Psychological contract breach in a Chinese context: An integrative approach

By S. Lo, S. Aryee. 2003

207 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/01360fd619d41141057984d4094de214353e0043

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

At What Level (and in Whom) We Trust (2012, background): “Because of the role emotions play in trust processes, research has suggested that the trustee’s interpersonal emotion regulation of the trustor, such as modulating emotional responses, can play an important role in building and maintaining trust (Williams, 2007).”
Work-based identity and work engagement as potential antecedents of task performance and turnover intention: Unravelling a complex relationship (2012, background): “Withdrawal behaviour is the primary way employees use to deal with issues in the employment relationship (Lo & Aryee, 2003).”
Psychological contract breach and counterproductive workplace behaviors: testing moderating effect of attribution style and power distance (2011, unknown): “This understanding is beneficial to both the organization and the employees and leads to win–win situation, and a trusting relationship is very important in Chinese organizations (Lo and Aryee 2003 ).”
The mediating roles of organizational justice on the relationships between HR practices and workplace outcomes: an investigation in China (2009, background): “This modification is premised on the notion that employees who feel that their psychological contracts have been breached are more likely to withhold OCB and quit the organization than will employees who feel that their employer has fulfilled the terms of the psychological contract (Lo and Aryee 200”
Psychological contract breach and job attitudes: A meta-analysis of age as a moderator (2008, unknown): “…r ryy 40 Lester and Kickul (2001) US MBA students 27.6 3.4 268 — .21 .86 41 Lester et al. (2002) US MBA students 32.27 4.34 134 .89 .60 .87 42 Lo and Aryee (2003) Chinese MBA-students — 6.56 152 .86 .56 .87 43 Montes and Irving (2005) US students in work team 20.5 .00 293 .77 .36 .90 44 Raja et…”
Psychological contract assessment after a major organizational change (2006, background): “The national setting of the study, which took place is Greece, is regarded to be among its strengths, as – with few exceptions (i.e. Hui et al., 2004; Lemire and Rouillard, 2005; Lo and Aryee, 2003; De Vos et al., 2003) – the vast majority of studies on psychological contracts have been conducted ei”
Diversity climate impact on employee of color outcomes: does justice matter? (2010, background): “This relationship has been characterized as one of social exchange in which the organization's commitment to its employees is demonstrated by its care and concern, and in return, the employees are expected to reciprocate by engaging in behaviors that benefit the organization (Blau, 1964; Lo and Arye”
The impact of participative leadership behavior on psychological empowerment and organizational commitment in Chinese state-owned enterprises: the moderating role of organizational tenure (2006, result): “This finding is consistent with the suggestion that the individual characteristics and experiences of employees may explain the differential reactions of Chinese employees toward new management practices (Chen & Francesco, 2000; Lo & Aryee, 2003 ).”
The differential effect of team members' trust on team performance: The mediation role of team cohesion (2010, background): “Several studies have found that trust in top management affects employee performance (Davis et al., 2000; Lo & Aryee, 2003); we suggest that team cohesion intermediates this relationship.”
Perceptions of and reactions to workplace bullying: A social exchange perspective (2010, background): “increased cynicism (Johnson and O’Leary-Kelly, 2003; Lo and Aryee, 2003; Zhao et al., 2007).”