[1] RINK F, KANE A A, ELLEMERS N, et al. Team receptivity to newcomers: five decades of evidence and future research themes[J]. Academy of Management Annals, 2013, 7(1): 247-293. [2] 侯烜方, 李燕萍, 涂乙冬. 新生代工作价值观结构、测量及对绩效影响[J]. 心理学报, 2014, 46(6): 823-840. [3] 张印轩, 崔琦, 何燕珍, 等. 新生代员工易变性职业生涯态度对创造力的影响——一个被调节的中介模型[J]. 科技进步与对策, 2020, 37(16): 128-134. [4] 蒋琬, 顾琴轩. 仁慈型领导如何激发员工创造力——社会认同与社会交换整合视角[J]. 北京理工大学学报(社会科学版), 2015,17(1): 70-77. [5] SHIN S J, ZHOU J. Transformational leadership, conservation, and creativity: evidence from Korea[J]. Academy of Management Journal, 2003, 46(6): 703-714. [6] 王震, 宋萌, 孙健敏. 真实型领导:概念、测量、形成与作用[J]. 心理科学进展, 2014, 22(3): 458-473. [7] WALUMBWA F O, WANG P, WANG H, et al. Psychological processes linking authentic leadership to follower behaviors[J]. The Leadership Quarterly, 2010, 21(5): 901-914. [8] 申传刚, 杨璟, 李海燕. 个体创造力对创业意向的影响:以新生代员工为例[J]. 科技进步与对策, 2018, 35(18): 145-151. [9] ALGERA P M, LIPS-WIERSMA M. Radical authentic leadership: co-creating the conditions under which all members of the organization can be authentic[J]. The Leadership Quarterly, 2012, 23(1): 118-131.[10] SCHAUFELI W B, SALANOVA M, GONZALEZ-ROMA V, et al. The measurement of engagement and burnout: a two sample confirmatory factor analytic approach[J]. Journal of Happiness Studies, 2002, 3(1): 71-92.[11] 牛童, 刘春红. 人境匹配视角下员工创新行为研究[J]. 科技进步与对策, 2021, 38(8): 145-152.[12] FARMER S M, TIERNEY P, KUNG-MCINTYRE K. Employee creativity in taiwan: an application of role identity theory[J]. Academy of Management Journal, 2003, 46(5): 618-630.[13] 朱永跃, 欧阳晨慧, 过旻钰. 教练型领导对员工创造力的影响:来自制造企业的实证分析[J]. 科技进步与对策, 2020, 37(16): 144-150.[14] OLDHAM G R, CUMMINGS A. Employee creativity: personal and contextual factors at work[J]. Academy of Management Journal, 1996, 39(3): 607-634.[15] ZHOU J, SHALLEY C E. Deepening our understanding of creativity in the workplace: a review of different approaches to creativity research[J]. APA Handbook of Industrial and Organizational Psychology, 2011,25(1): 275-302.[16] ZHANG X, BARTO K M. Linking empowering leadership and employee creativity: the influence of psychological empowerment, intrinsic motivation, and creative process engagement[J]. Academy of Management Journal, 2010, 53(1): 107-128.[17] MADJAR N, OLDHAM G R, PRATT M G. There's no place like home: the contributions of work and nonwork creativity support to employees′ creative performance[J]. Academy of Management Journal, 2002, 45(4): 757-767.[18] WARD S M S T, FINKE R A. The creative cognition approach[M]. MIT Press, 1995.[19] SLAUGHTER J E, ZICKAR M J. A new look at the role of insiders in the newcomer socialization process[J]. Group & Organization Management, 2006, 31(2): 264-290.[20] 叶龙, 肖凤展, 郭名. 师徒关系对徒弟创新行为影响研究——基于能量视角[J]. 技术经济, 2019, 38(9): 24-31.[21] SCANDURA T A, RAGINS B R. The effects of sex and gender role orientation on mentorship in male-dominated occupations[J]. Journal of Vocational Behavior, 1993, 43(3): 251-265.[22] ILIES R, MORGESON F P, NAHRGANG J D. Authentic leadership and eudaemonic well-being: understanding leader-follower outcomes[J]. The Leadership Quarterly, 2005, 16(3): 373-394.[23] REGO A, SOUSA F, MARQUES C, et al. Hope and positive affect mediating the authentic leadership and creativity relationship[J]. Journal of Business Research, 2014, 67(2): 200-210.[24] WALUMBWA F O, AVOLIO B J, GARDNER W L, et al. Authentic leadership: development and validation of a theory-based measure[J]. Journal of Management, 2008, 34(1): 89-126.[25] NEIDER L, SCHRIESHEIM C. The authentic leadership inventory (ali): development and empirical tests[J]. Leadership Quarterly, 2011, 22(6): 1146-1164.[26] 吴士健, 杜梦贞, 张洁. 真实型领导对员工越轨创新行为的影响——组织自尊与建设性责任认知的链式中介作用及差错反感文化的调节作用[J]. 科技进步与对策, 2020, 37(13): 141-150.[27] 王苗苗, 张捷. 真实型领导对新生代员工创新行为的影响:内部人身份感知的中介作用[J]. 科学学与科学技术管理, 2019, 40(3): 127-141.[28] 张蕾, 于广涛, 周文斌. 真实型领导对下属真实型追随的影响——基于认同中介和组织政治知觉调节作用的研究[J]. 经济管理, 2012, 34(10): 97-106.[29] AVOLIO B J, GARDNER W L, WALUMBWA F O, et al. Unlocking the mask: a look at the process by which authentic leaders impact follower attitudes and behaviors[J]. The Leadership Quarterly, 2004, 15(6): 801-823.[30] LUTHANS F, AVOLIO B, CAMERON K S, et al. Authentic leadership: a positive developmental approach[J]. Positive Organizational Scholarship,2003(5):241-261.[31] GEORGE B. Authentic leadership: rediscovering the secrets to creating lasting value[M]. John Wiley & Sons, 2003.[32] NIEHOFF B P, MOORMAN R H. Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior[J]. Academy of Management Journal, 1993, 36(3): 527-556.[33] HANNAM K, NARAYAN A. Intrinsic motivation, organizational justice, and creativity[J]. Creativity Research Journal, 2015, 27(2): 214-224.[34] VOGELGESANG G R, LEROY H, AVOLIO B J. The mediating effects of leader integrity with transparency in communication and work engagement/performance[J]. The Leadership Quarterly, 2013, 24(3): 405-413.[35] DEMEROUTI E, BAKKER A B, DE JONGE J, et al. Burnout and engagement at work as a function of demands and control[J]. Scandinavian Journal of Work, Environment & Health, 2001,18(5):279-286.[36] 刘小禹, 刘军. 公平与领导理论视角的团队创新绩效研究[J]. 科研管理, 2013, 34(12): 100-109.[37] ALLEN T. Protégé selection by mentors: contributing individual and organizational factors[J]. Journal of Vocational Behavior, 2004, 65(3): 469-483.