Social networks and the psychological contract: Structural holes, cohesive ties, and beliefs regarding employer obligations
By Violet T. Ho, Denise M. Rousseau, Laurie L. Levesque. 2006
125 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/54b083884533b2c4fa2f7757fa53d86cb6c782c9
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
- Peter Totterdell
- Jaclyn M. Jensen
- Kathleen J. McInnis
- John P. Meyer
- S. Feldman
- Richard A. Opland
- N. Hess
- Karen Niven
In Safety Research
In Sociology and Political Science
- Peter Totterdell
- David Holman
- Jaclyn M. Jensen
- Karen Niven
- Shumin Lin
- Russell Korte
- John P. Meyer
- A. Ryan
Citations in the corpus
- Career stage and generational differences in psychological contracts (2009, background): “This focus on individual development is synonymous with Rousseau's balanced PC, which emphasises high performance, ongoing development and scope for responsibility ( Ho et al. , 2006”
- Psychological contracts and their implications for commitment: A feature-based approach☆ (2009, background): “Consequently, this factor might best be described as reflecting the balanced contract that Rousseau (2000; Ho et al., 2006) suggested is becoming increasingly prevalent in modern organizations.”
- Psychological Contracts and Counterproductive Work Behaviors: Employee Responses to Transactional and Relational Breach (2010, background): “trust (Montes and Irving 2008), whereas transactional (but not relational) breach has been directly linked to cohesion (Ho et al. 2006) and organizational citizenship behavior (Hui et al.”
- Getting on board: Organizational socialization and the contribution of social capital (2013, background): “…in previous studies of social networks and social capital, network positions affected the levels of social capital available to members (Burt, 1997; Granovetter, 1985) and social capital had a strong influence on employee attitudes, perceptions, and behaviors toward employers (Ho et al., 2006).”
- How to win friendship and trust by influencing people’s feelings: An investigation of interpersonal affect regulation and the quality of relationships (2012, background): “…or absence of a feature of relationships, because asking participants to rate aspects of each relationship (e.g. extent of strategy use, intensity of trust) would likely lead to respondent fatigue and thus unreliable data (Grosser et al., 2010; Ho et al., 2006; Krackhardt and Kilduff, 1999).”