The development of psychological contract breach and violation: a longitudinal study

By Sandra L. Robinson, E. W. Morrison. 2000

1,587 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/4abaf1206384d432a8069b9324d1f680ac4fc987

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

Betrayal Aversion: Evidence from Brazil, China, Oman, Switzerland, Turkey, and the United States (2008, methodology): “Similarly, social preference phenomena, such as fairness and cooperation, thought to be universal by many behavioral economists, have been shown to depend on context (e.g., Alvin E. Roth et al. 1991; Joseph Henrich et al. 2004).”
If You Wrong Us, Shall We Not Revenge? Moderating Roles of Self-Control and Perceived Aggressive Work Culture in Predicting Responses to Psychological Contract Breach (2015, methodology): “…contract breach) and the “affective and emotional experience of disappointment, frustration, and anger” (i.e., psychological contract violation; Morrison & Robinson, 1997: 228) that arises from the employee’s cognitive assessment of breach (Morrison & Robinson, 1997; Robinson & Morrison, 2000).”
Generational differences in psychological traits and their impact on the workplace (2008, background): “Incongruence in the expectations of the employer and the employee can lead to perceptions that one or more obligations of the employer are unfulfilled (Morrison and Robinson, 1997; Robinson and Morrison, 2000).”
Teacher–researcher role conflict and burnout among Chinese university teachers: a job demand-resources model perspective (2019, background): “To be specific, recruiting teachers to contribute to innovative research but later expecting them to also focus on high-quality teaching constitutes a breach of the psychological contract between the teachers and the organization (Robinson and Morrison 2000).”
Age, work experience, and the psychological contract (2009, background): “Empirical measures of psychological contract breaches have largely focused on the global perceptions of breaches (Robinson & Morrison, 2000) or the number of contract elements that have been breached (Turnley & Feldman, 1999).”
Integrating Expectations, Experiences, and Psychological Contract Violations: A Longitudinal Study of New Professionals (2004, background): “interaction with organizational members prior to being hired ( Robinson & Morrison, 2000 ).”
A psychological contract perspective to the link between non-profit organizations' management practices and volunteer sustainability (2011, background): “It is the failure to meet these expectations and obligations that causes organizational problems such as disengagement, decreased commitment or withdrawal of labour (Robinson and Morrison 2000 ).”
The Relationship Between Career-Related Antecedents and Graduates’ Anticipatory Psychological Contracts (2009, neutral): “Ho, 2000; Raja et al., 2004; Robinson & Morrison, 2000 ).”
Eight Motivational Forces and Voluntary Turnover: A Theoretical Synthesis with Implications for Research (2004, background): “For instance, purposeful reneging on a promise by the organization may bring about sharp drops in contractual and affective forces of attachment (Robinson & Morrison, 2000), whereas having many minor errors in one’s paycheck may cause a slow, consistent drop in these two forces over a long period.”
Benevolent leadership and psychological well-being (2016, background): “An affective reaction may follow, including feelings of anger, betrayal (Robinson and Morrison, 2000), lower trust, job satisfaction and commitment to the organization (Zhao et al.”