___

• Amabile, T. M. (1988). A model of creativity and innovation in organizations. Research in organizational behavior, 10(1), 123-167.
• Amabile, T. M. (2018). Creativity in context: Update to the social psychology of creativity. Routledge.Aroian, L. A. (1944/1947). The probability function of the product of two normally distributed variables. Annals of Mathematical Statistics, 18, 265-271.
• Aryee, S., Sun, L. Y., Chen, Z. X., & Debrah, Y. A. (2008). Abusive supervision and contextual performance: The mediating role of emotional exhaustion and the moderating role of work unit structure. Management and Organization Review, 4, 393–411.
• Banks, G. C., Whelpley, C. E., Oh, I. S., & Shin, K. (2012). (How) are emotionally exhausted employees harmful?. International Journal of Stress Management, 19(3), 198.
• Bronkhorst, B., & Vermeeren, B. (2016). Safety climate, worker health and organizational health performance: Testing a physical, psychosocial and combined pathway. International Journal of Workplace Health Management, 9, 270–289.
• Brown, M. E., & Treviño, L. K. (2006). Ethical leadership: A review and future directions. The Leadership Quarterly, 17(6), 595-616.
• Butz, R. M., Dietz, J., & Konovsky, M. A. (2001, April). Top management and immediate supervisors as distinct targets of trust. In 16th annual conference of the society for industrial and organizational psychology, San Diego, CA.
• Chan, Y. H., Taylor, R. R., & Markham, S. (2008). The role of subordinates' trust in a social exchangedriven psychological empowerment process. Journal of Managerial Issues, 444-467.
• Chen, C. C., & Farh, J. L. (2009). Developments in understanding Chinese leadership: Paternalism and its elaborations, moderations, and alternatives. In M. Bond (Ed.), Handbook of Chinese psychology (pp. 599–622). Oxford: Oxford University Press.
• Chen, X. P., Eberly, M. B., Chiang, T. J., Farh, J. L., & Cheng, B. S. (2014). Affective trust in Chinese leaders: Linking paternalistic leadership to employee performance. Journal of Management, 40(3), 796-819.
• Cheng, B. S., Chou, L. F., Wu, T. Y., Huang, M. P., & Farh, J. L. (2004). Paternalistic leadership and subordinate responses: Establishing a leadership model in Chinese organizations. Asian Journal of Social Psychology, 7(1), 89–117.
• Cheng, B. S., Chou, L., & Farh, J. L. (2000). A triad model of paternalistic leadership: The constructs and measurement. Indigenous Psychological Research in Chinese Societies, 14, 3–64.
• Chi, S.-C. S., & Liang, S.-G. (2013). When do subordinates' emotion-regulation strategies matter? Abusive supervision, subordinates' emotional exhaustion, and work withdrawal. The Leadership Quarterly, 24, 125–137.
• Colquitt, J. A., Scott, B. A., & LePine, J. A. (2007). Trust, trustworthiness, and trust propensity: A meta-analytic test of their unique relationships with risk taking and job performance. Journal of Applied Psychology, 92(4), 909.
• Cordes, C. L., & Dougherty, T. W. (1993). A review and an inte-gration of research on job burnout. Academy of ManagementReview, 18(4), 621–656.
• Diefendorff, J. M., Croyle, M. H., & Gosserand, R. H. (2005). The dimensionality and antecedents of emotional labor strategies. Journal of Vocational Behavior, 66(2), 339-357.
• Elsbach, K. D., & Hargadon, A. B. (2006). Enhancing creativity through “mindless” work: A framework of workday design. Organization Science, 17(4), 470-483.
• Eren, E. (1998). Örgütsel davranış ve örgüt psikolojisi. 5. Baskı. İstanbul: Beta Yayınları.Farh, J. L., Liang, J., Chou, L. F., & Cheng, B. S. (2008). Paternalistic leadership in Chinese organizations: Research progress and future research directions. In Leadership and management in China: Philosophies, theories, and practices (pp. 171-205). Cambridge University Press.
• Farh, J. L., & Cheng, B. S. (2000). A cultural analysis of paternalistic leadership in Chinese organizations. In Management and organizations in the Chinese context (pp. 84-127). Palgrave Macmillan, London.
• Farh, J. L., Cheng, B. S., Chou, L. F., & Chu, X. P. (2006). Authority and Benevolence: Employees’ Responses to Paternalistic Leadership in China. In China’s domestic private firms: multidisciplinary perspectives on management and performance (pp. 230-260). Routledge, Taylor & Francis Group.
• Gagné, M., & Deci, E. L. (2005). Self‐determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331-362.
• Gagné, M., Forest, J., Gilbert, M. H., Aubé, C., Morin, E., & Malorni, A. (2010). The Motivation at Work Scale: Validation evidence in two languages. Educational and Psychological Measurement, 70(4), 628-646.
• Goodman, L. A. (1960). On the exact variance of products. Journal of the American Statistical Association, 55, 708-713.
• Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2014). Multivariate data analysis: Pearson new international edition. Essex: Pearson Education Limited.
• Hobfoll, S. E. (2001). The influence of culture, community, and the nested-self in the stress process: Advancing conservation of resource theory. Applied Psychology. An International Review, 50 (3), 337–369.
• Hobfoll, S. E., & Shirom, A. (2000). Conservation of resources theory: Applications to stress and management in the workplace. In R. T. Golembiewski (Ed.). Handbook of organization behavior (pp. 57–81). (2nd ed.). New York: Dekker.
• Hobfoll, S.E. (1988), The Ecology of Stress, Taylor & Francis Group. New York, NY.Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513.
• Hur, W. M., Kim, B. S., & Park, S. J. (2015). The relationship between coworker incivility, emotional exhaustion, and organizational outcomes: The mediating role of emotional exhaustion. Human Factors and Ergonomics in Manufacturing & Service Industries, 25, 701-712. doi:10.1002/hfm.20587
• İlhan, M., & Çetin B. (2014). LISREL ve AMOS Programları Kullanılarak Gerçekleştirilen Yapısal Eşitlik Modeli (YEM) Analizlerine İlişkin Sonuçların Karşılaştırılması. Eğitimde ve Psikolojide Ölçme ve Değerlendirme Dergisi, 5(2), 26-42.
• İslamoğlu, A. H., & Alnıaçık, Ü. (2014). Sosyal Bilimlerde Araştirma Yöntemleri. Beta Yayınevi, (3463), 511.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. https://doi.org/10.1002/job.242.
• Jehn, K. A., & Mannix, E. A. (2001). The dynamic nature of conflict: A longitudinal study of intragroup conflict and group performance. Academy of Management Journal, 44(2), 238-251.
• Li, C. W., Wu, K., Johnson, D. E., & Wu, M. (2012). Ahlaki leadership and psychological empowerment in China. Journal of Managerial Psychology, 27(1), 90–108.
• Liang, S. K., Ling, H. C., & Hsieh, S. Y. (2007). The mediating effects of leader-member exchange quality to influence the relationships between paternalistic leadership and organizational citizenship behaviors. Journal of American Academy of Business, 10, 127-137.
• Liao, H., & Chuang, A. (2004). A multilevel investigation of factors influencing employee service performance and customer outcomes. Academy of Management Journal, 47(1), 41-58.
• MacKinnon, D. P., Warsi, G., & Dwyer, J. H. (1995). A simulation study of mediated effect measures. Multivariate Behavioral Research, 30, 41-62.
• Maslach, C., & Jackson, S. E. (1981). The measurement of experienced burnout. Journal of Organizational Behavior, 2(2), 99-113.
• Maslach, C., Jackson, S. E., Leiter, M. P., Schaufeli, W. B., & Schwab, R. L. (1986). Maslach burnout inventory (Vol. 21, pp. 3463-3464). Palo Alto, CA: Consulting Psychologists Press.
• Massey, G. R., & Dawes, P. L. (2007). The antecedents and consequence of functional and dysfunctional conflict between marketing managers and sales managers. Industrial Marketing Management, 36(8), 1118-1129.
• Mayfield, J., & Mayfield, M. (2007). The creative environment's influence on intent to turnover: A structural equation model and analysis. Management Research News, 31(1), 41–56. https://doi.org/10.1108/01409170810845949
• McCarthy, J. M., Trougakos, J. P., & Cheng, B. H. (2016). Are anxious workers less productive workers? It depends on the quality of social exchange. Journal of Applied Psychology, 101, 279–291.
• Moye, M. J., Henkin, A. B., & Egley, R. J. (2005). Teacher-principal relationships: Exploring linkages between empowerment and interpersonal trust. Journal of Educational Administration, 43(3), 260-277.
• Myatt, M. (2013). Hacking leadership: The 11 gaps every business needs to close and the secrets to closing them quickly. John Wiley & Sons.
• Niu, C. P., Wang, A. C., & Cheng, B. S. (2009). Effectiveness of a moral and benevolent leader: Probing the interactions of the dimensions of paternalistic leadership. Asian Journal of Social Psychology, 12(1), 32-39.
• Nunnally, J., & Bernstein, I. (1994). Psychometric Theory 3rd edition (MacGraw-Hill, New York).Olkkonen, R., Tikkanen, H., & Alajoutsijärvi, K. (2000). The role of communication in business relationships and networks. Management Decision, 38(6), 403-409.
• Özdamar, K. (2013). Paket Programlar İle İstatistiksel Veri Analizi Cilt 2, Ankara, Nisan Kitapevi, 9. Baskı.Rego, A., Sousa, F., Marques, C., & e Cunha, M. P. (2012). Authentic leadership promoting employees' psychological capital and creativity. Journal of Business Research, 65(3), 429-437.
• Rosso, B. D. (2014). Creativity and constraints: Exploring the role of constraints in the creative processes of research and development teams. Organization Studies, 35(4), 551-585.
• Rutherford, B., Boles, J., Hamwi, G. A., Madupalli, R., & Rutherford, L. (2009). The role of the seven dimensions of job satisfaction in salesperson’s attitudes and behaviors. Journal of Business Research, 62, 1146-1151. doi:10.1016/j.jbusres.2008.10.019
• Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68.
• Sanzo, M. J., Santos, M. L., Vázquez, R., & Álvarez, L. I. (2003). The effect of market orientation on buyer–seller relationship satisfaction. Industrial Marketing Management, 32(4), 327-345.
• Shalley, C. E., Gilson, L. L., & Blum, T. C. (2000). Matching creativity requirements and the work environment: Effects on satisfaction and intentions to leave. Academy of Management Journal, 43(2), 215–223. https://doi.org/10.2307/1556378.
• Shalley, C. E., Zhou, J., & Oldham, G. R. (2004). The effects of personal and contextual characteristics on creativity: Where should we go from here?. Journal of Management, 30(6), 933-958.
• Sharma, N., & Patterson, P. G. (1999). The impact of communication effectiveness and service quality on relationship commitment in consumer, professional services. Journal of Services Marketing, 13(2), 151-170.
• Shih, H. A., & Susanto, E. (2011). Is innovative behavior really good for the firm? Innovative work behavior, conflict with coworkers and turnover intention: Moderating roles of perceived distributive fairness. International Journal of Conflict Management, 22(2), 111–130. https://doi.org/10.1108/10444061111126666
• Silin, R. H. (1976), Leadership and Value: The Organization of Large-scale Taiwan Enterprises, Harvard University Press, Cambridge, MA.
• Sliter, M., Jex, S., Wolford, K., & McInnerney, J. (2010). How rude! Emotional labor as a mediator between customer incivility and employee outcomes. Journal of Occupational Health Psychology, 15(4), 468.
• Sobel, M. E. (1982). Asymptotic intervals for indirect effects in structural equations models. In S. Leinhart (Ed.), Sociological methodology (290-312). San Francisco: Jossey-Bass.
• Thomas, J. R., Nelson, J. K., & Silverman, S. J. (2015). Research methods in physical activity. Human kinetics.Tu, Y. D., & Lu, X. X. (2013). How ethical leadership influence employees’ innovative work behavior: A perspective of intrinsic motivation. Journal of Business Ethics, 116(2), 441–455.
• Ural, A., & Kılıç, İ. (2013). Bilimsel araştırma süreci ve spss ile veri analizi, Detay Yayıncılık, 4. Baskı, Ankara, 31.
• Weiss, H. M., & Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. Research in Organizational Behavior, 18, 1-74.
• Westwood, R. (1997). Harmony and patriarchy: The cultural basis for paternalistic leadership among the overseas Chinese. Organization Studies, 18(3), 445–480.
• Wright, T. A., & Cropanzano, R. (1998). Emotional exhaustion as a predictor of job performance and voluntary turnover. Journal of Applied Psychology, 83(3), 486.
• Wu, M., Huang, X., Li, C., & Liu, W. (2012). Perceived interactional justice and trust-in-supervisor as mediators for paternalistic leadership. Management and Organization Review, 8(1), 97–121.
• Yen, Y. X., Shih-Tse Wang, E., & Horng, D. J. (2011). Suppliers' willingness of customization, effective communication, and trust: a study of switching cost antecedents. Journal of Business & Industrial Marketing, 26(4), 250-259.
• Yousafzai, S. Y., Pallister, J. G., & Foxall, G. R. (2005). Strategies for building and communicating trust in electronic banking: A field experiment. Psychology & Marketing, 22(2), 181-201.
• Zhou, J., & George, J. M. (2001). When job dissatisfaction leads to creativity: Encouraging the expression of voice. Academy of Management Journal, 44(4), 682–696.