The employee–organization relationship: Where do we go from here?

By Jacqueline A-M. Coyle-Shapiro, L. Shore. 2007

500 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Public Administration

View Paper: https://www.semanticscholar.org/paper/5ebbf5623ab037679068e54ba15de0ea2f6d3174

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Citations in the corpus

Affective Commitment to Organizations and Supervisors and Turnover: A Role Theory Perspective (2017, background): “The reason for this is that, even if they are nested within, and partly act on behalf of the organization (Coyle-Shapiro & Shore, 2007; Mueller & Lawler, 1999), supervisors are more concrete, visible, and proximal (Becker, 2009) than the organization and, hence, act as powerful referents for…”
The relations between work centrality, psychological contracts, and job attitudes: The influence of age (2011, background): “2011 Psychology Press, an imprint of the Taylor & Francis Group, an Informa business http://www.psypress.com/ejwop DOI: 10.1080/13594321003669079 The employment relationship literature has gained huge popularity in the last decades (Coyle-Shapiro & Shore, 2007).”
The effect of organizational culture on deviant behaviors in the workplace (2019, methodology): “In order to test the hypothesized effects (H1, H2, H3, and H4), random intercepts hierarchical linear models (HLM) analyses were used to estimate cross-level relationships between organizational-level dimensions of culture, and individual-level work deviance behavior (Hofmann, 1997; Raudenbush & Bry”
Perceptions of and reactions to workplace bullying: A social exchange perspective (2010, background): “The concepts of justice, psychological contract breach, and POS capture employees’ perceptions of the quality of their employment relationship and explain how these perceptions translate into subsequent employee attitudes and behaviours (Coyle-Shapiro and Parzefall, 2008; Coyle-Shapiro and Shore, 20”
Examination of the Relationships Between Servant Leadership, Organizational Commitment, and Voice and Antisocial Behaviors (2015, background): “…commitment also derives from the social and more intrinsically satisfying aspects of organizational membership that are usually associated with deeper, emotional forms of employee–organization relationships (Coyle-Shapiro and Shore 2007; Meyer and Allen 1991; Shore et al. 2009; Tsui et al. 1997).”