers: Psychologisch kapitaal in het job demands-resources model. Gedrag & Organisatie,24,101-120.
Van Veldhoven, M. J. P. M. & Beijer, S. (2012). Workload, work-to-family conflict, and health: Gender differences and the influence of private life context. Journal of Social Issues,68(4),665-683. https://doi.org/10.1111/j.1540-4560.2012.01770.x
Van Droogenbroeck, F. V., Spruyt, B. & Vanroelen, C. (2014). Burnout among senior teachers: Investigating the role of workload and interpersonal relationships at work. Teaching and Teacher Education,43, 99-109. https://doi.org/10.1016/j.tate.2014.07.005
Weick, K. E. (1983). Stress in accounting systems. The Accounting Review,58(2),350-369. https://www.jstor.org/stable/246841
Wren, J. T. (1995). The leader’s companion: Insights on leadership through the Ages. Free Press.
Whinghter, L. J., Cunningham, C. J., Wang, M. & Burnfield, J. L. (2008). The moderating role of goal orientation in the workload-frustration relationship. Journal of Occupational Health Psychology,13(3),283-291. https://doi.org/10.1037/1076-8998.13.3.283
Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S. & Peterson, S. J. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of Management,34(1), 89-126. https://doi.org/10.1177/0149206307308913
Wickens, C. D. (2008). Multiple resources and mental workload. Human Factors,50(3),449-455. https://doi.org/10.1518/001872008X288394
Walumbwa, F. O., Wang, P., Wang, H., Schaubroeck, J., & Avolio, B. J. (2010). Psychological processes linking authentic leadership to follower behaviors. The Leadership Quarterly,21(5),901-914. https://doi.org/10.1016/j.leaqua.2010.07.015
Walumbwa, F. O., Christensen, A. L., & Hailey, F. (2011). Authentic leadership and the knowledge economy: Sustaining motivation and trust among knowledge workers. Organizational Dynamics,40(2),110-118. http://dx.doi.org/10.1016/j.orgdyn.2011.01.005
Woolley, L., Caza, A. & Levy, L. (2011). Authentic leadership and follower development: Psychological capital, positive work climate, and gender. Journal of Leadership & Organizational Studies,18(4),438-448. https://doi.org/10.1177/1548051810382013
Wu, T. Y., Hu, C. & Yang, C. C. (2013). Abusive Supervision and Workload Demands from Supervisors: Exploring Two Types of Supervisor‐related Stressors and their Association with Strain. Stress & Health,29(3), 190-198. https://doi.org/10.1002/smi.2440
Wang, D. S. & Hsieh, C. C. (2013). The effect of authentic leadership on employee trust and employee engagement. Social Behavior and Personality:an International Journal, 41(4), 613-624. https://doi.org/10.2224/sbp.2013.41.4.613
Wang, H., Sui, Y., Luthans, F., Wang, D., & Wu, Y. (2014). Impact of authentic leadership on performance: Role of followers’ positive psychological capital and relational processes. Journal of Organizational Behavior,35(1), 5-21. https://doi.org/10.1002/job.1850
Wei, F., Li, Y., Zhang, Y. & Liu, S. (2018). The interactive effect of authentic leadership and leader competency on followers’ job performance: The mediating role of work engagement. Journal of Business Ethics,153(3), 763-773. https://doi.org/10.1007/s10551-016-3379-0
Wang, Z. & Xu, H. (2019). When and for whom ethical leadership is more effective in eliciting work meaningfulness and positive attitudes: The moderating roles of core self-evaluation and perceived organizational support. Journal of Business Ethics, 156(4), 919-940. https://doi.org/10.1007/s10551-017-3563-x
Wirawan, H., Jufri, M. & Saman, A. (2020). The effect of authentic leadership and psychological capital on work engagement: the mediating role of job satisfaction. Leadership & Organization Development Journal,41(8),1139-1154. https://doi.org/10.1108/LODJ-10-2019-0433
Xanthopoulou, D., Bakker, A. B., Dollard, M. F., Demerouti, E., Schaufeli, W. B., Taris, T. W. & Schreurs, P. J. (2007a). When do job demands particularly predict burnout? The moderating role of job resources. Journal of Managerial Psychology,22,766–785. https://doi.org/10.1108/02683940710837714
Xanthopoulou, D., Bakker, A. B., Demerouti, E. & Schaufeli, W. B. (2007b). The role of personal resources in the job demands-resources model. International Journal of Stress Management,14,121–141. https://doi.org/10.1037/1072-5245.14.2.121
Xanthopoulou, D., Bakker, A. B., Demerouti, E. & Schaufeli, W. B. (2009). Reciprocal relationships between job resources, personal resources, and work engagement. Journal of Vocational Behavior,74(3), 235-244. https://doi.org/10.1016/j.jvb.2008.11.003
Yidong, T. & Xinxin, L. (2013). How ethical leadership influence employees’ innovative work behavior: A perspective of intrinsic motivation. Journal of Business Ethics, 116(2), 441-455. https://doi.org/10.1007/s10551-012-1455-7
Zhou, J., Ma, Y., Cheng, W. & Xia, B. (2014). Mediating role of employee emotions in the relationship between authentic leadership and employee innovation. Social Behavior and Personality: An International Journal,42(8), 1267-1278. https://doi.org/10.2224/sbp.2014.42.8.1267
Zubair, A. & Kamal, A. (2015). Work related flow, psychological capital, and creativity among employees of software houses. Psychological Studies,60(3), 321-331. https://doi.org/10.1007/s12646-015-0330-x
Zaabi, M. S. A. S. A., Ahmad, K. Z. & Hossan, C. (2016). Authentic leadership, work engagement and organizational citizenship behaviors in petroleum company. International Journal of Productivity and Performance Management,65(6),811-830. https://doi.org/10.1108/IJPPM-01-2016-0023
|