This study was conducted to examine the impact of team context on the innovative work behaviors of team members, focusing on the direct impacts of shared responsibility and unidentifiability on innovative work behavior. This study also tested the moderating effects of perceived coworker trust and perceived distributive fairness on the relationship between shared responsibility, unidentifiability, and innovative work behaviors of team members. Moreover, this study was directed to investigate the negative impacts of innovative work behavior on conflict with coworker and turnover intention including the moderating effect of Leader Member Exchange (LMX) on the relationship between IWB and both conflict with coworker and turnover intention respectively.

Based on 189 pair data from nurse teams at the hospitals in Indonesia, this study found that both shared responsibility and unidentifiability were negatively and significantly associated with innovative work behaviors of team members. Meanwhile perceived coworker trust positively moderated the negative relationship between shared responsibility and innovative work behaviors. However, perceived coworker trust did not have a moderating effect on the relationship between unidentifiability and innovative work behavior. Perceived distributive fairness also did not moderate the relationship between shared responsibility, unidentifiability, and innovative work behaviors of team members.

In addition, the analysis results of 135 pair data collected from marketing as well as production teams found that innovative work behavior had a positive and significant relationship with conflict with coworker and turnover intention respectively. However, we did not find a moderating effect of Leader Member Exchange the relationship between IWB and both conflict with coworker and turnover intention. Details of relationship among these variables are also discussed, including suggestions and implications.

Adams, J. S. (1963). Toward an understanding of inequity Journal of Abnormal and Social Psychology 67, 422-436.
Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in experimental social psychology (Vol. 2, pp. 267-299): New York, Academic Press.
Aiken, L.S., & West, S.G. (1991). Multiple regression: Testing and interpreting interactions. California, Sage Publications, Inc.
Allen, D. G., Weeks, K. P., & Moffitt, K. R. (2005). Turnover intentions and voluntary turnover: the moderating roles of self-monitoring, locus of control, proactive personality, and risk aversion Journal of Applied Psychology, 90(5), 980-990.
Amabile, T. M. (1988). A model of creativity and innovation in organizations. In L. L. C. B. M. Staw (Ed.), Research in organizational behavior (Vol. 10, pp. 123-167): Greenwich, CT: JAI Press.
Ancona, D., & Caldwell, D. (1987). Management issues facing new product teams in high technology companies. In D. L. D Lewin, & D. Sokel (Ed.), Advances in industrial and labor relations (Vol. 4, pp. 191-221): Greenwich, CT: JAI Press.
Argyris, C. (1957). Personality and organization: New York: Harper & Row.
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(3), 267 - 285.
Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14(1), 20-39.
Bartis, S., Szymanski, K., & Harkins, S. G. (1988). Evaluation and performance: a two-edged knife. Journal of Personality and Social Psychology, 14(242-251).
Bauer, T. N., Erdogan, B., Liden, R. C., & Wayne, S. J. (2006). A longitudinal study of the moderating role of extraversion: leader–member exchange, performance, and turnover during new executive development. Journal of Applied Psychology, 91(2), 298–310.
Bentein, K., Vandenberg, R., Vandenberghe, C., & Stinglhamber, F. (2005). The role of change in the relationship between commitment and turnover: a latent growth modeling approach. Journal of Applied Psychology, 90(3), 468–482.
Bernerth, J. B., Armenakis, A. A., Feild, H. S., Giles, W. F., & Walker, H. J. (2007). Leader–member social exchange (LMSX): development and validation of a scale. Journal of Organizational Behavior, 28, 979-1003.
Bies, R. J. (1986, August)). Identifying principles of interactional justice: the case of corporate recruiting. In R. J. B. (Chair) (Ed.), Moving beyond equity theory: New directions in research on justice in organizations: Symposium conducted at the meeting of the Academy of Management, Chicago.
Blau, P. M. (1964). Exchange and power in sociai life: New York: Wiley.
Bretz, R. D., Boudreau, J. W., & Judge, T. A. (1994). Job search behavior of employed managers. Personnel Psychology, 47, 275-301.
Brickner, M. A., Harkins, S. G., & Ostrom, T. M. (1986). Effects of personal involvement: thought-provoking implications for social loafing. Journal of Personality and Social Psychology, 51, 763-769.
Burns, J. Z., & Otte, F. L. (1997). Implications of leader-member exchange theory and research for human resource development research. Hyman Reource Development Quarterly, 10(3), 225-248.
Chen, Z. X., & Aryee, S. (2007). Delegation and employee work outcomes: an examination of the cultural context of mediating processes in China. Academy of Management Journal, 50(1), 226-238.
Clegg, C., Unsworth, K., Epitropaki, O., & Parker, G. (2002). Implicating trust in the innovation process. Journal of Occupational and Organizational Psychology, 75, 409-422.
Cohen, S. G., & Bailey, D. E. (1997). What makes teams work: group effectiveness research from the shop fIoor to the executive suite. Journal of Management, 23(3), 239-290.
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, O. L. H. & Ng, K. Y. (2001). Justice at the millennium: a meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86 (3):425-445.
Colquitt, J. A., & Greenberg, J. (2003). Organizational Justice: A fair assessment of the state of the literature. In J. Greenberg (Ed.), Organizational behavior: The state of the science (pp. 165-210): Mahwah, NJ: Erlbaum.
Cook, J., & Wall, T. D. (1980). New work attitude measures of trust, organizational commitment and personal need non-fulfillment. Journal of Occupational Psychology, 53(1), 39-52.
Costigan, R. D., Ilter, S. S., & Berman, J. J. (1998). A Multi-dimensional study of trust in organizations. Journal of Managerial Issues, 10, 303-317.
Côté, S., & Morgan, L. M. (2002). A longitudinal Analysis of the association between emotion regulation, job satisfaction, and intentions to quit. Journal of Organizational Behavior, 23(8), 947-962.
Coyle-Shapiro, J.-M., & Conway, N. (2004). The employment relationship through the lens of social exchange. In J. A.-M. Coyle-Shapiro, L. M. Shore, M. S. Taylor & L. E. Tetrick (Eds.), The employment relationship: Examining psychology and contextual perspectives (pp. 8-28). New York: Oxford University Press.
Cropanzano, R., Goldman, B., & Folger, R. (2003). Deontic justice: the role of moral principles in workplace fairness. Journal of Organizational Behavior, 24(8), 1019-1024.
Cropanzano, R., Rupp, D. E., & Byrne, Z. S. (2003). The relationship of emotional exhaustion to work attitudes, job performance, and organizational citizenship behaviors. Journal of Applied Psychology, 88, 160-169.
Crossley, C. D., Bennett, R. J., Jex, S. M., & Burnfield, J. L. (2007). Development of a Global Measure of Job Embeddedness and Integration Into a Traditional Model of Voluntary Turnover. Journal of Applied Psychology, 92(4), 1031–1042.
Dansereau, F., Cashman, J., & Graen, G. (1973). Instrumentality theory and equity theory as complementary approaches in predicting the relationship of leadership and turnover among managers. Organizational Behavior and Human Performance, 10, 184-200.
Dansereau, F., Graen, G., & Haga, W. J. (1975). A vertical dyad linkage approach to leadership within formal organizations: a longitudinal investigation of the role making process. Organizational Behavior and Human Performance, 13, 46-78.
Darley, J. M., & Latané, B. (1968). Bystander intervention in emergencies: diffusion of responsibility. Journal of Personality and Social Psychology, 8, 377-383.
Davis, J. H., Schoorman, F. D., Mayer, R. C., & Tan, H. H. (2000). The trusted general manager and business unit performance: empirical evidence of a competitive advantage. Strategic Management Journal, 21(5), 563-576.
De Cremer, D., Snyder, M. & Dewitte, S. (2001). The less I trust, the less I contribute (or not)?' The effects of trust, accountability and self-monitoring in social dilemmas. European Journal of Social Psychology, 31:93-107.
Dienesch, R. M., & Liden, R. C. (1986). Leader-member exchange model of leadership: a critique and further development. Academy of Management Journal, 11(3), 618-634.
Dirks, K.T. (1999). The effects of interpersonal trust on work group performance. Journal of Applied Psychology, 84:445-455.
Dirks, K. T. (2000). Trust in leadership and team performance: evidence from NCAA basketball. Journal of Applied Psychology, 85(6), 1004-1012.
Dirks, K. T., & Ferrin, D. L. (2002). The Role of Trust in Organizational Settings. Organization Science, 12(4), 450-467.
Dorenbosch, L., Van Engen, M. L., & Verhagen, M. (2005). On-the-job innovation: the Impact of job design and human resource management through production ownership. Creativity and innovation Management, 14(2), 129-141.
Drucker, P. F. (1985). Innovation and Entrepreneurship: Practice and Principles. London: Heinemann.
Dumaine, B. (1994). The trouble with teams. Fortune, 34(4 September), 277-288.
Earley, P. C. (1989). Social loafing and collectivism: a comparison of the United States and the People's Republic of China. Administrative Science Quarterly, 34(4.), 565-581.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507.
Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75, 51-59.
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86, 42-51.
Elangovan, A. R., & Shapiro, D. (1998). Betrayal of trust in organizations. Academy of Management Review, 23(3), 547-566.
Folger, R., & Konovsky, M. A. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal, 32(1), 115-130.
Folger, R. and Cropanzano, R. (1998). Organizational Justice and Human Resource Management, Sage, Thousand Oaks, CA.
Forsyth, D. R., Zyzniewski, L. E., & Giammanco, C. A. (2002). Responsibility diffusion in cooperative collectives. Personality and Social Psychology Bulletin, 28(1), 54-65.
Gagné, M., & Zuckerman, M. (1999). Performance and learning goal orientations as moderators of social loafing and social facilitation. Small Group Research 30(5), 524-541.
Gammage, K. L., Carron, A. V., & Estabrooks, P. A. (2001). Team cohesion and individual productivity : the Influence of the norm for productivity and the identifiability of individual effort. Small Group Research, 32(1), 3-18.
García-Goñi, M. (2008). The adoption and diffusion of technological and organizational innovations in a spanish hospital, In P. Windrum and P. Koch (Eds), Innovation in Public Sector Services: Entrepreneurship, Creativity and Management (pp.89-117), Chelthenham, UK: Edward Elgar.
Geen, R. G. (1991). Social motivation. Annual Review of Psychology, 42, 377-399.
George, J. M. (1995). Asymmetrical effects of rewards and punishments: the case of social loafing. Journal of Occupational and Organizational Psychology, 68, 327-338.
George, J. M., & Jones, G. R. (1996). The experience of work and turnover intentions: interactive effects of value attainment, job satisfaction, and positive mood. Journal of Applied Psychology, 81(3), 318-325.
Gerstner, C. R., & Day, D. V. (1997). Meta-analytic review of leader-member exchange theory: correlates and construct issues. Journal of Applied Psychology, 82(6), 827-844.
Golembiewski, R., & McConkie, M. (1975). The centrality of interpersonal trust in group process. In C. L. Cooper (Ed.), Theories of group process (pp. 131-185). New York: Wiley.
Gouldner, A. W. (1960). The norm of reciprocity. American Sociological Review, 25, 161-178.
Graen, G. B. (1976). Role-making processes within complex organizations. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp. 1201 - 1245): Chicago: Rand McNally.
Graen, G. B., & Cashman, J. (1975). A role-making model of leadership in formal organizations: a development approach. In J. G. Hunt & L. L. Larson (Eds.), Leadership frontiers (pp. 143- 165): Kent, OH: Kent State University.
Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: development of leader-member exchange (LMX) theory of leadership over 25 years: applying a multi-level multi-domain perspective. Leadership Quarterly, 6(2), 219-247.
Greenberg, J. (1987). A taxonomy of organizational justice theories. Academy of Management Review, 12(1), 9-22.
Greenberg, J. (1990). Organizational Justice: yesterday, today, and tomorrow. Journal of Management, 16(2), 399-432.
Greenberg, J. (2004). Stress fairness to fare no stress: managing workplace stress by promoting organizational justice. Organizational Dynamics, 33:352-365.
Guerin, B. (2003). Social behaviors as determined by different arrangements of social consequences: diffusion of responsibility effects with competition. The Journal of Social Psychology, 143(3), 313 - 329
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.
Hair, J. F., Tatham, R. L., Anderson, R. E., & Black, W. (1998). Multivariate Data Analysis (5 ed.): Upper Saddle River, N.J. :Pearson Prentice Hall.
Hair Jr, J., Black, W., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2006). Multivariate data analysis (6 ed.). New Jersey: Prentice Hall.
Handel, M. J., & Gittleman, M. (2004). Is there a wage payoff to innovative work practices? Industrial Relation, 43(1), 67-97.
Harkins, S. G., & Jackson, J. M. (1985). The role of evaluation in eliminating social loafing. Personality and Social Psychology Bulletin, 11, 575-584.
Harkins, S. G., Latane, B., & Williams, K. (1980). Social loafing: allocating effort or taking it easy? . Journal of Experimental Social Psychology, 16, 457-465.
Harkins, S. G., & Petty, R. E. (1982). The effects of task difficulty and task uniqueness on social loafing. Journal of Personality and Social Psychology, 43, 1214-1229.
Harris, K. J., Kacmar, K. M., & Witt, L. A. (2005). An examination of the curvilinear relationship between leader–member exchange and intent to turnover. Journal of Organizational Behavior, 26(4), 363-378.
Hayashi, K. & Yung, Y.F. (199). Standard errors for the class of orthomax-rotated factor loaidngs: Some matrixs results. Psychometrika, 64(4):451-460.
Hoeksema-van Orden, C. Y. D., Gaillard, A. W. K., & Buunk, B. P. (1998). Social loafing under fatigue. Journal of Personality and Social Psychology, 75(5), 1179-1190.
Hogg, M. A. (1992). The social psychology of group cohesiveness: from attraction to social identity. New York: New York University Press.
Hollinger, R. C., & Clark, J. P. (1983). Theft by employees: Lexington, MA: Lexington Books.
Hom, P. W., & Griffeth, R. W. (1991). A structural equation model of the process of employee turnover: cross-sectional and longitudinal tests. Journal of Applied Psychology, 76, 350-366.
Hom, P. W., Griffeth, R. W., & Sellaro, C. L. (1984). The validity of Mobley's (1977) model of employee turnover. Organizational Behavior and Human Performance, 34, 141-174.
Hom, P. W., Tsui, A. S., Wu, J. B., Lee, T. W., Zhang, A. Y., Fu, P. P., & Li, L. (2009). Explaining employment relationships with social exchange and job embeddedness. Journal of Applied Psychology, 94(2), 277–297.
Janssen, O. (2000). Job demands, perceptions of effort—reward fairness and innovative work behaviour. Journal of Occupational and Organisational Psychology, 73, 287-302.
Janssen, O. (2003). Innovative behaviour and job involvement at the price of conflict and less satisfactory relations with co-workers. Joumal of Occupational and Organizational Psychology, 76(3), 347-364.
Janssen, O. (2004). How fairness perceptions make innovative behavior more or less stressful. Journal of Organizational Behavior, 25(2), 201 - 215.
Janssen, O., Van De Vliert, E., & West, M. (2004). The bright and dark sides of individual and group innovation: a Special Issue introduction. Journal of Organizational Behavior, 25, 129-145.
Jaros, S. J. (1997). An assessment of Meyer and Allen’s (1991) three component model of organizational commitment and turnover intentions, Journal of Vocational Behavior, 51(3):319-337.
Jones, G. R. (2001). Organizational theory: text and cases: New York: Addison-Wesley.
Kanter, R. (1988). When a thousand flowers bloom: structural, collective, and social conditions for innovation in organizations. In B. M. Staw & L. L. Cummings (Eds.), Research in organizational behavior (Vol. 10, pp. 169-211): Greenwich, CT: JAI Press.
Karau, S. J., & Williams, K. D. (1993). Social loafing: a meta-analytic review and theoretical integration. Journal of Personality and Social Psychology, 65, 681-706.
Katz, D. (1964). The motivational basis of organizational behavior, Behavioral Science, 9(2):131 - 146.
Katz, D., & Kahn, R. L. (1966). The social psychology of organizations: New York: Wiley.
Katzenbach, J. R., & Smith, D. K. (1993). The wisdom of teams: creating the high performance organization. Boston, MA: Harvard Business School Press.
Kerr, N., & Bruun, S. (1981). Ringelmann revisited: alternative explanations for the social loafing effect. Personality and Social Psychology Bulletin, 7, 224-231.
Kidwell, R. E., & Bennett, N. (1993). Employee propensity to withhold effort: a conceptual model to intersect three avenues of research. Academy of Management Review, 18(3), 429-456.
Kirkman, B. L., Chen, G., Farh, J. L., Chen, Z. X., & Lowe, K. B. (2009). Individual power distance orientation and follower reactions to transformational leaders: a cross-level, cross-cultural examination. Academy of Management Journal, 52, 744-764.
Kirschenbaum, A., & Weisberg, J. (2002). Employee's turnover intentions and job destination choices. Journal of Organizational Behavior, 23(1), 109-125.
Kishton, J. M., & Widaman, K. F. (1994). Unidimensional versus domain representative parceling of questionnaire items: an empirical example. Educational and Psychological Measurement, 54, 757-765.
Konovsky, M. A., & Cropanzano, R. (1991). Perceived fairness of employee drug testing as a predictor of employee attitudes and job performance. Journal of Applied Psychology, 76(5), 698-707.
Lance, C. E. (1988). Job performance as a moderator of the satisfaction-turnover intention relation: an empirical contrast of two perspectives. Journal of Organizational Behavior, 9 271-280.
Langfred, C. W. (2004). Too much of a good thing? negative effects of high trust and individual autonomy in self-managing teams. Academy of Management Journal, 47(3), 385-399.
Latané, B., Williams, K., & Harkins, S. (1979). Many hands make light the work: the causes and consequences of social loafing. Journal of Personality and Social Psychology, 37, 822-832.
Latané, B. (1981). The psychology of social impact. American Psychologist, 36(4), 343-356.
Lau, D. C., & Liden, R. C. (2008). Antecedents of coworker trust: leaders’ blessings. Journal of Applied Psychology, 93(5), 1130-1138.
Lawler, E. E. I., Morhman, S. A., & Ledford, G. E., Jr. (1992). Employee involvement and total quality matuigement: practices and results in Fortune 1000 companies. San Francisco: Jossey-Bass.
Lazear, E. P. (1986). Raids and offer matching. In E. G. Ehrenberg (Ed.), Reserach in labor economics (Vol. 8, pp. 141-165). Greenwich, CT: JAI Press.
Lee, J.-H., & Scott, D. (2004). Measuring birding specialization: A confirmatory factor analysis. Leisure Sciences, 26, 245-260.
Leventhal, G. S. (1980). What should be done with equity theory? New approaches to the study of fairness in social relationships. In K. S. Gergen, M. S. Greenberg & R. H. Willis (Eds.), Social Exchange: Advances in Theory and Research (pp. 27-55).
Lewin, K. (1951). Field theory in social science: New York: Harper and Row.
Liden, R., & Graen, G. B. (1980). Generalizability of the vertical dyad linkage model of leadership. Academy of Management Journal, 23(3), 451-465.
Liden, R. C., Erdogan, B., Wayne, S. J., & Sparrpwe, R. T. (2006). Leader-member exchange, differentiation, and task interdependence: Implications for individual and group performance. Journal of Organizational Behavior, 27, 723-746.
Liden, R. C., & Maslyn, J. M. (1998). Multidimensionafity of leader-member exchange: an empirical assessment through scale development. Journal of Management, 24(1), 43-72.
Liden, R. C., Wayne, S. J., Jaworski, R. A., & Bennett, N. (2004). Social loafing: a field investigation Journal of Management, 30(2), 285-304.
Likert, R. (1967). The human organization: New York: McGraw-Hill.
Little, T. D., Cunningham, W. A., Shahar, G., & Widaman, K. F. (2002). To parcel or not to parcel: exploring the question, weighing the merits. Structural Equation Modeling, 9(2), 151-173.
Lowe, R. H., & Vadanovich, S. J. (1995). A field study of distributive and procedural justice as predictors of satisfaction and organizational commitment. Journal of Business and Psychology, 10(1), 99-114.
Lucht, J. (1991). Rights of passage at $100,000+. New York: Viceroy Press.
Maertz, C. P., & Griffeth, R. W. (2004). Eight motivational forces and voluntary turnover: a theoretical synthesis with implications for research. Journal of Management, 30, 667-683.
March, J. G., & Simon, H. A. (1958). Organizations. New York: Wiley.
Martin, T. N. Jr. (1979). A contextual model of employee turnover intentions. Academy of Management Journal, 22(2), 313-324.
Martin, T. N., Price, J. L., & Mueller, C. W. (1981). Job performance and turnover. Journal of Applied Psychology, 66, 166-119.
Mathieu, J., Maynard, M. T., Rap, T., & Gilson, L. (2008). Team effectiveness 1997-2007: a review of recent advancements and a glimpse into the future. Journal of Management, 34, 410-476.
McAllister, D. J. (1995). Affect- and cognition-based trust as foundations for interpersonal cooperation in organizations. Academy of Management Journal, 38(1), 24-59.
McFarlin, D. B., & Sweeney, P. D. (1992). Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, 35(3), 626-637.
Miron, E., Erez, M., & Naveh, E. (2004). Do personal characteristics and cultural values that promote innovation, quality, and efficiency compete or complement each other? Journal of Organizational Behavior, 25(2), 175-199.
Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62, 237-240.
Mobley, W. H., Horner, S. O., & Hollingsworth, A. T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63, 408-414.
Moon, H., Kamdar, D., Mayer, D. M., & Takeuchi, R. (2008). Me or we? the role of personality and justice as other-centered antecedents to innovative citizenship behaviors within organizations. 93, 1, 84–94.
Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship. Journal of Applied Psychology, 6, 845-855.
Mumford, M.D., & Gustafson, S.B. (1988). Creativity syndrome: Integration, application, and innovation. Psychological Bulletin, 103(1), 27–43.
Niehoff, B., P, & Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36, 527-556.
Ohly, S., Sonnentag, S., & Pluntke, F. (2006). Routinization, work characteristics and their relationships with creative and proactive behaviors. Journal of Organizational Behavior, 27(3), 257 - 279.
Oldham, G. R., & Cummings, A. (1996). Employee creativity: personal and contextual factors at work. Academy of Management Journal, 39(3), 607-634.
Orvis, K. A., Dudley, N. M., & Cortina, J. M. (2008). Conscientiousness and reactions to psychological contract breach: a longitudinal field study. Journal of Applied Psychology, 93(5), 1183–1193.
Paas, L.J. & Sijtsma, K. (2008). Nonparametric item response theory for investigating dimensionality of marketing scales: A SERVQUAL application, Marketing Letter, 19:157-170.
Parker, S. K., Wall, T. D., & Jackson, P. R. (1997). That's not my Job’: developing flexible employee work orientations. Academy of Management Journal, , , 40(4), 899-929.
Parker, S. K., Williams, H. M., & Turner, N. (2006). Modeling the antecedents of proactive behavior at work. Journal of Applied Psychology, 91(3), 636-652.
Pearce, J. L., & Gregersen, H. B. (1991). Task interdependence and extrarole behavior: a test of the mediating effects of felt responsibility. Journal of Applied Psychology, 76(6), 838-844.
Pearce, C. L., & Ensley, A. M. D. (2004). A reciprocal and longitudinal investigation of the innovation process: the central role of shared vision in product and process innovation teams (PPITs). Journal of Organizational Behavior, 25(2), 259-278.
Pieterse, A. N., Van Knippenberg, D., Schippers, M., & Stam, D. (2009). Transformational and transactional leadership and innovative behavior: the moderating role of psychological empowerment. Journal of Organizational Behavior, 31(4): 609 - 623.
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), 859-903.
Podsakoff, N. P., LePine, J. A., & LePine, M. A. (2007). Differential challenge stressor–hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: a meta-analysis. Journal of Applied Psychology, 92(2), 438-454.
Poole, M. S. (2004). Central issues un the study of change and innovation. In M. S. Polee & A. H. V. d. Ven (Eds.), Handbook of Organizational Change and Innovation. New York: Oxford University Press, Inc.Price, J. L. (1977). The study of turnover: Ames, IA: Iowa State University Press.
Postmes, T., & Spears, R. (1998). Deindividuation and antinormative behavior: a meta-analysis. Psychological Bulletin, 123(3), 238-259.
Price, J. L. (1977). The study of turnover. Ames: Iowa State University Press.
Price, K. H., Harrison, D. A., & Gavin, J. H. (2006). Withholding inputs in team contexts: member composition, interaction processes, evaluation structure, and social loafing. journal of Applied Psychology, 91(6), 1375-1384.
Rahim, M. A. (1992). Managing conflict in organizations: Westport, CT: Praeger.
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(2), 142-150.
Robbins, S. P. (2005). Organizational Behavior: International Edition (11th ed). Upper Saddle, New Jersey: Pearson Education, Inc.
Rosch, P. (2001). The quandary of job stress compensation. Health and Stress, 3, 1-4.
Salancik, G. R., & Pfeffer, J. (1978). A social information processing approach to job attitudes and task design. Administrative Science Quarterly, 23(2), 224-253.
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.
Schroeder, R., Van de Ven, A., Scudder, G. and Polley, D. (1989). The development of innovation ideas. In Van de Ven, A., Angle, H. and Poole, M.S. (Eds.), Research on the Management of Innovation: The Minnesota Studies. Harper & Row, New York, pp. 107-134.
Shapiro, D. L., Furst, S. A., Spreitzer, G. M., & Von Glinow, M. A. (2002). Transnational teams in the electronic age: are team identity and high performance at risk? 23, 455-467.
Shepperd, J. A., & Taylor, K. M. (1999). Social loafing and expectancy-value theory. Personality and Social Psychology Bulletin, 25(9), 1147-1158.
Skarlicki, D. P., & Folger, R. (1997). Retaliation in the workplace: the roles of distributive, procedural, and interactional justice. Journal of Applied Psychology, 82(3), 434-443.
Smith, C. A., Organ, D. W., & Near, J. P. (1983). Organizational citizenship behavior: its nature and antecedents, Journal of Applied Psychology, 68 (4):653-663.
Sparrowe, R. T., & Liden, R. C. (1997). Process and structure in leader-member exchange. Academy of Management Review, 22, 522-552.
Sparrowe, R. T., Soetjipto, B. W., & Kraimer, M. L. (2006). Do leaders’ influence tactics relate to members’ helping behavior? It depends on the quality of the relationship. Academy of Management Journal, 49(6), 1194–1208.
Spell, C. S., & Arnold, T. (2007). An appraisal perspective of justice, structure, and job control as antecedents of psychological distress. Journal of Organizational Behavior, 28(6), 729 - 751.
Stark, E. M., Shaw, J. D., & Duffy, M. K. (2007). Preference for group work, winning orientation, and social loafing behavior in groups. Group & Organization Management, 32(6), 699-723.
Staw, B. M., Bell, N. E., & Clausen, J. A. (1986 ). The dispositional approach to job attitudes: a lifetime longitudinal test. Administrative Science Quarterly, 31(1), 56-77.
Staw, B. M. (1990). An evolutionary approach to creativity and innovation. In M. A. West & J. L. Farr (Eds.), Innovation and creativity at work (pp. 287-308): Chichester, UK: Wiley.
Steel, R. P., & Ovalle, N. K. (1984). A review and meta-analysis of research on the relationship between behavioral intentions and employee turnover. Journal of Applied Psychology, 69, 673-686.
Sweeney, J. W. (1973). An experimental investigation of the free-rider problem. Social Science Research, 2, 277-292.
Takahashi, N. (2000). The emergence of generalized exchange, American Journal of Sociology, 105 (4):1105-1134.
Tan, H. H., & Tan, M. L. (2008). Organizational citizenship behavior and social loafing: The role of personality, motives, and contextual factors. The Journal of Psychology, 142(1), 89-108.
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta analytic findings. Personnel Psychology, 46(2), 259 - 293.
Tyler, T. R., & Blader, S. (2000). Cooperation in group: Procedural justice, social identity, and behavioral engagement. Philadelphia, PA: Psychology Press.
Vandenberg, R. J., & Nelson, J. B. (1996). Disaggregating the motives underlying turnover intentions: when do intentions predict turnover intention. Human Relations, 52(10), 1313
Van de Ven, A. (1986). Central problems in the management of innovation. Management Science, 32(5), 590-607.
Van Dyne, L., Jehn, K. A., & Cummings, A. (2002). Differential effects of strain on two forms of work performance: individual employee sales and creativity. Journal of Organizational Behavior, 23(1), 57-74.
Van Dyne, L., Kamdar, D., & Joireman, J. (2008). In-Role perceptions buffer the negative impact of low LMX on helping and enhance the positive impact of high LMX on voice. Journal of Applied Psychology, 93(6), 1195-1207.
Van Yperen, N. W., Hagedoorn, M., Zweers, M., & Postma, S. (2000). Injustice and employees’ destructive responses: the mediating role of state negative affect. Social Justice Research, 13(3), 291-312.
Wageman, R., & Baker, G. (1997). Incentives and cooperation: the joint effects of task and reward interdependence on group performance. Journal of Organizational Behavior, 18, 139-158.
Wagner, J. A. I. (1995). Studies of individualism-collectivism: effects on cooperation in groups. Academy of Management Journal, 38(1), 152-172.
Wanberg, C. R., & T, B. J. (2000). Predictors and outcomes of openness to change in a reorganizing workplace. Journal of Applied Psychology, 85(1), 132-142.
Wall, J., & Callister, R. (1995). Conflict and its management. Journal of Management, 21, 515-558.
Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: a social exchange perspective. Academy of Management Journal, 40(1), 82-111.
Weldon, E., & Mustari, E. L. (1988). Felt dispensability in groups of coactors: the effects of shared responsibility and explicit anonymity on cognitive effort. Organizational Behavior and Human Decision Processes, 41, 330- 351.
West, M., A, & Farr, J. L. (1989). Innovation at work: psychological perspectives. Social Behavior, 4, 15-30.
West, M. A. (1989). Innovation amongst health care professionals. Social Behaviour, 4, 173-184.
West, M. A., & Farr, J. L. (1990). Innovation at work. In M. A. West & J. L. Farr (Ed.), Innovation and Creativity at Work (pp. 3-13). Chichester, UK: John Wiley & Sons.
West, M. A. and Anderson, N. R. (1996). Innovation in top management teams, Journal of Applied Psychology, 81(6):680-693.
Williams, K. D., Harkins, S., & Latane, B. (1981). Identifiability as a deterrent to social loafing: two cheering experiments. Journal of Personality and Social Psychology, 40, 303-311.1
Williams, K. D., Nida, S. A., Baca, L. D., & Latane, B. (1989). Social loafing and swimming: effects of identifiability on individual and relay performance of intercollegiate swimmers Basic and Applied Social Psychology, 10(1), 73-81.1
Xie, J. L., Schaubroeck, J. & Lam, S. S. K. (2008). Theories of job stress and the role of traditional values: A longitudinal study in China. Journal of Applied Psychology, 93 (4):831-848.
Yuan, F., & Woodman, R. W. (2010). Innovative work behavior in the work place: the role of performance and image outcomes expectations. Academy of Management Journal, 53(2):323-342.
Zaccaro, S. J. (1984). Social loafing: The role of task attractiveness. Personality and Social Psychology Bulletin, 10, 99-106.
Zhou, J. (1998). Feedback valence, feedback style, task autonomy, and achievement orientation: interactive effects on creative performance. Journal of Applied Psychology, 83, 261-276.