Effects of psychological contract breach on performance of IT employees: The mediating role of affective commitment.

By S. Restubog, P. Bordia, R. Tang. 2006

235 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/b280f96e7a66533791e51dc73e5fd24b32913801

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Demography

1. Mark M. Suazo
2. S. Restubog
3. P. Bordia
4. H. Erkutlu
5. Hye Kyoung Kim
6. J. Chafra
7. F. Ebrahim
8. Rusliza Yahaya

In Organizational Behavior and Human Resource Management

1. Mark M. Suazo
2. P. Bordia
3. S. Restubog
4. Sarbari Bordia
5. Margaret Patrickson
6. R. Javalgi
7. H. Erkutlu
8. Deborah J. Armstrong

In Sociology and Political Science

1. S. Restubog
2. Mark M. Suazo
3. P. Bordia
4. Sarbari Bordia
5. Margaret Patrickson
6. R. Javalgi
7. H. Erkutlu
8. Deborah J. Armstrong

Citations in the corpus

• The mediating role of psychological contract violation on the relations between psychological contract breach and work‐related attitudes and behaviors (2009, result): “The results of this study also parallel the findings reported by Restubog et al. (2006)”
• The Interactive Effects of Procedural Justice and Equity Sensitivity in Predicting Responses to Psychological Contract Breach: An Interactionist Perspective (2009, background): “has examined the consequences of psychological contract breach on a wide range of employee behaviors (e.g., job performance, citizenship behavior; Turnley et al. 2003; Restubog and Bordia 2006; Restubog et al. 2006; Robinson and Morrison 1995) and attitudes (e.g., commitment, satisfaction, and turn-”
• The Impact of Career Mentoring and Psychosocial Mentoring on Affective Organizational Commitment, Job Involvement, and Turnover Intention (2013, background): “Theoretical and quantitative support continues to mount for AOC’s inclusion in organizational research as a mediator that precedes employee work attitudes and outcomes (e.g., Ammeter et al., 2002; Fisher, 2002; Restubog et al., 2006; Richard, Ismail, Bhuian, & Taylor, 2009; Weiss & Cropanzano, 1996)”
• Psychological contract breach and job attitudes: A meta-analysis of age as a moderator (2008, unknown): “…(2005) US students in work team 20.5 .00 293 .77 .36 .90 44 Raja et al. (2004) Higher level employees in Pakistan 38.81 12.25 197 .79 .30 .75 .49 .82 45 Restubog et al. (2006) Philippines IT employees — — 137 .87 .64 .82 46 Robinson (1995) US MBA Alumni 30 6.29 126 .85 .44 .94 .54 .84 47…”
• Interpersonal communication skills that enhance organisational commitment (2008, background): “Breaching the psychological contract can result in negative outcomes including declining organisational commitment ( Restubog et al. , 2006”
• Goal orientation and organizational commitment: Individual difference predictors of job performance (2010, background): “There is some research that supports the mediating role organizational commitment has in both micro (Restubog et al., 2006) and macro (Gong et al.”
• Effects of trust and psychological contract violation on authentic leadership and organizational deviance (2013, background): “Empirical studies (Robinson and Morrison, 1995; Restubog et al., 2006) have demonstrated those employees would have lower organizational commitment, job satisfaction, OCB, productivity and job performance.”