The employment relationship: Examining psychological and contextual perspectives.

By J. Pearce. 2004

160 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/73f46e568688a170b947d8d3c28949e1b26e7bf3

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Citations in the corpus

Moving European research on work and ageing forward: Overview and agenda (2010, unknown): “The expectations on the employment relationship, as laid down in the psychological contract, ﬂuctuate dynamically over time because the demands and oﬀers change when circumstances alter (Schalk, 2004).”
Perceived Labor Productivity in Small Firms—The Effects of High–Performance Work Systems and Group Culture through Employee Retention (2012, background): “This is particularly true in the case of moderation, since Monte Carlo simulations have shown that common method bias cannot artificially generate significant interaction terms (Evans, 1985).”
The Meaning of Employee Engagement (2008, background): “One example of punishment for extending oneself is ‘‘job creep,’’ where ‘‘discretionary contributions (such as OCB) become viewed as in-role obligations by supervisors and peers’’ (Van Dyne & Ellis, 2004, p. 184).”
Let’s Make a Deal (2013, background): “High-quality employment relationships are characterized by higher levels of social, and lower levels of economic, exchange, which serve to enhance employee evaluations of their employers (Coyle-Shapiro et al., 2004; Rousseau et al., 2009).”
One job, one deal…or not: do generations respond differently to psychological contract fulfillment? (2016, background): “…(Bal et al. 2008) and others described a change in the psychological contract over time as a result of societal changes (Anderson and Schalk 1998; Schalk 2004), very few studies have explored the alternative explanation of generational differences in psychological contracts (Hess and Jepsen…”
Organizational citizenship behavior: A review and extension of its nomological network (2008, background): “For example, Van Dyne and Ellis (2004) developed a theoretical model of potential negative consequences of OCB based on reactance theory.”
Are all good soldier behaviors the same? Supporting multidimensionality of organizational citizenship behaviors based on rewards and roles (2010, background): “It would also be important to consider the degree to which this convergence is functional/dysfunctional for employees and/or the organization (Van Dyne and Ellis, 2004).”
Change-Supportive Employee Behavior: Antecedents and the Moderating Role of Time (2011, background): “The Importance of the Employment Relationship in Later Phases of Change In high-quality employment relationships, workers reciprocate by contributing to the organization above and beyond their formal job duties (Coyle-Shapiro et al., 2004; Rhoades & Eisenberger, 2002).”
Work engagement, psychological contract breach and job satisfaction (2014, background): “8 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).”
The use of the psychological contract to explain turnover intentions in the hospitality industry: a research study on the impact of gender on the turnover intentions of highly educated employees (2010, background): “The changes in the employee–employer relationship are a result of the rapid changes in society and industries in the last 30 years (Torka 2003; Ten Brink 2004; Schalk 2005).”