The nature of the new employment relationship: A content analysis of the practitioner and academic literatures

By M. Roehling, Marcie A. Cavanaugh, L. Moynihan, W. Boswell. 2000

165 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/9d1d273e74779cf4fbd90a3172b28a462e487bed

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

Citations in the corpus

Psychological contract assessment after a major organizational change (2006, background): “As far as psychological contract content is concerned, there are several approaches (i.e. Herriot et al., 1997; Lester and Kickul, 2001; Roehling et al., 2000; Rousseau, 1990).”
Does supporting employees' career adaptability lead to commitment, turnover, or both? (2005, background): “In short, security resides not in the implicit contract between employee and employer but rather in employees' ability to adapt to change and take advantage of opportunities (Roehling et al., 2000).”
Employees’ Adaptability and Perceptions of Change-Related Uncertainty: Implications for Perceived Organizational Support, Job Satisfaction, and Performance (2014, background): “Thus, companies value employees who have the ability to adjust to changing expectations and capitalize on opportunities that enhance their skills (Ngo and Loi 2008; Roehling et al. 2000).”
What HR managers do versus what employees value: Exploring both parties' views on retention management from a psychological contract perspective (2008, background): “development opportunities, a supportive work environment, and initiatives to improve work-life balance (e.g. Allen et al., 2003; Anderson et al., 2002; Butler and Waldroop, 2001; Cappelli, 2001; Hall and Moss, 1998; Horwitz et al., 2003; Hsu et al., 2003; Kossek and Ozeki, 1998; Mitchell et al., 200”
Different or alike?: Exploring the psychological contract and commitment of different generations of hospitality workers (2012, background): “If indeed a shift has taken place in the workplace and job security has been replaced by employability (De Meuse and Tornow, 1990; Roehling et al., 2000; Ten Brink, 2004), one would expect not only differences in the content of the psychological contract.”
Happiness at work. (2010, unknown): “Employer–employee relationships seem to be more contingent on both parties being satisﬁed with the exchange and continuing to meet each others’ expectations (cf. Roehling et al. 2000).”
Supervisory mentoring and employee affective commitment and turnover: the critical role of contextual factors (2017, background): “As “soft skills” (e.g., communication skills such as giving constructive feedback and listening empathically; Roehling et al., 2000) are likely critical to effective mentoring (Allen & Poteet, 1999), building these skills among supervisors should be”
THE EMPLOYEE-ORGANIZATION RELATIONSHIP: A TIMELY CONCEPT IN A PERIOD OF TRANSITION (2004, background): “In addition, both Rousseau (1995) and Morrison and Robinson (1997) propose that employee perceptions of contract violation are tempered by their perception of the interactional justice, and more specifically informational justice, surrounding a discrepancy between what the organization is obligated ”
Making sense of psychological contract breach (2011, background): “References to contextual factors often reflected the acknowledgement of the so-called new psychological contract, which in turn mirrored the changing realities of the current labor market (Roehling et al., 2000) but also protected the employee-employer exchange relationship.”
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): “Thus it seems that, since the 1980s, the employee–employer relationship has become more individualized with a greater emphasis on flexibility and employability (Anderson and Schalk 1998 ; Roehling, Cavanaugh, Moynihan and Boswell 2000 ; Schalk 2005 ).”