[1]ANDERSON N, POTOCNIK K, ZHOU J. Innovation and creativity in organizations: a state

ofthescience review, prospective commentary, and guiding framework [J]. Journal of Management, 2014, 40(1):12971333.

[2]REUVERS M, VAN ENGEN M L, VINKENBURG C J, et al. Transformational leadership and innovative work behavior: exploring the relevance of gender differences [J]. Creativity and Innovation Management, 2008, 17(3):227244.

[3]屠兴勇,何欣,郭娟梅. 批判性思维对员工创新行为的影响——一个有调节的中介效应模型[J].科学学与科学技术管理, 2015,36(10):169180.

[4]黄俊,贾煜,秦颖,等. 员工感知的企业员工责任会激发员工创新行为吗[J].科技进步与对策,2016,33(22):116121.

[5]朱瑜,王凌娟,李倩倩. 领导者心理资本、领导——成员交换与员工创新行为：理论模型与实证研究[J].外国经济与管理,2015,37(5):3651.

[6]马璐,王丹阳.共享型领导对员工主动创新行为的影响[J].科技进步与对策,2016,33(22): 131136.

[7]甄美荣,朱永跃,庄晋财,等. 心理资本、目标取向与创新行为——组织创新氛围下的两层次多效应研究[J].软科学, 2015, 29(11):101104.

[8]于维娜,樊耘,张婕,等. 价值观异致性会促进创新绩效的产生吗——支持性组织氛围和反馈寻求行为的被中介的调节效应[J]. 预测, 2015, 34(2):1421.

[9]WU C H, PARKER S K, JONG J P J D. Need for cognition as an antecedent of individual innovation behavior[J]. Journal of Management, 2014, 40(6):15111534.

[10]刘小禹,刘军,许浚,等. 职场排斥对员工主动性行为的影响机制——基于自我验证理论的视角[J].心理学报,2015,47(6):826836.

[11]林志扬,杨静. 职场排斥与员工沉默——调节中介模型的构建与检验[J].厦门大学学报:哲学社会科学版,2015（2）：5059.

[12]HALES A H, KASSNER M P, WILLIAMS K D, et al. Disagreeableness as a cause and consequence of ostracism [J]. Personality & Social Psychology Bulletin, 2016, 42(6): 782797.

[13]曲如杰,王林,尚洁,等.辱虐型领导与员工创新:员工自我概念的作用[J].管理评论,2015,27(8): 90101.

[14]刘智强,邓传军,廖建桥,等.组织支持、地位认知与员工创新:雇佣多样性视角[J].管理科学学报,2015,18(10): 8094.

[15]TU Y D, LU X X. How ethical leadership influence employees′ innovative work behavior: a perspective of intrinsic motivation [J]. Journal of Business Ethics, 2013, 116(2):441455.[16]YANG W C. The role of personorganization fit and perceived organizational support in the relationship between workplace ostracism and behavioral outcomes [J]. Australian Journal of Management, 2015(5):122.

[17]FERRIS D L, BROWN D J, BERRY J W, et al. The development and validation of the workplace ostracism scale[J].Journal of Applied Psychology,2008,93(6):13481366.

[18]ROBINSON S L, O′REILLY J, WANG W. Invisible at work: an integrated model of workplace ostracism [J]. Journal of Management, 2013, 39(1):203231.

[19]HOOFF B V D，RIDDER J A D．Knowledge sharing in context：the influence of organization commitment, communication climate and CMC use on knowledge sharing[J].Journal of Knowledge Management,2004,8(6):117130．

[20]金辉. 基于匹配视角的内外生激励、知识属性与知识共享意愿的关系研究[J].研究与发展管理,2014(3):7485.

[21]WRIGHT T A, HOBFOLL S E. Commitment, psychological wellbeing and job performance: an examination of conservation of resources (COR) theory and job burnout[J]. Journal of Business and Management, 2004, 9(4):389406.

[22]路琳,梁学玲.知识共享在人际互动与创新之间的作用研究[J].南开管理评论,2009,12(1): 118123.

[23]WATSON D, CLARK L A, TELLEGEN A. Development and validation of brief measures of positive and negative affect: the PANAS scales [J]. Journal of Personality & Social Psychology, 1988, 54(6):10631070.

[24]WEISS H M, CROPANZANO R. Affective events theory: a theoretical discussion of the structure, causes and consequents of affective experiences at work [J]. Research in Organizational Behavior, 1996, 18(3):174.

[25]GLOMB T M, BHAVE D P, MINER A G, et al. Doing good, feeling good: examining the role of organizational citizenship behaviors in changing mood [J]. Personnel Psychology, 2011, 64(1): 191223.

[26]STEPHENS J P, CARMELI A. The positive effect of expressing negative emotions on knowledge creation capability and performance of project teams [J]. International Journal of Project Management, 2016, 34(5):862873.

[27]LU L, LEUNG K, KOCH P T. Managerial knowledge sharing: the role of individual, interpersonal, and organizational factors [J]. Management and Organization Review, 2006, 2(1): 1541. 

[28]SCOTT S G, BRUCE R A. Determinants of innovative behavior: a path model of individual innovation in the workplace [J]. Academy of Management Journal, 1994, 37(3):580607.

[29]王济川,王小倩,姜宝法.结构方程模型:方法与应用[M].北京:高等教育出版社, 2011.

[30]BARON R M, KENNY D A. The moderatormediator variable distinction in social psychological research: conceptual, strategic, and statistical considerations [J]. Journal of Personality and Social Psychology, 1986, 51(6): 11731182.

[31]EDWARDS J R, LAMBERT L S．Methods for integrating moderation and mediation: a general analytical framework using moderated path analysis [J]. Psychological Methods,2007, 12(1):122．

[32]李进,刘军,刘超,等.基于需求理论框架的职场排斥缓冲效应研究[J].管理学报,2016,13(2): 221228.

[33]张振刚,李娟娟,李云健.知识型员工创新行为:组织学习与知识分享的作用研究[J].科技进步与对策,2014,31(20):126131.

[34]AMABILE T M, BARSADE S G, MUELLER J S, et al. Affect and creativity at work[J]. Administrative Science Quarterly, 2005, 50(3):367403.