一、中文部分
1111人力銀行(民104年1月)。資訊科技產業分類。取自http://www.1111.com.tw/
王智安(民93)。從轉型式領導到創造性績效產出的心理歷程(未出版之碩士論文)。國立台灣大學。台北。
吳清山(民93)。學校創新經營理念與策略。教師天地，128，30-44。呂明潔(民101)。主管創新行為、家長式領導、知識分享意願、與團隊創新績效關係之研究(未出版之碩士論文)。長庚大學。台南。李昌楷(民97)。家長式領導對研發相關人員創造力的影響與動機的調節作用(未出版之碩士論文)。輔仁大學。台北。林姮妤(民97)。領導型態對員工組織自尊：敬業貢獻度與離職傾向之影響(未出版之碩士論文)。國立台北大學。台北。林家五、王悅縈、胡宛仙(民101)。真誠領導與仁慈領導對組織公民行為及主管忠誠影響之差異效果。本土心理學研究，38，205-256。林曄(民101)。家長式領導、效率改進性打破規則與權力距離對員工創新行為的影響研究(未出版之碩士論文)。澳門科技大學。澳門。
邱皓政(民99)。量化研究與統計分析(第五版)，台北：五南圖書公司。
姜定宇、丁捷、林伶瑾(民101)。家長式領導與部屬效能：信任主管與不信任主管的中介效果，中華心理學刊，54(3)，269-291。唐永泰(民95)。轉換型領導、工作動機與員工創新行為的關係。人力資源管理學報，6(4)，44-66。唐永泰(民97)。轉換型領導、交易型領導與員工創新行為之關係。創新與管理，5(1)，53-81。張力仁(民99)。轉換型領導、組織自尊對組織公民行為影響之研究-以敬業貢獻度為中介變項(未出版之碩士論文)。國立臺灣師範大學。台北。張火燦、劉淑寧(民96)。人力資源領先指標對研發人員敬業貢獻之影響：中介模式的測試，人力資源管理學報，7(3)，1-24。張火燦、劉嘉雯、許宏明、繆敏智、童志隆(民100)。主管心情感染與員工創新行為的關係：敬業貢獻與工作倦怠的中介角色。人力資源管理學報，11(2)，1-24。
陳俊偉(民97)。幽默的使用對轉換型領導行為與員工創意績效的關係之調節效果(未出版之碩士論文)。朝陽科技大學。台中。陳冠政、羅仁鴻(民102)。電子產業家長式領導之轉化-個案分析。中華管理評論，16(1)。陳淑玲、黃讌茹(民103)。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。陳群聰(民93)。影響 R&D 人員創新行為之因素探討(未出版之碩士論文)。國立中山大學。高雄。陳嵩、李佩芬、陳光偉(民97)。上司家長式領導對銷售人員目標取向及績效之影響：以銀行理財專員為例。企業管理學報，77，1-47。彭台光、高月慈、林鉦棽(民95)管理研究中的共同方法變異：問題本質、影響、測試和補救，23(1)，77-98。
黃美桓(民97)。轉換型領導、員工的內在動機與組織承諾對組織公民行為之影響-以部門為例(未出版之碩士論文)。國立中央大學。桃園。黃致凱(民93)。組織創新氣候知覺、個人創新行為、自我效能知覺與問題解決型態關係之研究－以銀行業為研究對象(未出版之碩士論文)。國立中山大學。高雄。蔡啟通(民95)。領導者部屬交換與員工創新行為：組織正義之中介效果及組織特性之干擾效果。管理學報，23(2)，171-193。蔡啟通、高泉豐(民93)。動機取向、組織創新氣候與員工創新行為之關係：Amabile動機綜效模型之驗證。管理學報，21(5)，571-592。鄭伯壎(民84)。家長權威與領導行為之關係：一個台灣民營企業主持人的個案研究。中央研究院民族學研究所集刊，79，119-173。鄭伯壎(民85)。家長權威與領導行為之關係探討(二)。國科會專題研究報告，報告編號85-2413-H-002-005。
鄭伯壎(民86)。華人自評式績效考核中的自謙偏差：題意、謙虛價值及自尊之影響。中華心理學刊，39(2)，103-118。
鄭伯壎(民94)。華人領導：理論與實際。台北：桂冠圖書公司。
鄭伯壎、林姿葶(民101)。華人領導者的噓寒問暖與提攜教育：仁慈領導之雙構面模式。本土心理學研究，（37），253-302。鄭伯壎、姜定宇(民92)。組織忠誠、組織承諾、及組織公民行為研究之回顧與前瞻。應用心理研究，19，175-210。
鄭伯壎、莊仲仁(民70)。基層軍事幹部有效領導行為之因素分析：領導績效、領導角色與領導行為之關係。中華心理學刊，4，2-41。鄭伯壎、黃敏萍(民89)。華人企業組織中的領導：一項文化價值的分析。中山管理評論，8（4），583-617。鄭伯壎、樊景立(民89)。華人組織的家長式領導：一項文化觀點的分析。本土心理學研究，（13），126-180。鄭伯壎、周麗芳、樊景立(民89)。家長式領導：三元模式的建構與測量。本土心理學研究，（14），3-64。鄭伯壎、徐瑋伶、黃敏萍(民91)。華人企業領導人的員工歸類與管理行為。本土心理學研究，18，51-94。
鄭伯壎、樊景立、周麗芳(民95)。家長式領導：模式與證據。台北：華泰文化。
鄭伯壎、任金剛、周婉茹、周麗芳(民99)。專權與尚嚴之辨：再探威權領導的內涵與恩威並濟的效果。本土心理學研究。34，223-284。鄭伯壎、周麗芳、黃敏萍、樊景立、彭泗清(民92)。家長式領導的三元模式：中國大陸企業組織的證據。本土心理學研究。20，209-280。盧小君、張國梁(民96)。工作動機對個人創新行為的影響研究。軟科學，21(6)，124-127。
賴君彥(民102)。個人傳統性-現代性對創新行為關係之研究-以家長式領導為調節變數(未出版之碩士論文)。長庚大學。台南。謝廷豪、林益永、鍾瑞國、楊雯惠、陳盈臻(民102)。創造力人格特質對創新行為之研究-以幸福感為中介變項。修平學報，27，66-77。謝婉柔、王智安(民103)。恩威並濟的家長式領導:機制探討與模式修正(未出版之碩士論文)。中原大學。桃園。蘇英芳、黃賀(民95)。魅力領導、家長式領導、德性領導與領導效應之研究。中山管理評論，14(4)，939-968。二、英文部分
Amabile, T. M. (1988). A model of creativity and innovation in organizations. Greenwich, CT: JAI Press.
Amabile, T. M. (1996). Creativity in Context. Boulder. CO: Westview Press.
Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996). Assessing the work environment for creativity. Academy of Management Journal, 39(5), 1154-1184. doi:2307/256995
Amabile, T. M., Sigal, G. B., Jennifer, S. M., & Barry, M. S. (2005). Affect and creativity at work. Administrative Science Quarterly, 50, 367-403.
Ancona, D. G. & Caldwell, D. F. (1987). Management Issues Facing New-Product Teams in High Technology Companies. Greenwich, Ct: JAI Press.
Aragón-Correa, J. A., García-Morales, V. J., & Cordón-Pozo, E. (2007). Leadership and organizational learning's role on innovation and performance: Lessons from Spain. Industrial Marketing Management, 36(3), 349-359.
Ashkanasy, N. M., Hartel, C. E. J., & Daus, C. S. (2002). Diversity and emotion: The new frontiers in organizational behavior research. Journal of Management, 28, 307-338. doi:10.1177/014920630202800304
Baas, M., De Dreu, C. K. W., & Nijstad, B. A. (2008). A meta-analysis of 25 years of mood-creativity research: Hedonic tone, activation, or regulatory focus? Psychological Bulletin, 134, 779-806. doi:10.1037/a0012815
Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22, 309-328. doi:10.1108/02683940710733115
Bakker, A. B. & Schaufeli, W. B. (2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29, 147-154. doi:10.1002/job.515
Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182. doi:10.1037/0022-3514.51.6.1173
Bates, S. (2004). Getting engaged. HR Magazine, 49(2), 44-51.
Baumruk, R. (2004). The missing link: the role of employee engagement in business success. Workspan, 47, 48-52.
Blau, P. M. (1964). Exchange and Power in Social Life. New York: Wiley.
Bono, J. E. Foldes, H. J. Vinson, G. & Muros, J. P. (2007). Workplace emotions: The role of supervision and leadership. Journal of Applied Psychology, 92(5), 1357-1367. doi: 10.1037/0021-9010.92.5.1357
Bono, J. E. & Judge, T. A. (2003). Self-concordance at work: Toward understanding the motivational effects of transformational leaders. Academy of Management Journal, 46, 554-571. doi: 10.2307/30040649
Bowen, D. E. & Lawler, E. E. (1992). The empowerment of service workers: What, why, how, and when. Sloan Management Review, 33, 31-39.
Campbell, A. (1997). Keeping the engine humming: The balanced scorecard approach is fast gaining use among leading organizations in monitoring company performance. Business Quarterly, 61(4), 40-46.
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. doi:10.1007/s10490-011-9275-3
Cheng, B. S., Huang, M. P., & Chou, L. F. (2002). Paternalistic leadership and its effectiveness: Evidence from 11 Chinese organizational teams. Journal of Psychology in Chinese Societies, 3, 85-112.
Cheng, B. S., Shieh, P.Y., & Chou, L. G. (2002). The principal's leadership, leader-member exchange quality, and the teacher's extra-role behavior: The effects of transformational and paternalistic leadership. Indigenous Psychological Research in Chinese Societies, 17, 105-161.
Chiu, C., & Yang, C. F. (1987). Humility and cognitive laziness as problems in using rating scales. Bulletin of the Hong Kong Psychological Society, 18, 39-50.
Conti, R., Amabile, T. M., & Pollak, S. (1995). The positive impact of creative activity: Effects of creative task engagement and motivational focus on college students’ learning. Personality and Social Psychology Bulletin, 21, 1107-1116. doi:10.1177/01461672952110011
Cummings, A., & Oldham, G. R. (1997). Enhancing creativity: Managing work contexts for the high potential employee. California Management Review, 40, 22-38. doi: 10.2307/41165920
Dirks, K. T., & Ferrin, D. L. (2002). Trust in leadership: Meta-analytic findings and implications for research and practice. Journal of Applied Psychology, 87(4), 611-628. doi:10.1037/0021-9010.87.4.611
Drucker, P. (1988). The coming of the new organization. Harvard Business Review, 66(1), 45-53.
Drucker, P. F. (1985). The Practice of Innovation, Innovation and Entrepreneurship Practice and Principles. New York: Harper & Row.
Erben, G. S., & Güneşer, A. B. (2008). The Relationship between paternalistic leadership and organizational commitment: Investigating the role of climate regarding ethics. Journal of Business Ethics, 82, 955-968. doi:10.1007/s10551-007-9605-z.
Erickson, T. J. (2005). Testimony submitted before the U.S. Senate Committee on Health, Education, Labor and Pensions.
Estrada, C. A., Isen, A. M., & Young, M. J. (1994). Positive affect improves creative problem-solving and influences reported source of practice satisfaction in physicians. Motivation and Emotion, 18, 285-299.
Farh, J. L. & Cheng, B. S. (2000). A Cultural Analysis of Paternalistic Leadership in Chinese Organizations. London: Macmillan.
Farh, J. L., Earley, P. C., & Lin, S. C. (1997). Impetus for action: A cultural analysis of justice and organizational citizenship behavior in Chinese society. Administrative Science Quarterly, 42(3), 421-444.
Farh, J. L., Liang, J., Chou, L. F., & Cheng, B. S. (2008). Paternalistic leadership in Chinese Organizations: Research Progress and Future Research Directions.
Farr, J., & Ford, C. (1990). Individual innovation. In West, M. & Farr, J. (Ed.), Innovation and creativity at work: Psychological and organizational strategies , Wiley: Chichester. 63-80.
Florida, R. (2002). The Rise of the Creative Class. USA: Perseus Books Group.
Frese, M., Fay, D., Hilburger, T., Leng, K. & Tag, A. (1997). The concept of personal initiative: Operationalization, reliability and validity intwo German samples. Journal of Occupational and Organizational Psychology, 70, 139-161. doi: 10.1111/j.2044-8325.1997.tb00639.x
Ganguly, D. (2003). Married to the job. The Economic Times, 7(1), 23-34.
Gaynor, G. H. (2002). Innovation by design：What It Takes to Keep Your Company on The Cutting Edge. New York: AMACOM.
Hackman, J. R., & Oldham, G. R. (1980). Work Redesign. MA: Addison-Wesley.
Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998). Applied Multivariate Data Analysis. NJ: Prentice Hall.
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. doi:10.1037/0021-9010.87.2.268
Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513-524. doi:10.1037/0003-066X.44.3.513
Homans, G. C. (1961). Social Behavior: Its Elementary Forms. New York: Harcourt.
Hu, H. H., Hsu, W. L., & Cheng, B. S. (2004). Thereward allocation decision of the Chinese manager: Influences of employee categorization and allocation situation. Asian Journal of Social Psychology, 7, 221-232.
Huhtala, H. & Parzefall, M. R. (2007). Promotion of employee wellbeing and innovativeness: an opportunity for a mutual benefit. Creativity and Innovation Management, 16(3), 299-307.
Janssen, O. (2000). Job demands, perceptions of effort-reward fairness and innovative work behavior. Journal of Occupational and Organizational Psychology, 73, 287-302. doi: 10.1348/096317900167038
Janssen, O., & Yperen, N. W. V. (2004). Employees’ goal orientations, the quality of leader-member exchange, and the outcomes of job performance and satisfaction. Academy of Management Journal, 47, 368-384. doi: 10.2307/20159587
Jones, A. P., James, L. R., & Bruni, J. R. (1975). Perceived leadership behavior and employee confidence in the leader as moderated by job involvement. Journal of Applied Psychology, 60, 146-149. doi:10.1037/h0076359.
Jones, J. & Harter, J. (2005). Race effects on the employee engagement-turnover intention relationship. Journal of Leadership and Organizational Studies, 11(2), 78-88. doi: 10.1177/107179190501100208
Jong, J. P. J. & Den Hartog, D. N. (2007). How leaders influence employees’ innovative behaviour. European Journal of Innovation Management, 10(1), 41-64. doi: 10.1108/14601060710720546
Jung, D. I., Chow, C. & Wu, A. (2003). The role of transformational leadership in enhancing organizational innovation: Hypotheses and some preliminary findings. The Leadership Quarterly, 14, 525-544. doi:10.1016/S1048-9843(03)00050-X
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692-724. doi:10.2307/256287
Kanter, R. (1988). When a Thousand Flowers Bloom Structural, Collective, and Social Conditions for Innovation in Organizations. Greenwich, CT: JAI Press.
Keller, R. T. (1992). Transformational leadership and the performance of research and development project groups. Journal of Management, 18, 489–501. doi:10.1177/014920639201800304
Kleysen, R. F. & Street, C. T. (2001). Toward a multi-dimensional measure of individual innovative behavior. Journal of Intellectual Capital, 2(3), 284-296. doi: 10.1108/EUM0000000005660
Lawler, E. E., III. & Hall, D. T. (1970). Relationship of job characteristics to job involvement, satisfaction and intrinsic. Journal of Applied Psychology, 54, 305-312. doi:10.1037/h0029692
Liang, S. K., Ling, H. C., & Hsieh, S. Y. (2007). The mediating effects of leader-member exchange quality toinfluence the relationships between paternalistic leadership and organizational citizenship behaviors. Journal of American Academy of Business, 10(2), 127-137.
Locke, E. A., & Latham, G. P. (1990). A Theory of Goal Setting and Task Performance. Englewood Cliffs, NJ: Prentice Hall.
Macey, W., & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1(1), 3-30. doi:10.1111/j.1754-9434.2007.0002.x
Martín, P. & Salanova, M. (2002). La innovación y la creatividad personales en el entorno organizacional: aproximaciones a su estudio. Proyecto social, 9, 145-161.
Martinez, P. G. (2003). Paternalism as a positive form of leader-subordinate exchange: Evidence from Mexico. Journal of Iberoamerican Academy of Management, 1(227-242). doi: 10.1108/15365430380000529.
Maslach, C. & Leiter, M. P. (1997). The Truth About Burnout: How Organizations Cause Personal Stress and What to Do About It. San Francisco, CA: Jossey-Bass.
May, D. R., Gilson, R, L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety, and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77, 11-37. doi:10.1348/096317904322915892
McCrae, R. R. & Costa, P. T. (1997). Personality trait structure as human universal. American Psychologist, 52, 509-516. doi:10.1037/0003-066X.52.5.509.
Meijman, T. F. & Mulder, G. (1998). Psychological Aspects of Workload. England: Psychology.
Messmann, G., Mulder, R. H., & Gruber, H. (2010). Relations between vocational teachers’characteristics of professionalism and their innovative work behaviour. Empirical Research in Vocational Education and Training, 2(1), 21-40.
Mone, E. M. & London, M. (2010). Employee Engagement: Through Effective Performance Management. A Practical Guide for Managers. New York: Routledge Press.
Nunnally, J. C. (1978). Psychometric Theory. New York: McGraw-Hill.
Organ, D. W. (1988). Organizational Citizenship Behavior: The Good Soldier Syndrome. Lexington, MA: Lexington Books.
Podsakoff, P. M., Ahearne, M., & MacKenzie, S. B. (1997). Organizational citizenship behavior and the quantity and quality of work group performance. Journal of Applied Psychology, 82, 262-270.
Pye, L. W. (1985). Asia Power and Politics: The Cultural Dimensions of Authority. MA: Harvard University Press.
Ramamoorthy N., Flood, P. C., Slattery T., & Sardessai R. (2005). Determinants of innovative work behaviour: Development and test of an integrated model. Creativity and Innovation Management, 14, 142-150. doi:10.1111/j.1467-8691.2005.00334.x
Redding, S. G. (1980). Cognition as an aspect of culture and its relation to management processes: An exploratory view of the Chinese case. The Journal of Management Studies, 17(3), 127-148.
Redding, S. G. (1990). The Spirit of Chinese Capitalism. Berlin: Walter de Gruyter.
Richman, A. (2006). Everyone wants an engaged workforce how can you create it? Workspan, 49, 36-39. doi: 10.1002/9781444395150
Rothbard, N. P., & Patil, S. V. (2011). Being There: Work Engagement and Positive Organizational Scholarship. UK: Oxford University Press.
Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55, 68-78. doi:10.1037//0003.066X.55.1.68
Salanova, M., Agut, S., & Peiro, 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(6), 1217-1227. doi:10.1037/0021-9010.90.6.1217
Schaufeli, W. B., & Bakker, A. B. (2003). Test manual for The Utrecht Work Engagement Scale. Netherlands: Utrecht University.
Schaufeli, W. B. & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement. Journal of Organizational Behavior, 25, 293-315. doi:10.1002/job.248
Schaufeli, W. B. & Salanova, M. (2008). Enhancing Work Engagement Through The Management of Human Resources. New York: Cambridge University Press. doi: 10.1017/CBO9780511490064.018
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire. Educational and Psychological Measurement, 66, 701-716. doi: 0.1177/0013164405282471
Schaufeli, W. B., Salanova, M., Gonzalez-Roma, V., & Bakker, A. B. (2002). The measurement of burnout and engagement: A confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71-92. dio:10.1023/A:1015630930326
Schutte, N., Toppinnen, S., Kalimo, R., & Schaufeli, W., (2000). The factorial validity of the Maslach Burnout Inventory-General Survey across occupational groups and nations. Journal of Occupational and Organizational Psychology, 73, 53–66. doi: 10.1348/096317900166877
Schwarz, N., & Clore, G. L. (2003). Mood as information: 20 years later. Psychological Inquiry, 14, 296-303. doi:10.1207/S15327965PLI1403&4_20
Scott, S. G. & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of Management Journal, 37(3), 580-607. doi:10.2307/256701
Shalley, C. E. & Gilson, L. L. (2004). What leaders need to know: A review of social and contextual factors that can foster or hinder creativity. Leadership Quarterly, 15, 33-53. doi: 10.1016/j.leaqua.2003.12.004
Shalley, C. E., Zhou, J., & Oldham, G. R. (2004). The effects of personal andcontextual characteristicson creativity: Where should we go from here? Journal of Management, 30(6), 933-958. doi:10.1016/j.jm.2004.06.007
Shamir, B., Zakay, E., Breinin, E., & Popper, M. (1998). Correlates of charismatic leader behavior in military units: Subordinates’ attitudes, unit characteristics, and superiors’ appraisals of leader performance. Academy of Management Journal, 41, 387-409. doi:10.2307/257080
Sheer, V. C. (2013). In search of Chinese paternalistic leadership: Conflicting evidence from samples of mainland China and Hong Kong's small family businesses. Management Communication Quarterly, 67, 34-60.
Shin, S. & Zhou, J. (2003). Transformational leadership, conservation, and creativity: Evidence from Korea. Academy of Management Journal, 46, 703-714. doi:10.2307/30040662
Silin, R. H. (1976). Leadership and Value: The Organization of Large-Scale Taiwan Enterprises. MA: Harvard University Press.
Sonnentag, S. (2003). Recovery, work engagement, and proactive behavior: A new look at the interface between nonwork and work. Journal of Applied Psychology, 88(3), 518-528. doi:10.1037/0021-9010.88.3.518
Sosik, J. J., Kahai, S. S., & Avolio, B. J. (1998). Transformational leadership and dimensions of creativity: motivating idea generation in computer‐mediated groups. Creativity Research Journal, 11, 111-121. doi:10.1207/s15326934crj1102_3
Staw, B. M. (1975). Attribution of the causes of performance: A general alternative interpretation of cross-sectional research on organization. Organizational Behavior and Human Performance, 13(3), 414-432.
Storn, K. & Rothmann, S. (2003). The relationship between burnout, personality traits and coping strategies in a corporate pharmaceutical group. South African Journal of Industrial Psychology, 29(4), 35-42.
Tierney, P. & Farmer, S. M. (2004). The Pygmalion process and employeecreativity. Journal of Management, 30, 413-432. doi:10.1016/j.jm.2002.12.001
Torrance, E. P. (1988). The Nature Of Creativity As Manifest In Its Testing. England: Cambridge Univ. Press.
Tsui, A. S. & Farh, J. L. (1997). Where guanxi matters: Relational demography and guanxi in the Chinese context. Work and Occupations, 24(1), 56-79.
Van de Ven, A. H. (1986). Central problems in the management of innovation. Management Science, 32(5), 590-607. doi:10.1287/mnsc.32.5.590
Vosburg, S. K. (1998). Mood and the quantity and quality of ideas. Creativity Research Journal, 11, 315-324. doi:10.1207/s15326934crj1104_5
Waldman, D. A., Bass, B. M., & Yammarino, F. J. (1990). Adding to contingent-reward behavior: The augmenting effects of charismatic leadership. Group & Organization Studies, 15(4), 381-394. doi:10.1177/105960119001500404
Walumbwa, F. O., Avolio, B., & Zhu, W. (2008). How transformational leadership weaves its influence on individual job performance: the role of identification and efficacy beliefs. Personnel Psychology, 61(4), 793-825. doi: 10.1111/j.1744-6570.2008.00131.x
Wang, A. C., & Cheng, B. S. (2010). When does benevolent leadership lead to creativity? The moderating role of creative role identity and job autonomy. Journal of Organizational Behavior, 31(1), 106-121.
Wang, A. C., Chiang, T. J., Tsai, C. Y., Lin, T. T., & Cheng B. S. (2013). Gender makes the difference: The moderating role of leader gender on the relationship between leadership styles and subordinate performance. Organizational Behavior and Human Decision Processes, 122(2), 101-113.
Wang, H., Law, K. S., Hackett, R. D., Wang, D., & Chen, Z. X. (2005). Leadermember exchange as a mediator of the relationship between transformational leadership and followers’ performance and organizational citizenship behavior. Academy of Management Journal, 48(3), 420-432.
West, M. A., & Farr, J. L. (1989). Innovation at work: Psychological perspectives. Social Behavior, 4, 15-30.
Westwood, R. I. (1997). Harmony and patriarchy: The cultural basis for paternalistic headship among overseas Chinese. Organization Studies, 18, 455-480.
Westwood, R. I. & Chan. A. (1992). Headship and Leadership. Hong Kong: Longman Group.
Yang, K. S. (1998). Chinese responses to modernization: A psychological analysis. Asian Journal of Social Psychology, 1, 75-97.
Zhang, X. & Bartol, K. M. (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of Management Journal, 53, 107-128. doi:10.5465/AMJ.2010.48037118
Zhou, J. & George, J. M. (2001). When job dissatisfaction leads to creativity: Encouraging the expression of voice. Academy of Management Journal, 44(4), 682-696. doi:10.2307/3069410