Social Influence on Evaluations of Psychological Contract Fulfillment

By Violet T. Ho. 2005

194 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/412ecfddb7a73a4c82861295e49a5ab4b1dadb4a

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In Organizational Behavior and Human Resource Management

In Safety Research

In Sociology and Political Science

Citations in the corpus

The role of psychological contract in intention to continue volunteering. (2009, methodology): “We used Spreitzer’s (1995) Psychological Empowerment Scale (PES) as modified by Kim et al. (2007), which incorporates 12 items that measure four dimensions of psychological empowerment: Meaning, Competence, SelfDetermination, and Impact.”
Breach Begets Breach: Trickle-Down Effects of Psychological Contract Breach on Customer Service (2010, background): “…has focused on the employee–organization relationship, overlooking the fact that individual employees are embedded in a range of formal and informal relationships at work, including employee–supervisor, employee–team, and employee–customer relationships (Ho, 2005; Lavelle, Rupp, & Brockner, 2007).”
Social influence of a coworker: A test of the effect of employee and coworker exchange ideologies on employees’ exchange qualities. (2011, unknown): “As an important social referent (Ho & Levesque, 2005), a coworker can provide such social cues to a focal employee. However, a coworker is likely to give different cues regarding the social exchange quality s/he has with the organization or the supervisor depending on his/her own exchange ideology o”
The effect of unethical behavior on trust in a buyer–supplier relationship: The mediating role of psychological contract violation (2009, background): “This suggests a psychological contract exists between the supplier and buyer, defined as a participant’s subjective, idiosyncratic perceptions regarding obligations due (Morrison and Robinson, 1997; Ho, 2005).”
WHEN DOES VOICE LEAD TO EXIT? IT DEPENDS ON LEADERSHIP (2013, background): “If management teams can routinely do these things, employees should, as a group, be more likely to feel that managers have fulfilled their obligations to address employees' concerns (Ho, 2005), and thus be more likely to stay.”
Perceptions of and reactions to workplace bullying: A social exchange perspective (2010, background): “Furthermore, Ho (2005) and Ho and Levesque (2005) have highlighted the role of social relationships and social referents in influencing psychological contract evaluations.”
Exploring the debate on short-termism: a theoretical and empirical analysis (2008, background): “…referents (e.g., colleagues, coworkers, influential outsiders) can be at least as important as objective information in guiding judgments of difficult perceptual tasks, leading to conformity of views, beliefs, and behaviors (Asch, 1955; Janus, 1972; Turner, 1991; Ho, 2005; Lucas et al., 2006).”
Psychological Sense of Community (2014, background): “Psychological contracts refer to the perceived obligations that exist between an employer and its employees (Atkinson, 2007) or the promises an organization is perceived to have made to its employees (Ho, 2005).”
Understanding the changing nature of psychological contracts in 21st century organizations (2017, background): “they are comparable and provide a reasonable benchmark against which to measure the degree of PC fulfillment (Ho, 2005).”
Employee and Coworker Idiosyncratic Deals: Implications for Emotional Exhaustion and Deviant Behaviors (2018, background): “…the distribution of limited, contestable resources confers higher relative status and advantage on recipients (Frank, 1985), which then triggers a comparative mindset among others in the same social space and cues them to reflect on their relative standing (Ho, 2005; Marescaux et al., in press).”
A Sensemaking Model of Employee Evaluation of Psychological Contract Fulfillment (2009, background): “Research is emerging in the psychological contract literature that supports the salient role of social comparison in shaping employee attitudes and behaviors in the context of the employment relationship (Ho, 2005).”