Keeping the promise

By Donna Chrobot-Mason. 2003

150 citations recorded by the source corpus.

Subfields: Accounting, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/bfed839e30d7a81efbbbff6037bc830bb2cd44b8

How researchers see this paper

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

In Accounting

1. Lenora Billings-Harris
2. Kevin B. Lowe
3. E. Buttner
4. Patrick F. McKay
5. Derek R. Avery
6. Scott Tonidandel
7. Arnold B. Bakker
8. Wayne A. Hochwarter

In Gender Studies

1. Derek R. Avery
2. Patrick F. McKay
3. M. Hebl
4. Lenora Billings-Harris
5. Kevin B. Lowe
6. E. Buttner
7. Mark A. Morris
8. Scott Tonidandel

In Organizational Behavior and Human Resource Management

1. Derek R. Avery
2. Arnold B. Bakker
3. Patrick F. McKay
4. I. H. van Emmerik
5. Martin C. Euwema
6. M. Hebl
7. Gerald R. Ferris
8. Wayne A. Hochwarter

Citations in the corpus

• Perceived organizational support and performance: Relationships across levels of organizational cynicism (2008, background): “For these individuals, high support situations facilitate expressions of commitment ( Chrobot-Mason, 2003”
• The Interactive Effects of Job Insecurity and Organizational Cynicism on Work Effort Following a Layoff (2008, background): “First, these responses share a comparable conceptual basis, namely, perceptions of fairness related to prior perceived psychological contract violations (Armstrong-Strassen, 1993; Chrobot-Mason, 2003).”
• UNEQUAL ATTENDANCE: THE RELATIONSHIPS BETWEEN RACE, ORGANIZATIONAL DIVERSITY CUES, AND ABSENTEEISM (2007, background): “Moreover, because minority employees expect minority representation as part of their psychological contract ( Chrobot-Mason, 2003 ), having a dissimilar supervisor could prove especially impactful on their perceptions.”
• Diversity climate impact on employee of color outcomes: does justice matter? (2010, background): “…have found that poorly managing dimensions of the diversity climate has negative effects on employees of color, including lower job satisfaction, lower organizational commitment and higher levels of cynicism (Buttner et al., 2010; Chrobot-Mason, 2003; Mor Barak et al., 1998; Simons et al., 2007).”
• RACIAL DIFFERENCES IN EMPLOYEE RETENTION: ARE DIVERSITY CLIMATE PERCEPTIONS THE KEY? (2007, background): “In turn, these negative racial conditions have been shown to undermine minorities’ organizational attitudes ( Chrobot-Mason, 2003; Foley et al., 2002), which tend to be precursors of voluntary turnover (Griffeth & Hom, 2001).”
• Threats of Workplace Violence and the Buffering Effect of Social Support (2007, background): “Alternatively, peer support may compensate for employees’ feelings of being let down by the organization (Chrobot-Mason, 2003).”