How work ideologies shape the psychological contracts of professional employees: doctors' responses to perceived breach

By J. Stuart Bunderson. 2001

377 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/3703dba14123e61373f7e6e30d99c01839e4a7b4

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Reactions to psychological contract breach: a dual perspective (2008, background): “Empirical studies have provided convincing evidence that PIB was negatively related to an employee’s organizational commitment (OC; e.g., Bunderson, 2001; Coyle-Shapiro & Kessler, 2000; Kickul, 2001; Lester, Turnley, Bloodgood, & Bolino, 2002; Raja et al., 2004; Robinson, 1995), in-role performance…”
Psychological contracts and their implications for commitment: A feature-based approach☆ (2009, background): “Although there is some empirical support for this relationship (e.g., Bunderson, 2001; Lester, Turnley, Bloodgood, & Bolino, 2002; Sels, Janssens, & Van den Brande, 2004), research has not kept pace with recent developments in the broader contracts and commitment literatures.”
The relationship between psychological contract breach and organizational commitment: Exchange imbalance as a moderator of the mediating role of violation (2011, background): “In a longitudinal study, Bunderson (2001) found a negative relationship between professional breach and affective commitment.”
The Effects of Psychological Contract Fulfilment and Public Service Motivation on Organizational Commitment in the French Civil Service (2006, methodology): “Public service expectations were measured with one scale that was translated and adapted from items Bunderson et al. (2000) used to measure professional obligations. Respondents were asked to indicate the degree of agreement about expectations of their Administration in terms of public service (Cf. ”
The role of psychological contract in intention to continue volunteering. (2009, background): “Previous research on psychological contracts has repeatedly shown a negative influence of psychological contract breach and a positive influence of psychological contract fulfillment on personal outcomes including job satisfaction, organizational commitment, and intention to continue (Bunderson, 200”
Toward an Understanding of the Psychology of Stewardship (2012, background): “In an ideology-infused contract, the organization is obligated to support the cause and act as a vehicle through which the employee can contribute, directly or indirectly, to the cause (Bunderson, 2001; Thompson & Bunderson, 2003).”
Extending the Psychology of the Psychological Contract (2003, background): “Bunderson (2001) reported two distinct but potentially cooccurring ideologies among physicians: an administrative ideology, represented in terms of a hospital’s role as a “market enterprise,” and a professional ideology characterizing the physician’s role as a “community servant.””
How to Measure the Psychological Contract? A Critical Criteria-Based Review of Measures (2008, positive): “Bunderson (2001) created a variant of the transactional/relational distinction, introducing administrative and professional psychological contracts, referring to the different ideologies that surround administrative and professional work.”