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Explanatory investigation of the moderating role of employee proactivity on the causal relationship between innovation‐based human resource management and employee satisfaction
16 references·1 citing·49 second hop
Explanatory investigation of the moderating role of employee proactivity on the causal relationship between innovation‐based human resource management and employee satisfaction (2019)Explanatory investigation of the moderati…Leadership, creativity, and innovation: A critical review and practical recommendations (2018)Leadership, creativity, and i…Innovation and Creativity in Organizations (2014)Innovation and Creativity in …Sources of Method Bias in Social Science Research and Recommendations on How to Control It (2011)Sources of Method Bias in Soc…Hospitality teams: Knowledge sharing and service innovation performance (2008)Hospitality teams: Knowledge …Modeling the antecedents of proactive behavior at work. (2006)Modeling the antecedents of p…The HR system, organizational culture, and product innovation (2004)The HR system, organizational…The bright and dark sides of individual and group innovation: a Special Issue introduction (2004)The bright and dark sides of …Perceived organizational support and psychological contracts: a theoretical integration (2003)Perceived organizational supp…Common method biases in behavioral research: A critical review of the literature and recommended remedies. (2003)Common method biases in behav…Perceived organizational support: A review of the literature. (2002)Perceived organizational supp…Need Satisfaction, Motivation, and Well-Being in the Work Organizations of a Former Eastern Bloc Country: A Cross-Cultural Study of Self-Determination (2001)Need Satisfaction, Motivation…Affective commitment to the organization: The contribution of perceived organizational support. (2001)Affective commitment to the o…A SOCIAL CAPITAL THEORY OF CAREER SUCCESS. (2001)A SOCIAL CAPITAL THEORY OF CA…Proactive Behavior in Organizations (2000)Proactive Behavior in Organiz…DETERMINANTS OF INNOVATIVE BEHAVIOR: A PATH MODEL OF INDIVIDUAL INNOVATION IN THE WORKPLACE. (1994)DETERMINANTS OF INNOVATIVE BE…Structural Equation Models with Unobservable Variables and Measurement Error: Algebra and Statistics (1981)Structural Equation Models wi…Workplace Favoritism and Workforce Sustainability: An Analysis of Employees’ Well-Being (2022)Workplace Favoritism and Work…Comparative fit indexes in structural models. (1990)Alternative Ways of Assessing Model Fit (1992)Testing Structural Equation Models. (1994)Perceived supervisor support: Contributions to perceived organizational support and employee retention. (2002)“Can you see the real me?” A self-based model of authentic leader and follower development (2005)Social Exchange Theory: An Interdisciplinary Review (2005)Stress, appraisal, and coping (1985)Stress, social support, and the buffering hypothesis. 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References

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  • 2011Sources of Method Bias in Social Science Research and Recommendations on How to Control It15,698 cited
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724 cited
  • 2004The bright and dark sides of individual and group innovation: a Special Issue introduction656 cited
  • 2004The HR system, organizational culture, and product innovation500 cited
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    • 2022Workplace Favoritism and Workforce Sustainability: An Analysis of Employees’ Well-Being29 cited