The impact of feedback from job and task autonomy in the relationship between dispositional resistance to change and innovative work behaviour

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Is coworker feedback more important than supervisor feedback for increasing innovative behavior? (2019, unknown): “…assumption that feedback from the supervisor is the key source of feedback for employees, even under the 360-degree or multi-source feedback models (e.g., Atwater, Waldman, & Brett, 2002; Battistelli et al., 2013; Gabriel et al., 2014; Kuvaas, Buch, & Dysvik, 2017; Vigoda-Gadot & Angert, 2007).”
HRM and innovative work behaviour: a systematic literature review (2017, background): “…meaning that factors such as time pressure, skill variety, resistance to change and psychological contract, and their relationship with IWB, were influenced by feedback from the job itself or from colleagues or supervisors (e.g. Battistelli et al., 2011; Chang et al., 2013; Noefer et al., 2009).”
Affective Commitment, Participative Leadership, and Employee Innovation: A Multilevel Investigation (2019, methodology): “The unidimensionality of the scale has been tested and confirmed in a number of studies (e.g., Battistelli et al., 2013; Janssen, 2000).”