Consequences of the psychological contract for the employment relationship: a large scale survey

By Jacqueline A-M. Coyle-Shapiro, I. Kessler. 2000

1,032 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/c5567edf0d68effac453dea16db0a4a2bd8609ae

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

In Sociology and Political Science

Citations in the corpus

The influence of human resource management on knowledge sharing and innovation in Spain: the mediating role of affective commitment (2011, background): “An extensive literature supports a positive relationship between affective commitment and extra-role behaviour; furthermore, some authors consider this to be the only form of commitment that leads an employee to display this kind of behaviour (Schaubroeck and Ganster 1991 ; Organ and Ryan 1995 ; R”
Associations between perceived employability, employee well-being, and its contribution to organizational success: a matter of psychological contracts? (2011, background): “The psychological contract is rooted in social exchange theories (Rousseau 1995; Anderson and Schalk 1998; Guest 1998; Coyle-Shapiro and Kessler 2000).”
Breach of Psychological Contract and the Development of Burnout and Engagement: A Longitudinal Study Among Soldiers on a Peacekeeping Mission (2010, background): “A breach of psychological contract occurs when the workers consider the organization to have failed in the compliance of its obligations ( Coyle-Shapiro & Kessler, 2000 ; Robinson, 1996 ; Rousseau, 1995 ).”
BREACH AND FULFILLMENT OF THE PSYCHOLOGICAL CONTRACT: A COMPARISON OF TRADITIONAL AND EXPANDED VIEWS (2003, background): “Although excess contributions may produce stress and exhaustion ( Cordes & Dougherty, 1993; Moore, 2000), deficient contributions may have either positive or negative effects, depending on the specific contribution involved.”
Understanding the changing nature of psychological contracts in 21st century organizations (2017, background): “The perception of nonfulfillment of the PC has usually been conceptualized as a breach from the standpoint of employees’ cognitive evaluations and as a violation when it is accompanied by a negative emotional response (Conway & Briner, 2005; Coyle-Shapiro & Kessler, 2000).”
Linking HR formality with employee job quality: The role of firm and workplace size (2010, background): “Scholars have increasingly stressed the importance of the psychological contract, that is, the set of expectations that employees bring to the workplace and that shape their responses to concrete practices (Coyle-Shapiro & Kessler, 2000; Nadin & Cassell, 2007; Turnley & Feldman, 1999).”
One job, one deal…or not: do generations respond differently to psychological contract fulfillment? (2016, background): “Fulfillment of obligations, or its negative counterpart breach (non-fulfillment) has been related to a range of work outcomes such as affective commitment (Coyle-Shapiro and Kessler 2000; Tekleab and Taylor 2000) and turnover intention (Schalk et al. 1998; Montes and Zweig 2009).”
Work engagement, psychological contract breach and job satisfaction (2014, background): “We note that previous work linking both PCB and work engagement with affective commitment (Coyle-Shapiro and Kessler 2000; Hakanen, Schaufeli and Ahola 2008) and organizational citizenship behavior (Robinson 1996; Coyle-Shapiro and Kessler 2000; Babcock-Roberson and Strickland 2010; Restubog, Bordia”
Psychological contract assessment after a major organizational change (2006, background): “Besides, the vast majority of existing research emphasized either psychological contract breach and violation (their antecedents and consequences – i.e. Cavanaugh and Noe, 1999; Coyle-Shapiro and Kessler, 2000) or its changing content over the years (traditional versus current – i.”