Psychological contracts and innovative behavior: a moderated path analysis of work engagement and job resources

By Huo-Tsan Chang, Hung-Ming Hsu, J. Liou, Chi-Tung Tsai. 2013

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What Is a Resource: Toward a Taxonomy of Resources for Employee Engagement (2020, background): “Chang et al. (2013) and Simpson (2010) focused only on social interactions within an organization without considering the diversity, quantity, and quality of social resources (Dutton, Roberts, & Bednar, 2010).”
Daily within-person effects of job autonomy and work engagement on innovative behaviour: The cross-level moderating role of creative self-efficacy (2017, background): “Although cross-sectional evidence supporting the work engagement–innovation link is slowly accumulating (e.g., Aryee et al., 2012; Chang et al., 2013), our finding extends this vein of research by accounting for the transient nature of both phenomena from a within-person perspective and…”
High-performance work system and employee creativity: The roles of perceived organisational support and devolved management (2017, background): “, 2005), which leads them to enthusiastically promote creative ideas (Chang et al., 2013).”
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).”