Is innovative behavior really good for the firm?: Innovative work behavior, conflict with coworkers and turnover intention: moderating roles of perceived distributive fairness

By Hsi-An Shih, Ely Susanto. 2011

129 citations recorded by the source corpus.

Subfields: Gender Studies, Marketing, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/ce3e40d8e4ac45581e37d34e32650938c0ae7994

How researchers see this paper

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

In Gender Studies

1. Rune Bysted
2. Beatrice van der Heijden
3. Kristina Risom Jespersen

In Marketing

1. Rune Bysted
2. Kristina Risom Jespersen
3. M. Farrell
4. Jesper Rosenberg Hansen

In Organizational Behavior and Human Resource Management

1. Rune Bysted
2. Ramudu Bhanugopan
3. Beatrice van der Heijden
4. Kristina Risom Jespersen
5. M. Farrell
6. R. Shanker
7. Jesper Rosenberg Hansen
8. Jos Akkermans

Citations in the corpus

• Organizational climate for innovation and organizational performance: The mediating effect of innovative work behavior (2017, background): “Other scholars have pointed to how innovative work behavior can assist organizations to gain competitive advantage and to enhance organizational performance (e.g., Janssen et al., 2004; Kanter, 1988; Oldham & Cummings, 1996; Scott & Bruce, 1994; Yuan & Woodman, 2010; Shih & Susanto, 2011).”
• Exploring Managerial Mechanisms that Influence Innovative Work Behaviour: Comparing private and public employees (2014, background): “Employees possessing a lower level of innovative work behaviour, on the other hand, regard innovation as a threat (Martin et al. 1981; Shih and Susanto 2011), as innovations introduced by colleagues may threaten their job security (Cheng et al. 2010).”