Effects of Psychological Contract Breach on Organizational Citizenship Behaviour: Insights from the Group Value Model

By S. Restubog, Matthew J. Hornsey, P. Bordia, Sarah Esposo. 2008

294 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/5148c57d3f2295369421b03ab08604290240d452

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In Organizational Behavior and Human Resource Management

In Safety Research

In Sociology and Political Science

Citations in the corpus

Support, trust, satisfaction, intent to leave and citizenship at organizational level (2010, background): “In literature on OCBs, Cronbach’s alpha fluctuates between 0.65 (Coyne and Ong, 2007; German sample) and 0.83 (Restubog et al., 2008).”
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, unknown): “…& Thatcher, 2010) and responses to psychological contract breach in particular (Bordia, Restubog, Bordia, & Tang, 2010; Kiewitz et al., 2009; Restubog, Hornsey, Bordia, & Esposo, 2008; Turnley, Bolino, Lester, & Bloodgood, 2003) has largely ignored the organizational context, despite…”
A multi-level investigation of psychological contract breach and organizational identification through the lens of perceived organizational membership: testing a moderated-mediated model (2013, background): “…to be an important exploratory variable that can offer additional insights on the dynamics of the employee-organization relationship and perceived organizational membership as recent research (Restubog et al., 2008) has shown it to be a mediator between breach and organizational identification.”
Linking Transformational Leadership and Team Performance: A Conflict Management Approach (2011, unknown): “Based on the notion of social identity (Ashforth and Mael, 1989) and the group value model (Tyler, 1989), leadership behaviours are important in communicating identityrelevant information to individual team members (Restubog et al., 2008).”
Procedural Justice and Employee Engagement: Roles of Organizational Identification and Moral Identity Centrality (2013, background): “Therefore, the group engagement model (Blader and Tyler 2009; Restubog et al. 2008; Tyler and Blader 2003) offers valuable insights explaining the phenomenon of procedural justice’s effect on employee pro-group behaviors, because procedural justice enhances employee organizational identification (OI”