The Role of Ethical Values in an Expanded Psychological Contract

99 citations recorded by the source corpus.

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

Socially responsible HR practices and employees’ intention to quit: the mediating role of job satisfaction (2015, background): “O’Donohue and Nelson (2009) has commented that CSR expands the unitarist philosophy of HRM through its support in better alignment of the interests, values, and goals of employees with the organization.”
Understanding the changing nature of psychological contracts in 21st century organizations (2017, background): “…and Nelson (2009; see also Thompson & Bunderson, 2003), which arise ‘‘from an individual’s desire to further a highly valued cause or principle (beyond self-interest) . . . for example, derived from an employee’s adherence to a professional code of ethics’’ (O’Donohue & Nelson, 2009, p. 253).”
Corporate Ethical Values, Group Creativity, Job Satisfaction and Turnover Intention: The Impact of Work Context on Work Response (2011, background): “For instance, ethical values arguably strengthen psychological contracts by improving the social exchanges that occur within a company (O’Donohue and Nelson, 2009; Rousseau, 1995; Sims, 1991; Valentine et al., 2002).”