Psychological Contract Breach as a Source of Strain for Employees

By A. Gakovic, Lois E. Tetrick. 2003

255 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/6fcfd157a0bf7a1d4e331ae3335ff5a3153aa331

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Work engagement, psychological contract breach and job satisfaction (2014, background): “The negative impact of PCB on job satisfaction is well-documented in the literature (e.g. Robinson and Rousseau 1994; Coyle-Shapiro and Kessler 2000; Gakovic and Tetrick 2003; Taylor and Tekleab 2004; Tekleab et al. 2005; Zhao et al. 2007; Rigotti 2009).”
Job insecurity and trust: Uncovering a mechanism linking job insecurity to well-being (2019, background): “The psychological contract can be considered to be violated when employees perceive that their employer is not fulfilling the obligations associated with the psychological contract (Gakovic & Tetrick, 2003).”
Bouncing back from psychological contract breach: How commitment recovers over time (2016, background): “In general, a breach is a negative experience that can be highly stressful and taxing for the individual (Gakovic & Tetrick, 2003).”
Organizational commitment and the well-being of temporary agency workers: A longitudinal study (2009, background): “…relationships, which itself is strongly related to loyalty and organizational commitment (Rousseau & McLean Parks, 1993), reassignment might be perceived as a breach of the psychological contract between the temp and client organization, which in turn leads to strain (Gakovic & Tetrick, 2003).”
Career stage and generational differences in psychological contracts (2009, background): “Increased breach has been found with lower job satisfaction ( Gakovic and Tetrick, 2003”
Job Insecurity: An Integrative Review and Agenda for Future Research (2017, background): “Like the stress perspective, social exchange mechanisms (e.g., Gakovic & Tetrick, 2003; Siegrist, 1996) predict that employees will respond to JI with ill-being, lessened job attitudes, and lessened contributions to the organization (De Cuyper & De Witte, 2006; Piccoli & De Witte, 2015; Reisel,…”
Enough is enough? Threshold models for the relationship between psychological contract breach and job-related attitudes (2009, background): “…Conway & Briner, 2002; Coyle-Shapiro & Kessler, 2000; Raja et al., 2004), or health and well-being of employees (e.g., Cantisano & Dominguez, 2005; Gakovic & Tetrick, 2003; Isaksson, Josephson, & Vingård, 2003; Johnson & O’Leary-Kelly, 2003), as well as increased turnover intentions (e.g.,…”
The Psychological Contract: A Critical Review (2006, unknown): “2001) and stress (Gakovic and Tetrick, 2003).”
Understanding the changing nature of psychological contracts in 21st century organizations (2017, unknown): “…organizational commitment (Johnson & O’Leary-Kelly, 2003; Lapalme et al., 2011), increased levels of emotional exhaustion and job dissatisfaction (Gakovic & Tetrick, 2003; Tekleab et al., 2005; Turnley & Feldman, 1998), more distrust (Raja, Johns, & Ntalianis, 2004; Robinson, 1996; Robinson, &…”