Agarwal, U. A. (2014). Examining the impact of social exchange relationships on innovative work behaviour: Role of work engagement. Team Performance Management, 20(3/4), 102–120.
Alpkan, L., Bulut, C., Gunday, G., Ulusoy, G., & Killic, K. (2010). Organizational support for intrapreneurship and its interaction with human capital to enhance innovative performance. Management Decision, 48(5), 733–755.
Amabile, T. M. (1998). A model of creativity and innovation in organizations. In B. M. Staw, & L. L. Cummings (Eds.), Research in Organizational Behavior (pp. 123–167). Greenwich, CT: JAI Press.
Appelbaum, E., Bailey, T., Berg, P., & Kalleberg, A. (2000). Manufacturing Advantage: Why High-Performance Work Systems Pay Off. Ithaca, NY: Cornell University Press.
Aryee, S., Walumbwa, F. O., Seidu, E. Y. M., & Otaye, L. E. (2012). Impact of high performance work systems on individual and branch-level performance: Test of a multilevel model of intermediate linkages. Journal of Applied Psychology, 97(2), 287–300.
Bandura, A. (1977). Self-efficacy: Toward a unifying theory of behavioral change. Psychological Review, 84(2), 191–215.
Bartol, K. M., & Srivastava, A. (2002). Encouraging knowledge sharing: The role of organizational reward systems. Journal of Leadership & Organizational Studies, 9(1), 64–76.
Blau, P. M. (1964). Exchange and Power in Social Life. New York, NY: Wiley.
Bowen, D. E., & Ostroff, C. (2004). Understanding HRM-firm performance linkages: The role of the ‘strength’ of the HRM system. Academy of Management Review, 29(2), 203–221.
Brislin, R. W. (1980). Translation and content analysis of oral and written materials. In H. C. Triandis, & W. Lonner (Eds.), Handbook of Cross-Cultural Psychology (pp. 389–444). Boston, MA: Allyn and Bacon.
Chiang, H. H., Han, T. S., & Chuang, J. S. (2011). The relationship between high-commitment HRM and knowledge-sharing behavior and its mediators. International Journal of Manpower, 32(5/6), 604–622.
Cooke, F. L., & Saini, D. S. (2010). (How) Does the HR strategy support an innovation oriented business strategy? An investigation of institutional context and organizational practices in Indian firms. Human Resource Management, 49(3), 377–400.
Cotterell, N., Eisenberger, R., & Speicher, H. (1992). Inhibiting effects of reciprocation wariness on interpersonal relationships. Journal Personality and Social Psychology, 62(4), 658–668.
De Stobbeleir, K. M., Ashford, S. J., & Buyens, D. (2011). Self-regulation of creativity at work: The role of feedback-seeking behavior in creative performance. Academy of Management Journal, 54(4), 811–831.
Ehrnrooth, M., & Björkman, I. (2012). An integrative HRM process theorization: Beyond signalling effects and mutual gains. Journal of Management Studies, 49(6), 1109–1135.
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42–51.
Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75(1), 51–59.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507.
Gilson, L. L., & Shalley, C. E. (2004). A little creativity goes a long way: An examination of teams’ engagement in creative processes. Journal of Management, 30(4), 453–470.
Hayton, J. C. (2003). Strategic human capital management in SMEs: An empirical study of entrepreneurial performance. Human Resource Management, 42(4), 375–391.
Hayton, J. C. (2005). Promoting corporate entrepreneurship through human resource management practices: A review of empirical research. Human Resource Management Review, 15(1), 21–41.
Hofmann, D. A. (1997). An overview of the logic and rationale of hierarchical linear models. Journal of Management, 23(6), 723–744.
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity and corporate financial performance. Academy of Management Journal, 38(3), 635–672.
Janssen, O. (2005). The joint impact of perceived influence and supervisor supportiveness on employee innovative behaviour. Journal of Occupational and Organizational Psychology, 78(4), 573–579.
Jensen, J. M., Patel, P. C., & Messersmith, J. G. (2013). High-performance work systems and job control consequences for anxiety, role overload, and turnover intentions. Journal of Management, 39(6), 1699–1724.
Jiang, J., Wang, S., & Zhao, S. (2012). Does HRM facilitate employee creativity and organizational innovation? A study of Chinese firms. The International Journal of Human Resource Management, 23(19), 4025–4047.
Jones, F. F., Morris, M. H., & Rockmore, W. (1995). HR practices that promote entrepreneurship. HR Magazine, 86–91.
Jong, J. P., Parker, S. K., Wennekers, S., & Wu, C. H. (2013). Entrepreneurial behavior in organizations: Does job design matter? Entrepreneurship Theory and Practice, 39(4), 1–15.
Kark, R., & Carmeli, A. (2009). Alive and creating: The mediating role of vitality and aliveness in the relationship between psychological safety and creative work involvement. Journal of Organizational Behavior, 30, 785–804.
Klaas, B. S., Semadeni, M., Klimchak, M., & Ward, A. (2012). High-performance work system implementation in small and medium enterprises: A knowledge-creation perspective. Human Resource Management, 51(4), 487–510.
Laursen, K., & Foss, N. J. (2013). Human resource management practices and innovation. In M. Dodgson, D. M. Gann, & N. Phillip (Eds.), Handbook of Innovation Management (pp. 505–529). Oxford, UK: Oxford University Press.
Laursen, K., & Foss, N. J. (2003). New human resource management practices, complementarities and the impact on innovation performance. Cambridge Journal of Economics, 27(2), 243–263.
Liao, H., Toya, K., Lepak, D. P., & Hong, Y. (2009). Do they see eye to eye? Management and employee perspectives of high-performance work systems and influence processes on service quality. Journal of Applied Psychology, 94(2), 371–391.
Marsh, H. W., Hau, K. T., & Wen, Z. (2004). In search of golden rules: Comment on hypothesis-testing approaches to setting cutoff values for fit indexes and dangers in overgeneralizing Hu and Bentler’s (1999) findings. Structural Equation Modeling, 11(3), 320–341.
Messersmith, J. G., & Guthrie, J. P. (2010). High performance work systems in emergent organizations: Implications for firm performance. Human Resource Management, 49(2), 241–264.
Pieters, A. N., Knippenberg, D. V., Schippers, M., & Stam, D. (2010). Transformational and transactional leadership and innovative behavior: The moderating role of psychological empowerment. Journal of Organizational Behavior, 31(4), 609–623.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714.
Schmelter, R., Mauer, R., Börsch, C., & Brettel, M. (2010). Boosting corporate entrepreneurship through HRM practices: Evidence from German SMEs. Human Resource Management, 49(4), 715–741.
Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of Management Journal, 37(3), 580–607.
Seibert, S. E., Kraimer, M. L., & Liden, R. C. (2001). A social capital theory of career success. Academy of Management Journal, 44(2), 219–237.
Seibert, S. E., Wang, G., & Courtright, S. H. (2011). Antecedents and consequences of psychological and team empowerment in organizations: A meta-analytic review. Journal of Applied Psychology, 96(5), 981–1003.
Seidu, Y. (2011). Human Resource Management and Organizational Performance: Evidence from the Retail Banking Sector. Unpublished doctorial dissertation, United Kingdom: Aston University.
Settoon, R. P., Bennett, N., & Liden, R. C. (1996). Social exchange in organizations: Perceived organizational support, leader–member exchange, and employee reciprocity. Journal of Applied Psychology, 81(3), 219–227.
Shipton, H., West, M. A., Dawson, J., Birdi, K., & Patterson, M. (2006). HRM as a predictor of innovation. Human Resource Management Journal, 16(1), 3–27.
Shore, L. M., & Shore, T. H. (1995). Perceived organizational support and organizational justice. In R. S. Cropanzano, & K. M. Kacmar (Eds.), Organizational Politics, Justice, and Support: Managing the Social Climate of the Workplace (pp. 149–164). Westport, CT: Quorum.
Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of Management Journal, 38(5), 1442–1465.
Spreitzer, G. M. (2008). Taking stock: A review of more than twenty years of research on empowerment at work. In J. Barling, & C. J. Cooper (Eds.), The Sage Handbook of Organizational Behavior (pp. 73–88). Newbury Park, CA: Sage.
Sun, L. Y., Aryee, S., & Law, K. S. (2007). High-performance human resource practices, citizenship behavior, and organizational performance: A relational perspective. Academy of Management Journal, 50(3), 558–577.
Thomas, K. W., & Velthouse, B. A. (1990). Cognitive elements of empowerment: An ‘interpretive’ model of intrinsic task motivation. Academy of Management Review, 15(4), 661–681.
Tsai, C. (2006). High performance work systems and organizational performance: An empirical study of Taiwan’s semiconductor design firms. International Journal of Human Resource Management, 17(9), 1512–1530.
Wayne, S. J., Shore, L. M., Bommer, W. H., & Tetrick, L. E. (2002). The role of fair treatment and rewards in perceptions of organizational support and leader-member exchange. Journal of Applied Psychology, 87(3), 590–598.
Xerri, M. (2013). Workplace relationships and the innovative behaviour of nursing employees: A social exchange perspective. Asia Pacific Journal of Human Resources, 51(1), 103–123.
Yuan, F., & Woodman, R. W. (2010). Innovative behavior in the workplace: The role of performance and image outcome expectations. Academy of Management Journal, 53(2), 323–342.
Zhang, X. M., & Bartol, K. M. (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of Management Journal, 53(1), 107–128.
Zhang, Z., Zyphur, M. J., & Preacher, K. J. (2009). Testing multilevel mediation using hierarchical linear models: Problems and solutions. Organizational Research Methods, 12(4), 695–719.