جفره، منوچهر و مهرانی، سعید (1391). بررسی عوامل مؤثر بر رفتارهای کاری مخرب کارکنان بانک ملی ایران شعب غرب تهران. پایان‌نامه کارشناسی ارشد، دانشگاه آزاد اسلامی - دانشگاه آزاد اسلامی واحد تهران مرکزی - دانشکده مدیریت و حسابداری.
داوری، علی و رضازاده، آرش (۱۳۹۲). مدل‌سازی معادلات ساختاری با نرم‌افزار PLS. تهران: انتشارات جهاد دانشگاهی.
سلیمی غلامرضا و پورعزت، علی‌اصغر (1389). «بررسی تأثیر رابطة ادراک بی‌عدالتی در سازمان بر گسترش میل به فساد اداری». اندیشه مدیریت راهبردی، 4(1)، 131-159.
شیروانی، علیرضا و صریحی، رسول (1393). «بررسی تأثیر مؤلفه‌های هوش عاطفی بر رفتارهای کاری مخرب و رفتارهای شهروندی سازمانی». مطالعات مدیریت (بهبود و تحول)، 23(74)، 115-135.
عامری سیاهویی، احمد و کریمی، امین (1395). بررسی رابطة بین معنویت در کار و رفتارهای مخرب کاری کارکنان مطالعه موردی شرکت ملی نفت‌کش ایران، شعبه بندرعباس، کنفرانس بین‌المللی مدیریت تغییر و تحول، تهران، مرکز توسعة اطلاعات کاربردی
محرم‌زاده، مهرداد؛ وحدانی، محسن؛ قهرمانی، جعفر و سید عامری، میرحسن (1393). «رابطۀ بین ویژگی‌های شخصیتی کارکنان و فرسودگی شغلی در وزارت ورزش و جوانان». نشریه مدیریت ورزشی،6(4)، 697-711.
Amelang, M. & Steinmary, R. (2006). “In there a validity increment for tests of emotional intelligence in explaining the variance of performance criteria?”. Intelligence, 34, 459-468
Bauer, T. & Ergoden, B. (2015). The Oxford Handbook of Leader-Member Exchange. New York, NY 10016: Oxford University Press.
Blickle, G. & Schütte, N. (2017). “Trait psychopathy, task performance, and counterproductive work behavior directed toward the organization”. Personality and Individual Differences, 109, 225-231.
Choi, Y. (2019). “The moderating effect of leader member exchange on the relationship between workplace ostracism and psychological distress”. Asia-Pacific Journal of Business Administration, 11(2), 146-158.
Clarck,S.B. (2013). Understanding Counterproductive Work Behavior: Aggressive Employees’ Responses to leader-Member Exchange. Faculty of the Department of Department Psychology East Carolina University.
Côté, S., Lopes, P. N., Salovey, P. & Miners, C. T. (2010). “Emotional intelligence and leadership emergence in small groups”. The Leadership Quarterly, 21(3), 496-508.
Deluga, R. J. (1998). Leader-member exchange quality and effectiveness ratings: The role of subordinate-supervisor conscientiousness similarity. Group & Organization Management, 23(2), 189-216.
Dirican, A. H. & Erdil, O. (2016). “An exploration of academic staff's organizational citizenship behavior and counterproductive work behavior in relation to demographic characteristics”. Procedia-Social and Behavioral Sciences, 235, 351-360.
Dulewicz, V. & Higgs, M. & Slaski, M. (2003). “Measuring emotional intelligence: content, construct and criterion-related validity”. Journal of Managerial Psychology, 18(5), 405-420.
Edwards, D., Bumard, P., Coyle, D., Fothergill, A. & Hannigan, B. (2000). “Stress and Burnout in Community Mental Health Nursing: A Review of the Literature”, Journal Psychiatr Ment Health Nurs, 7(1), 7-14.
Erdogan, B., Liden, R. C. & Kraimer, M. L. (2006). “Justice and leader-member exchange: The moderating role of organizational culture”. Academy of Management journal, 49(2), 395-406 Fornell, C. & Larcker, D. (1981). “Evaluating Structural Equation Models with Unobservable Variables and Measurement Error”. Journal of Marketing Research, 18(1), 39-50. doi:10.2307/3151312
Fox, S., Spector, P. E. & Miles, D. (2001). “Counterproductive work behavior (CWB) in response to job stressors and organizational justice: Some mediator and moderator tests for autonomy and emotions”. Journal of vocational behavior, 59(3), 291-309.
Graen, G. B. & Canedo, J. (2016). The new workplace leadership development. Oxford Bibliography on Management. Oxford University Press, N.Y. New York.
Colbert, A. E., Mount, M. K., Harter, J. K., Witt, L. A. & Barrick, M. R. (2004). “Interactive effects of personality and perceptions of the work situation on workplace deviance”. Journal of applied psychology, 89(4), 599.
Henle, C. A., Giacalone, R. A. & Jurkiewicz, C. L. (2005). “The role of ethical ideology in workplace deviance”. Journal of Business Ethics, 56(3), 219-230
Henseler, J., Ringle, C. M. & Sinkovics, R. R. (2009). “The use of partial least squares path modeling in international marketing”. In New challenges to international marketing (pp. 277-319). Emerald Group Publishing Limited.
Hulland, J. (1999). “Use of partial least squares (PLS) in strategic management research: a review of four recent studies”. Strategic Management Journal, 20(2), 195-204.
Jelinek, R. & Ahearne, M. (2006). The ABC's of ACB: Unveiling a clear and present danger in the sales force. Industrial Marketing Management, 35(4), 457-467.
Jones, A. I., Guthrie, C. P. & V. M. Iyer (2012). “Role Stress and Job Outcomes in Public Accounting: Have the Gender Experiences Converged?”. Accounting Behavioral Research, 15(1), 53-84.
Kim, M. S. & Koo, D. W. (2017). “Linking LMX, engagement, innovative behavior, and job performance in hotel employees”. International Journal of Contemporary Hospitality Management, 29(12), 3044-3062.
Landa, J. M. A., López-Zafra, E., Martos, M. P. B. & del Carmen Aguilar-Luzon, M. (2008). “The relationship between emotional intelligence, occupational stress and health in nurses: a questionnaire survey”. International Journal of Nursing Studies, 45(6), 888-901.
Levy, T. & Tziner, A (2011). “When destructive deviance in the workplace becomes a liability: A decisional behavioral model”. Quality & Quantity: International Journal of Methodology, 45(1), 233–239.
MacLane, C. N. & Walmsley, P. T. (2010). “Reducing counterproductive work behavior through employee selection”. Human Resource Management Review, 20(1), 62-72.
Magner, N., Welker, R. B. & Campbell, T. L. (1996). “Testing a model of cognitive budgetary participation processes in a latent variable structural equations framework”. Accounting and Business Research, 27(1), 41-50.
McShane, S. L. & Von Gilnow, M. A. (2012). Organizational behavior. McGraw-Hill.
Neenu, A.M. (2013). “Effect of Stress on job satisfaction among nurses in central kerala”. Journal of Business and Management, 7(2), 47-51
Northouse, P. G. (2013). Leadership: Theory and practice (5th.ed.). Los Angeles, CA: Sage. O’Donnell, M., Yukl, G. & Taber, T. (2012). “Leader behavior and LMX: A constructive replication”. Journal of Managerial Psychology, 27(2), 143-154.
Panaccio, A. & Vandenberghe, C. (2012). “Five-factor model of personality and organizational commitment: The mediating role of positive and negative affective states”. Journal of vocational behavior, 80(3), 647-658.
Perrewé, P. L. (2011). “The role of personality in human resource management”. Human Resource Management Review, 4(21), 257.
Pervin, L. & Cervone, D. (2010). Personality theory and research. WILEY, eleventh edition, pp: 5-35.
Pierce, J. L. & Gardner, D. G. (2009). “Relationship of personality and job characteristics with organization-based self-steam”. Managerial Psychology, 24(5), 392-409.
Richards, D. A. & Schat, A. C. (2011). “Attachment at (not to) work: Applying attachment theory to explain individual behavior in organizations”. Journal of Applied Psychology, 96(1), 169.
Roxana, A. C. (2013). “Antecedents and mediators of employees’ counterproductive work behavior and intentions to quit”. Procedia-Social and Behavioral Sciences, 84, 219-224.
Rupp, D. E. & Cropanzano, R. (2002). “The mediating effects of social exchange relationships in predicting workplace outcomes from multifoci organizational justice”. Organizational behavior and human decision processes, 89(1), 925-946.
Salovey, P. E. & Sluyter, D. J. (1997). Emotional development and emotional intelligence: Educational implications. Basic Books.
Scandura, T. A. & Graen, G. B. (1984). “Moderating effects of initial leader–member exchange status on the effects of a leadership intervention”. Journal of applied psychology, 69(3), 428.
Shih, H. A. & Susanto, E. (2010). “Conflict management styles, emotional intelligence, and job performance in public organizations”. International journal of conflict management, 21(2), 147-168.
Spector, P. E. & Fox, S. (2002). “An emotion-centered model of voluntary work behavior: Some parallels between counterproductive work behavior and organizational citizenship behavior”. Human resource management review, 12(2), 269-292.
Spector, P. E. & Fox, S (2010). “Counterproductive work behavior and organisational citizenship behavior: Are they opposite forms of active behavior?”. Applied Psychology: an International Review, 59(1), 21-39.
Uchenna, C. O. (2013). “Counterproductive work behavior among employees in emotionally demanding jobs: the roles of perceived organizational support, job burnout, and age”. Nigerian Journal of Applied Behavioural Sciences, 1, 105-114.
Ugwu, L. I., Enwereuzor, I. K., Fimber, U. S. & Ugwu, D. I. (2017). “Nurses’ burnout and counterproductive work behavior in a Nigerian sample: The moderating role of emotional intelligence”. International journal of Africa nursing sciences, 7, 106-113.
Vakola, M. & Tsaousis, I. & Nikolaou, I. (2004). “The role of emotional intelligence and personality variables on attitudes toward organizational change”. Journal of Managerial Psychology, 19(2), 88-110.
Wang, H., Law, K. S., Hackett, R. D., Wang, D. & Chen, Z. C. (2005). “Leader-member exchange as a mediator of the relationship between transformational leadership and followers' performance and organizational citizenship behavior”. Academy of Management Journal, 48(3), 420-432.
Wayne, S. J., Shore, L. M. & Liden, R. C. (1997). “Perceived organizational support and leader-member exchange: A social exchange perspective”. Academy of Management journal, 40(1), 82-111.
Zaghini, F., Fida, R., Caruso, R., Kangasniemi, M. & Sili, A. (2016). “What is behind counterproductive work behaviors in the nursing profession? A systematic review”. J Clin Res Bioeth, 7(4), 1000277.
)