|
leader-member exchange |
2 |
|
achievement striving |
1 |
|
adaptation |
1 |
|
adult |
1 |
|
business enterprises -- china |
1 |
|
career mentoring |
1 |
|
china |
1 |
|
chinese study |
1 |
|
co-operation |
1 |
|
collectivism |
1 |
|
commitment |
1 |
|
comparative management |
1 |
|
compensation |
1 |
|
competition |
1 |
|
computer simulation |
1 |
|
conscientiousness |
1 |
|
contextual |
1 |
|
contract fulfilment |
1 |
|
contracts |
1 |
|
cooperative behavior |
1 |
|
emotional resilience |
1 |
|
emotional stability |
1 |
|
emotional threshold |
1 |
|
employee outcomes |
1 |
|
employee participation |
1 |
|
employee performance |
1 |
|
employee voice |
1 |
|
environmental change |
1 |
|
ex-role performance |
1 |
|
extra-role behavior |
1 |
|
extrinsic rewards |
1 |
|
factor analysis, statistical |
1 |
|
family satisfaction |
1 |
|
female |
1 |
|
group decision making |
1 |
|
groupthink |
1 |
|
guanxi |
1 |
|
helping behavior |
1 |
|
humans |
1 |
|
idiosyncratic deals |
1 |
|
in-role performance |
1 |
|
individualism |
1 |
|
inducement contributions |
1 |
|
innovative job performance |
1 |
|
internal hrm |
1 |
|
interpersonal relations |
1 |
|
job design |
1 |
|
job performance |
1 |
|
job pressure |
1 |
|
job satisfaction |
1 |
|
job/employee attitudes |
1 |
|
leadership |
1 |
|
leadership -- china |
1 |
|
leader–member exchange |
1 |
|
lmx |
1 |
|
longitudinal study |
1 |
|
lying behavior |
1 |
|
male |
1 |
|
management |
1 |
|
meta-analysis |
1 |
|
models, psychological |
1 |
|
motivation |
1 |
|
occupational choice |
1 |
|
occupational intention |
1 |
|
organisational health |
1 |
|
organization-based self-esteem |
1 |
|
organizational citizenship behavior |
1 |
|
organizational citizenship behaviour |
1 |
|
organizational culture |
1 |
|
organizational design |
1 |
|
organizational identification |
1 |
|
organizational learning |
1 |
|
organizational objectives |
1 |
|
organizational psychology |
1 |
|
organizational support |
1 |
|
organizational-based self-esteem |
1 |
|
perceived control |
1 |
|
perceived insider status |
1 |
|
perceived leader-subordinate goal similarity |
1 |
|
performance goals |
1 |
|
personal relations |
1 |
|
personality inventory |
1 |
|
personality traits |
1 |
|
personnel management |
1 |
|
polychronicity |
1 |
|
power distance |
1 |
|
proactive behavior |
1 |
|
psychological contract |
1 |
|
psychological contracts |
1 |
|
psychological ownership |
1 |
|
psychology, industrial |
1 |
|
public sector |
1 |
|
public service motivation (psm) |
1 |
|
relationship conflict |
1 |
|
reproducibility of results |
1 |
|
resource exchange |
1 |
|
resource-based view |
1 |
|
segmentation preferences |
1 |
|
self-enhancement |
1 |
|
social exchange |
1 |
|
social skill |
1 |
|
subordinate innovation |
1 |
|
supervisor monitoring |
1 |
|
sustainability |
1 |
|
temporal norms |
1 |
|
temporal orientation |
1 |
|
time perception |
1 |
|
traditional chinese workers |
1 |
|
traditionality |
1 |
|
turnover |
1 |
|
type a personality |
1 |
|
work-family conflict |
1 |
|
workload - psychology |
1 |
|
workplace ostracism |
1 |
|
學習 |
1 |
|
性格特質 |
1 |
|
政治技能 |
1 |
|
職業發展 |
1 |
|
追蹤研究 |
1 |
