Promise breaking during radical organizational change: do justice interventions make a difference?

By Jill R. Kickul, Scott W. Lester, Jon Finkl. 2002

276 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/418f21f8710a79e727e02e4f98512c755cfed3e6

How researchers see this paper

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

In Organizational Behavior and Human Resource Management

1. P. M. Bal
2. Paul G. W. Jansen
3. Thomas W. H. Ng
4. Annet de Lange
5. Brent A. Scott
6. J. Colquitt
7. T. Rigotti
8. Michael S. Cole

In Sociology and Political Science

1. P. M. Bal
2. J. Colquitt
3. T. Rigotti
4. Paul G. W. Jansen
5. Annet de Lange
6. Mark M. Suazo
7. R. Eisenberger
8. Mandy E. G. van der Velde

Citations in the corpus

• Enough is enough? Threshold models for the relationship between psychological contract breach and job-related attitudes (2009, background): “It might be fruitful for future research to explore different contents, such as breaches to transactional versus relational terms (e.g., Coyle-Shapiro & Kessler, 2000), extrinsic versus intrinsic terms (Kickul et al., 2002), or multidimensional approaches (e.g., Cassar, 2001).”
• The mediating role of psychological contract violation on the relations between psychological contract breach and work‐related attitudes and behaviors (2009, background): “In-role job performance is described as the “assigned responsibilities associated with an individual's formal employment contract” ( Kickul et al. , 2002a”
• Perceived organizational support and psychological contracts: a theoretical integration (2003, background): “Kickul, Lester, and Finkl (2002) found that the organization’s failure to provide promised competitive pay, rewards and other tangible resources had a less negative influence on employees’ self-reported in-role performance, extra-role performance, and job satisfaction when employees reported high p”
• THE IMPACT OF PSYCHOLOGICAL CONTRACT BREACH ON WORK‐RELATED OUTCOMES: A META‐ANALYSIS (2007, methodology): “If a study used multiple measures of breach or an outcome on the same sample (conceptual replication; e.g., Kickul et al., 2002), we averaged over measures and used the single result as the effect size for the study, except in a moderator analysis where the measure type is a proposed moderator…”
• Diversity climate impact on employee of color outcomes: does justice matter? (2010, background): “Similarly, Kickul et al. (2001) found that anti-citizenship behavior was higher after a breach when both interactional and procedural justice were low. Kickul et al. (2002) found that interactional injustice interacted with intrinsic contract breach to predict lower citizenship and job satisfaction ”
• Organizational Justice and Individuals' Withdrawal: Unlocking the Influence of Emotional Exhaustion (2010, background): “They found a positive association between perceptions of psychological contract breach (as a form of distributive injustice; Kickul et al., 2002, p. 472) and emotional exhaustion.”
• PROCEDURAL JUSTICE, INTERACTIONAL JUSTICE, AND TASK PERFORMANCE: THE MEDIATING ROLE OF INTRINSIC MOTIVATION (2009, background): “, 2002; Rupp & Cropanzano, 2002) and sometimes yielded non-significant relationships (Colquitt et al., 2006; Kickul et al., 2002; Weaver & Conlon, 2003).”