Is Boreout a Threat to Frontline Employees’ Innovative Work Behavior?

By Ruth Stock. 2015

130 citations recorded by the source corpus.

Subfields: Cognitive Neuroscience, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/65be3b7166088143253d84764224cbbfd377d3fe

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Cognitive Neuroscience

1. Marc A. Brackett
2. E. Saether
3. Jochen I. Menges
4. Zorana Ivcevic
5. John Baer
6. J. Mayer

In Organizational Behavior and Human Resource Management

1. E. Saether
2. Jochen I. Menges
3. A. White
4. Marc A. Brackett
5. J. Moeller
6. Zorana Ivcevic

In Social Psychology

1. Zorana Ivcevic
2. J. Moeller
3. E. Saether
4. Jochen I. Menges
5. A. White
6. Marc A. Brackett
7. Peter Salovey
8. J. Mayer

Citations in the corpus

• Motivational antecedents to high-tech R&D employees' innovative work behavior: Self-determined motivation, person-organization fit, organization support of creativity, and pay justice (2019, background): “…research attention is needed to increase understanding of individual antecedents of IWB (Anderson, Potočnik, & Zhou, 2014), including motivation since innovative behavior is highly dependent on it (Amabile, 1988) and few studies on the antecedents to IWB address individual motivation (Stock, 2015).”
• Highly engaged but burned out: intra-individual profiles in the US workforce (2018, background): “…– high burnout (“engaged-exhausted”), one with high engagement – low burnout (“engaged”), one with high burnout – low engagement (“burned out”) and an “apathetic” profile (low engagement – low burnout; Kahn, 1990; Salmela-Aro, Muotka, Alho, Hakkarainen, and Lonka, 2016; Stock, 2015): RQ3.”