지각된 고성과 작업시스템이 일-가정 충실화에 미치는 영향: 기본심리욕구 충족의 매개역할과 성과압력의 조절효과

References

• 김광욱, 김민철, 권순식(2020), “일과 삶의 균형과 고성과작업시스템-자발적 이직률에 미치는 영향 중심,” 인적자원관리연구, 제27권 3호, pp.13-40.
  Kim, K. W., Kim, M. C., and Kwon, S. S.(2020), “Work-life Balance and High Performance Work System - The Impact on the Voluntary Turnover Rate,” Journal of Human Resource Management Research, 27(3), pp.13-40. [ https://doi.org/10.14396/jhrmr.2020.27.3.13 ]
• 김의종, 허창구(2020), “근로자의 일과 삶의 균형이 가정, 조직 및 개인에 미치는 영향,” 한국심리학회지: 산업 및 조직, 제33권 3호, pp.267-296.
  Kim, U. J. and Heo, C. G.(2020), “The Influence of Worker’s Work-Life Balance on Family, Organization and Individual,” Korean Journal of Industrial and Organizational Psychology, 33(3), pp.267-296. [ https://doi.org/10.24230/kjiop.v33i3.267-296 ]
• 박원우, 김미숙, 정상명, 허규만(2007), “동일방법편의 (Common Method Bias)의 원인과 해결방안,” 인사조직연구, 제15권 1호, pp.89-133.
  Park, W. W., Kim, M. S., Jung, S. M., and Heo, K. M.(2007), “Causes and Remedies of Common Method Bias,” Korean Journal of Management, 15(1), pp.89-133.
• 박종욱, 김성수, 박광서(2016), “고성과 작업시스템에 대한 지각이 개인성과에 미치는 영향: 목표지향성의 조절효과를 중심으로,” 경영학연구, 제45권 1호, pp. 121-150.
  Pak, J. W., Kim, S. S., Park, K. S.(2016), “Employee Perception of High Performance Work Systems and Its Outcomes: Moderating Effects of Individual Goal Orientation,” Korea Management Review, 45(1), pp.121-150. [ https://doi.org/10.17287/kmr.2016.45.1.121 ]
• 박종욱, 손승연(2017), “고성과 작업시스템 지각이 과업성과 및 창의성에 미치는 영향: 핵심자기평가의 조절효과를 중심으로,” 인사조직연구, 제25권 2호, pp. 193-218.
  Pak, J. W. and Son, S. Y.(2017), “Effects of Perceived High Performance Work Systems on Task Performance and Creativity: Moderating Effects of Core Self-Evaluation,” Korean Journal of Management, 25(2), pp.193-218.
• 이명희, 김아영(2008), “자기결정성이론에 근거한 한국형 기본 심리 욕구 척도 개발 및 타당화,” 한국심리학회지: 사회 및 성격, 제22권 4호, pp.157-174.
  Lee, M. H. and Kim, A. Y.(2008), “Development and Construct Validation of the Basic Psychological Needs Scale for Korean Adolescents: Based on the Self-Determination Theory,” Korean Journal of Social and Personality Psychology, 22(4), pp.157-174. [ https://doi.org/10.21193/kjspp.2008.22.4.010 ]
• 조은솔, 박형인(2024). “가족친화적 상사행동과 조직시민행동의 관계: 일-가정 확충의 조절효과,” 한국심리학회지: 산업 및 조직, 제37권 3호, pp.151-178.
  Cho, E. S. and Park, H. I.(2024), “Effects of Family Supportive Supervisor Behaviors on Organizational Citizenship Behaviors: Work-Family Enrichment as the Moderators,” Korean Journal of Industrial and Organizational Psychology, 37(3), pp.151-178.
• Allen, T. D. and French, K. A.(2023), “Work-Family Research: A Review and Next Steps,” Personnel Psychology, 76(2), pp.437-471. [https://doi.org/10.1111/peps.12573]
• Appelbaum, E., Bailey, T., Berg, P., and Kalleberg, A. L.(2000). Manufacturing Advange: Why High Performance Work Systems Pay Off. Ithaca, NY: Cornell University Press.
• Aryee, S., Srinivas, E. S., and Tan, H. H.(2005), “Rhythms of Life: Antecedents and Outcomes of Work-Family Balance in Employed Parents,” Journal of Applied Psychology, 90(1), pp. 132-146. [https://doi.org/10.1037/0021-9010.90.1.132]
• Bartram, T., Casimir, G., Djurkovic, N., Leggat, S. G., and Stanton, P.(2012), “Do Perceived High Performance Work Systems Influence The Relationship Between Emotional Labour, Burnout and Intention to Leave? A Study of Australian Nurses,” Journal of Advanced Nursing, 68(7), pp.1567-1578. [https://doi.org/10.1111/j.1365-2648.2012.05968.x]
• Baral, R. and Bhargava, S.(2010), “Work-Family Enrichment as a Mediator Between Organizational Interventions for Work-Life Balance and Job Outcomes,” Journal of Managerial Psychology, 25(3), pp.274-300. [https://doi.org/10.1108/02683941011023749]
• Boselie, P., Brewster, C., and Paauwe, J.(2009), “In Search of Balance–Managing The Dualities of HRM: An Overview of The Issues,” Personnel Review, 38(5), pp.461-471. [https://doi.org/10.1108/00483480910977992]
• Boxall, P.(2012), “High-Performance Work Systems: What, Why, How and for Whom?,” Asia Pacific Journal of Human Resources, 50(2), pp.169-186. [https://doi.org/10.1111/j.1744-7941.2011.00012.x]
• Brown, B. W., Locander, J. A., and Locander, W. B.(2022), “Should I Stay or Should I Go? The Cascading Impact of Performance Pressure on Supervisor Bottom-Line Mentality and Salesperson Hypervigilant Decision Making, Emotional Exhaustion, and Engagement,” Journal of Business-to-Business Marketing, 29(3), pp.353-368. [https://doi.org/10.1080/1051712X.2022.2121502]
• Byron, K. and Khazanchi, S.(2012), “Rewards and Creative Performance: A Meta-Analytic Test of Theoretically Derived Hypotheses,” Psychological Bulletin, 138(4), pp.809-830. [https://doi.org/10.1037/a0027652]
• Carlson, D. S., Kacmar, K. M., Wayne, J. H., and Grzywacz, J. G.(2006), “Measuring The Positive Side of The Work–Family Interface: Development and Validation of A Work-Family Enrichment Scale,” Journal of Vocational Behavior, 68(1), pp.131-164. [https://doi.org/10.1016/j.jvb.2005.02.002]
• Chambel, M. J., Castanheira, F., Oliveira-Cruz, F., and Lopes, S.(2015), “Work Context Support and Portuguese Soldiers’ Well-Being: The Mediating Role of Autonomous Motivation,” Military Psychology, 27(5), pp.297-310. [https://doi.org/10.1037/mil0000087]
• Collins, C. J. and Smith, K. G.(2006), “Knowledge Exchange and Combination: The Role of Human Resource Practices in The Performance of High-Technology Firms,” Academy of Management Journal, 49(3), pp.544-560. [https://doi.org/10.5465/amj.2006.21794671]
• Combs, J., Liu, Y., Hall, A., and Ketchen, D.(2006), “How Much Do High-Performance Work Practices Matter? A Meta-Analysis of Their Effects on Organizational Performance,” Personnel Psychology, 59(3), pp.501-528. [https://doi.org/10.1111/j.1744-6570.2006.00045.x]
• Danford, A., Richardson, M., Pulignano, V., and Stewart, P.(2008), “Lean Production and Quality of Working Life on The Shop Floor: The Experience of British and Italian Car Workers,” in V. Pulignano, P. Stewart, A. Danford and M. Richardson (Eds.), Flexibility at Work: Critical Developments in The International Automobile Industry, Basingstoke and New York: Palgrave Macmillan, pp.45-82. [https://doi.org/10.1057/9780230581937_3]
• Datta, D. K., Guthrie, J. P., and Wright, P. M.(2005), “Human Resource Management and Labor Productivity: Does Industry Matter?,” Academy of Management Journal, 48(1), pp.135-145. [https://doi.org/10.5465/amj.2005.15993158]
• Deci, E. L., Olafsen, A. H., and Ryan, R. M.(2017), “Self-Determination Theory in Work Organizations: The State of A Science,” Annual Review of Organizational Psychology and Organizational Behavior, 4(1), pp.19-43. [https://doi.org/10.1146/annurev-orgpsych-032516-113108]
• Deci, E. L. and Ryan, R. M.(1980), “The Empirical Exploration of Intrinsic Motivational Processes,” in L. Berkowitz (Ed.), Advances in Ex-perimental Social Psychology, New York: Academic Press, pp.39-80. [https://doi.org/10.1016/S0065-2601(08)60130-6]
• Deci, E. L. and Ryan, R. M.(2012), “Self-Determination Theory,” in P.A.M. Van Lange, A.W. Kruglanski and E.T. Higgins (Eds.), Handbook of Theories of Social Psychology, Sage Publications Ltd, pp.416-436. [https://doi.org/10.4135/9781446249215.n21]
• Den Hartog, D. N., Boon, C., Verburg, R. M., and Croon, M. A.(2013), “HRM, Communication, Satisfaction, and Perceived Performance: A Cross-Level Test,” Journal of Management, 39(6), pp.1637-1665. [https://doi.org/10.1177/0149206312440118]
• Destler, K. N.(2016), “Creating a Performance Culture: Incentives, Climate, and Organizational Change,” The American Review of Public Administration, 46(2), pp.201-225. [https://doi.org/10.1177/0275074014545381]
• Eisenberger, R. and Aselage, J.(2009), “Incremental Effects of Reward on Experienced Performance Pressure: Positive Outcomes for Intrinsic Interest and Creativity,” Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 30(1), pp.95-117. [https://doi.org/10.1002/job.543]
• Eriksson, M. and Boman, E.(2018), “Short is Beautiful: Dimensionality and Measurement Invariance in Two Length of The Basic Psychological Need Satisfaction at Work Scale,” Frontiers in Psychology, 9, Article 965. [https://doi.org/10.3389/fpsyg.2018.00965]
• Fan, D., Cui, L., Zhang, M. M., Zhu, C. J., Härtel, C. E., and Nyland, C.(2014), “Influence of High Performance Work Systems on Employee Subjective Well-Being and Job Burnout: Empirical Evidence from The Chinese Healthcare Sector,” The International Journal of Human Resource Management, 25(7), pp. 931-950. [https://doi.org/10.1080/09585192.2014.876740]
• Farnsworth, M. L., and O’Neal, C. W.(2024), “How Military-Related Stress and Family Relationships Are Associated With Perceptions of Work-Family Impact for Married Male Service Members with Adolescent Children,” Military Psychology, pp.1-11. [https://doi.org/10.1080/08995605.2024.2351750]
• Feng, M., Li, J. J., and Xiong, X. Y.(2024), “Institutional Pressures, High-Performance Work Systems, and Marketability: The Moderating Role of Organizational Inertia,” The Journal of Applied Behavioral Science, 60(2), pp. 333-357. [https://doi.org/10.1177/00218863221096164]
• Fiske, S. T. and Taylor, S. E.(1991), Social cognition (2nd ed.). NY: McGraw Hil
• Friedman, S. D., and Greenhaus, J. H.(2000), Work and Family-Allies or Enemies?: What Happens When Business Professionals Confront Life Choices. New York: Oxford University Press.
• Gardner, H. K.(2012), “Performance Pressure as A Double-Edged Sword: Enhancing Team Motivation but Undermining The Use of Team Knowledge,” Administrative Science Quarterly, 57(1), pp.1-46. [https://doi.org/10.1177/0001839212446454]
• Gareis, K. C., Barnett, R. C., Ertel, K. A., and Berkman, L. F.(2009), “Work-Family Enrichment and Conflict: Additive Effects, Buffering, or Balance?,” Journal of Marriage and Family, 71(3), pp.696-707. [https://doi.org/10.1111/j.1741-3737.2009.00627.x]
• Gong, Y., Chang, S., and Cheung, S. Y.(2010), “High Performance Work System and Collective OCB: A Collective Social Exchange Perspective,” Human Resource Management Journal, 20(2), pp.119-137. [https://doi.org/10.1111/j.1748-8583.2010.00123.x]
• Goode, W. J.(1960), “A Theory of Role Strain,” American Sociological Review, 25(4), pp. 483-496. [https://doi.org/10.2307/2092933]
• Goštautaitė, B., Bučiūnienė, I., and Milašauskienė, Ž.(2022), “HRM and Work Outcomes: The Role of Basic Need Satisfaction and Age,” The International Journal of Human Resource Management, 33(2), pp.169-202. [https://doi.org/10.1080/09585192.2019.1683049]
• Grant, A. M. and Berry, J. W.(2011), “The Necessity of Others Is The Mother of Invention: Intrinsic and Prosocial Motivations, Perspective Taking, and Creativity,” Academy of Management Journal, 54(1), pp.73-96. [https://doi.org/10.5465/amj.2011.59215085]
• Greenhaus, J. H. and Powell, G. N.(2006), “When Work and Family Are Allies: A Theory of Work-Family Enrichment,” Academy of Management Review, 31(1), pp.72-92. [https://doi.org/10.5465/amr.2006.19379625]
• Guest, D. E.(2002), “Human Resource Management, Corporate Performance and Employee Wellbeing: Building The Worker Into HRM,” The Journal of Industrial Relations, 44(3), pp.335-358. [https://doi.org/10.1111/1472-9296.00053]
• Guest, D. E., Sanders, K., Rodrigues, R., and Oliveira, T.(2021), “Signalling Theory as A Framework for Analysing Human Resource Management Processes and Integrating Human Resource Attribution Theories: A Conceptual Analysis and Empirical Exploration,” Human Resource Management Journal, 31(3), pp.796–818. [https://doi.org/10.1111/1748-8583.12326]
• Heider, F.(1958), The Psychology of Interpersonal Relation, New York: Wiley. [https://doi.org/10.1037/10628-000]
• Heskiau, R. and McCarthy, J. M.(2021), “A Work–Family Enrichment Intervention: Transferring Resources Across Life Domains,” Journal of Applied Psychology, 106(10), pp.1573-1585. [https://doi.org/10.1037/apl0000833]
• Hewett, R.(2021), “HR Attributions: A Critical Review and Research Agenda,” in K. Sanders, H. Yang and C. Patel (Eds.), Handbook on HR Process Research, Edward Elgar Publishing, pp.7-26. [https://doi.org/10.4337/9781839100079.00009]
• Jahn, E. W., Thompson, C. A., and Kopelman, R. E.(2003), “Rationale and Construct Validity Evidence for A Measure of Perceived Organizational Family Support (POFS): Because Purported Practices May Not Reflect Reality,” Community, Work & Family, 6(2), pp.123-140. [https://doi.org/10.1080/13668800302545]
• Jensen, J. M., Patel, P. C., and Messersmith, J. G.(2013), “High-Performance Work Systems and Job Control: Consequences for Anxiety, Role overload, and Turnover Intentions,” Journal of Management, 39(6), pp.1699–1724. [https://doi.org/10.1177/0149206311419663]
• Jensen, J. M. and Van De Voorde, K.(2016), “High Performance At The Expense of Employee Health? Reconciling The Dark Side of High Performance Work Systems,” in N. M. Ashkanasy, R. J. Benett and M. J. Martinko (Eds.), Understanding The High Performance Workplace, New York and London: Routledge, pp.81-102.
• Jiang, K., Lepak, D. P., Hu, J., and Baer, J. C.(2012), “How Does Human Resource Management Influence Organizational Outcomes? A MetaAnalytic Investigation of Mediating Mechanisms,” Academy of Management Journal, 55(6), pp.1264-1294. [https://doi.org/10.5465/amj.2011.0088]
• Kain, J., and Jex, S.(2010), “Karasek's(1979) Job Demands-Control Model: A Summary of Current Issues and Recommendations for Future Research,” in P. L. Perrewé and D. C. Ganster (Eds.), New Developments in Theoretical and Conceptual Approaches to Job Stress, Bingley: Emerald Group Publishing Limited, pp.237-268. [https://doi.org/10.1108/S1479-3555(2010)0000008009]
• Karunarathne, P. D. and Gamage, P.(2020), “Relationship Between High Performance Work Practices and Job Satisfaction: Mediation Effect of Employee Motivation (Evidence From A Leading Export Apparel Firm in Sri Lanka),” Journal of HRM Perspectives, 5(1), pp.1-26.
• Katou, A. A., Budhwar, P. S., and Patel, C.(2021), “Line Manager Implementation and Employee HR Attributions Mediating Mechanisms in The HRM System—Organizational Performance Relationship: A Multilevel and Multipath Study,” Human Resource Management Journal, 31(3), pp.775–795. [https://doi.org/10.1111/1748-8583.12327]
• Kehoe, R. R., and Wright, P. M.(2013), “The Impact of High-Performance Human Resource Practices on Employees’ Attitudes and Behaviors,” Journal of Management, 39(2), pp.366-391. [https://doi.org/10.1177/0149206310365901]
• Khan, A. G., Mahmood, M., Islam, M. S., Li, Y., and Hwang, H. J.(2024), “Why and When Does Performance Pressure Encourage Employee Expediency? A Moderated Mediation Model,” International Journal of Productivity and Performance Management, 73(7), pp.2235-2253. [https://doi.org/10.1108/IJPPM-01-2023-0037]
• Kubiak, E.(2022), “Increasing Perceived Work Meaningfulness by Implementing Psychological Need-Satisfying Performance Management Practices,” Human Resource Management Review, 32(3), Article 100792. [https://doi.org/10.1016/j.hrmr.2020.100792]
• Kundi, Y. M., Sardar, S., and Badar, K.(2022), “Linking Performance Pressure to Employee Work Engagement: The Moderating Role of Emotional Stability,” Personnel Review, 51(3), pp.841-860. [https://doi.org/10.1108/PR-05-2020-0313]
• Lepak, D. P. and Snell, S. A.(2002), “Examining The Human Resource Architecture: The Relationships Among Human Capital, Employment, and Human Resource Configurations,” Journal of Management, 28(4), pp.517-543. [https://doi.org/10.1016/S0149-2063(02)00142-3]
• Li, S., and Kung, F. Y.(2024), “Supporting Refugee Employees’ Psychological Needs at Work: The Role of HRM Practices,” The International Journal of Human Resource Management, 35(2), pp.183-219. [https://doi.org/10.1080/09585192.2023.2226797]
• Lin, S. H. J., Chang, C. H. D., Lee, H. W., and Johnson, R. E.(2021), “Positive Family Events Facilitate Effective Leader Behaviors at Work: A Within-Individual Investigation of Family-Work enrichment,” Journal of Applied Psychology, 106(9), pp.1412-1434. [https://doi.org/10.1037/apl0000827]
• Lim, D. H., Choi, M., and Song, J. H.(2012), “Work-Family Enrichment in Korea: Construct Validation and Status,” Leadership & Organization Development Journal, 33(3), pp.282-299. [https://doi.org/10.1108/01437731211216470]
• Macky, K. and Boxall, P.(2007), “The Relationship Between ‘High-Performance Work Practices’ and Employee Attitudes: An Investigation of Additive and Interaction Effects,” The International Journal of Human Resource Management, 18(4), pp.537-567. [https://doi.org/10.1080/09585190601178745]
• McNall, L. A., Masuda, A. D., and Nicklin, J. M.(2009), “Flexible Work Arrangements, Job Satisfaction, and Turnover Intentions: The Mediating Role of Work-to-Family Enrichment,” The Journal of Psychology, 144(1), pp.61-81. [https://doi.org/10.1080/00223980903356073]
• McNall, L. A., Nicklin, J. M., and Masuda, A. D.(2010), “A Meta-Analytic Review of The Consequences Associated with Work-Family Enrichment,” Journal of Business and Psychology, 25, pp.381-396. [https://doi.org/10.1007/s10869-009-9141-1]
• Mitchell, M. S., Baer, M. D., Ambrose, M. L., Folger, R., and Palmer, N. F.(2018), “Cheating Under Pressure: A Self-Protection Model of Workplace Cheating Behavior,” Journal of Applied Psychology, 103(1), pp.54-73. [https://doi.org/10.1037/apl0000254]
• Mitchell, M. S., Greenbaum, R. L., Vogel, R. M., Mawritz, M. B., and Keating, D. J.(2019), “Can You Handle The Pressure? The Effect of Performance Pressure on Stress Appraisals, Self-Regulation, and Behavior,” Academy of Management Journal, 62(2), pp.531-552. [https://doi.org/10.5465/amj.2016.0646]
• Meier-Barthold, M., Biemann, T. and Alfes, K.(2024), “Strong Signals in HR Management: How The Configuration and Strength of An HR System Explain The Variability in HR Attributions,” Human Resource Management, 62(2), pp.229-246. [https://doi.org/10.1002/hrm.22146]
• Meyer, J. P. and Allen, N. J.(1997), Commitment in the workplace: Theory, Research, and Application. Sage, Thousand Oaks, CA. [https://doi.org/10.4135/9781452231556]
• Moller, A. C., Deci, E. L., and Ryan, R. M.(2006), “Choice and Ego-Depletion: The Moderating Role of Autonomy,” Personality and Social Psychology Bulletin, 32(8), pp.1024-1036. [https://doi.org/10.1177/0146167206288008]
• Nishii, L. H., Lepak, D. P., and Schneider, B.(2008), “Employee Attributions of The “Why” of HR Practices: Their Effects on Employee Attitudes and Behaviors, and Customer Satisfaction,” Personnel Psychology, 61(3), pp.503-545. [https://doi.org/10.1111/j.1744-6570.2008.00121.x]
• Nishii, L. H. and Wright, P. M.(2008), “Variability Within Organizations: Implications for Strategic Human Resource Management,” in D. B. Smith (Ed.), The people Make The Place: Dynamic Linkages Between Individuals and Organizations, Mahwah, NJ: Erlbaum, pp. 225-248.
• Pavey, L., Greitemeyer, T., and Sparks, P.(2011), “Highlighting Relatedness Promotes Prosocial Motives and Behavior,” Personality and Social Psychology Bulletin, 37(7), pp.905-917. [https://doi.org/10.1177/0146167211405994]
• Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., and Podsakoff, N. P.(2003), “Common Method Biases in Behavioral Research: A Critical Review of The Literature and Recommended Remedies,” Journal of Applied Psychology, 88(5), pp.879-903. [https://doi.org/10.1037/0021-9010.88.5.879]
• Podsakoff, P. M., MacKenzie, S. B., and Podsakoff, N. P.(2012), “Sources of Method Bias in Social Science Research and Recommendations on How to Control It,” Annual Review of Psychology, 63, pp.539-569. [https://doi.org/10.1146/annurev-psych-120710-100452]
• Ramsay, H., Scholarios, D. and Harley, B.(2000), “Employees and High-Performance Work Systems: Testing Inside The Black Box,” British Journal of Industrial Relations, 38(4), pp.501-531. [https://doi.org/10.1111/1467-8543.00178]
• Ronen, S. and Mikulincer, M.(2014), “The Foundation of Autonomous Motivation in The Workplace: An Attachment Perspective,” in M. Gagné (Ed.), Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory, Oxford: Oxford University Press, pp.109-126.
• Rothbard, N. P.(2001), “Enriching or Depleting? The Dynamics of Engagement in Work and Family Roles,” Administrative Science Quarterly, 46(4), pp.655-684. [https://doi.org/10.2307/3094827]
• Ryan, R. M.(1982), “Control and Information in The Intrapersonal Sphere: An Extension of Cognitive Evaluation Theory,” Journal of Personality and Social Psychology, 43(3), pp.450-461. [https://doi.org/10.1037//0022-3514.43.3.450]
• Ryan, R. M. and Deci, E. L.(2000), “Self-Determination Theory and The Facilitation of Intrinsic Motivation, Social Development, and Well-Being,” American Psychologist, 55(1), pp. 68-78. [https://doi.org/10.1037//0003-066X.55.1.68]
• Ryan, R. M. and Deci, E. L.(2024), “Self-Determination Theory,” in F. Maggino (Ed.), Encyclopedia of Quality of Life and Well-Being Research, Cham: Springer International Publishing, pp.6229-6235. [https://doi.org/10.1007/978-3-031-17299-1_2630]
• Sanders, K., Yang, H., and Li, X.(2021), “Quality Enhancement or Cost Reduction? The Influence of High-Performance Work Systems and Power Distance Orientation on Employee Human Resource Attributions,” The International Journal of Human Resource Management, 32(21), pp.4463-4490. [https://doi.org/10.1080/09585192.2019.1675740]
• Sarwar, F., Panatik, S. A., Sukor, M. S. M., and Rusbadrol, N.(2021), “A Job Demand-Resource Model of Satisfaction with Work-Family Balance Among Academic Faculty: Mediating Roles of Psychological Capital, Work-to-Family Conflict, and Enrichment,” Sage Open, 11(2), pp.1-19. [https://doi.org/10.1177/21582440211006142]
• Stone, D. N., Deci, E. L. and Ryan, R. M.(2009), “Beyond Talk: Creating Autonomous Motivation Through Self-Determination Theory,” Journal of General Management, 34(3), pp.75-91. [https://doi.org/10.1177/030630700903400305]
• Subramony, M.(2009), “A Meta-Analytic Investigation of The Relationship Between HRM Bundles and Firm performance,” Human Resource Management, 48(5), pp.745-768. [https://doi.org/10.1002/hrm.20315]
• Sun, U. Y., Park, H., and Yun, S.(2024), “Ethically Treated yet Closely Monitored: Ethical Leadership, Leaders' Close Monitoring, Employees' Uncertainty, and Employees' Organizational Citizenship Behavior,” Journal of Organizational Behavior, 45, pp.702-719. [https://doi.org/10.1002/job.2760]
• Takeuchi, R., Lepak, D. P., Wang, H., and Takeuchi, K.(2007), “An Empirical Examination of the mechanisms mediating between High-Performance Work Systems and The Performance of Japanese Organizations,” Journal of Applied Psychology, 92(4), pp.1069-1083. [https://doi.org/10.1037/0021-9010.92.4.1069]
• Ten Brummelhuis, L. L., Haar, J. M., and Roche, M.(2014), “Does Family Life Help to Be A Better Leader? A Closer Look at Crossover Processes From Leaders to Followers,” Personnel Psychology, 67(4), pp.917-949. [https://doi.org/10.1111/peps.12057]
• Van De Voorde, K. and Beijer, S.(2015), “The Role of Employee HR Attributions in the Relationship Between High-Performance Work Systems and Employee Outcomes,” Human Resource Management Journal, 25(1), pp. 62-78. [https://doi.org/10.1111/1748-8583.12062]
• Van den Broeck, A., Vansteenkiste, M., De Witte, H., and Lens, W.(2008), “Explaining The Relationships Between Job Characteristics, Burnout, and Engagement: The Role of Basic Psychological Need Satisfaction,” Work & Stress, 22(3), pp.277-294. [https://doi.org/10.1080/02678370802393672]
• Voydanoff, P.(2001), “Conceptualizing Community in The Context of Work and Family Community,” Work & Family, 4(2), pp.133-156. [https://doi.org/10.1080/13668800124774]
• Wayne, J. H.(2009), “Reducing Conceptual Confusion: Clarifying The Positive Side of Work and Family,” in D. R. Crane & J. Hill (Eds.), Handbook of Families and Work: Interdisciplinary Perspectives, Lanham, MD: University Press of America, pp.105-140.
• Wayne, J. H., Grzywacz, J. G., Carlson, D. S., and Kacmar, K. M.(2007), “Work–Family Facilitation: A Theoretical Explanation and Model of Primary Antecedents and Consequences,” Human Resource Management Review, 17(1), pp.63-76. [https://doi.org/10.1016/j.hrmr.2007.01.002]
• Woodrow, C. and Guest, D. E.(2014), “When Good HR Gets Bad Results: Exploring The Challenge of HR Implementation in The Case of Workplace Bullying,” Human Resource Management Journal, 24(1), pp.38-56. [https://doi.org/10.1111/1748-8583.12021]
• Zabriskie, R. B. and Ward, P. J.(2013), “Satisfaction with family life scale,” Marriage & Family Review, 49(5), pp.446-463. [https://doi.org/10.1080/01494929.2013.768321]
• Zhang, W., Jex, S. M., Peng, Y., and Wang, D.(2017), “Exploring The Effects of Job Autonomy on Engagement and Creativity: The Moderating Role of Performance Pressure and Learning Goal Orientation,” Journal of Business and Psychology, 32(3), pp.235-251. [https://doi.org/10.1007/s10869-016-9453-x]