A daily diary study of affective responses to psychological contract breach and exceeded promises.

By N. Conway, Rob B. Briner. 2002

515 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/d0b294def82c05c0b4c1e15957a9ecbeb9965524

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

Extending the Psychology of the Psychological Contract (2003, methodology): “In particular, this research has either focused on characteristics of the psychological contract or the extent to which its terms have been fulfilled or violated (e.g., Conway & Briner, 2002; Lester, Turnley, Boodgood, & Bolino, 2002; Turnley & Feldman, 1999, 2000).”
Sensemaking in Organizations: Taking Stock and Moving Forward (2014, background): “While sensemaking has been linked to a variety of other outcomes (Conway & Briner, 2002; Gioia & Thomas, 1996; Morgeson, 2005; Roberson, 2006), these three bodies of research are particularly intriguing because they show that sensemaking, which is often thought of as an ordering force, also…”
The mediating role of psychological contract violation on the relations between psychological contract breach and work‐related attitudes and behaviors (2009, background): “As previously highlighted, the research has consistently demonstrated that PCB is related to a whole host of undesirable workplace attitudes and behaviors ( Conway and Briner, 2002”
Making sense of psychological contract breach (2011, methodology): “Our interview guide was developed drawing on the seven properties of sense making (Weick, 1995) and the existing psychological contract research (e.g. Morrison and Robinson, 1997; Conway and Briner, 2002).”
Reparing Relationships Within and Between Organizations: Building A Conceptual Foundation (2009, background): “that their contractual relationship with their em ployer had been violated, while Conway and Briner (2002) suggested an even higher percent age of violations.”
When I'm 64: Psychological contract breach, work motivation and the moderating roles of future time perspective and regulatory focus (2011, background): “Conway & Briner, 2002 ), in order to minimize method variance and to better understand why and how people perceive contract breach.”
The Psychology of the Employment Relationship: An Analysis Based on the Psychological Contract (2004, background): “Conway and Briner (2002) have shown that breach and over-fulfilment of psychological contracts occur on a day-to-day basis and are part of organisational life.”
Bouncing back from psychological contract breach: How commitment recovers over time (2016, methodology): “Even though longitudinal studies have recently become more prominent (e.g., Conway & Briner, 2002; Dulac et al., 2008; Ng et al., 2010; Robinson & Rousseau, 1994), scholars have traditionally zoomed in on one element of the breach episode (i.e., the perception of breach) while leaving another…”
Active on the Job—Proactive in Change (2007, background): “As discrete events may play an important role in shaping employee support for organizational change, diary studies (e.g., Conway & Briner, 2002) may be a suitable alternative approach to studying change.”
Exchange relationships: examining psychological contracts and perceived organizational support. (2005, background): “These approaches include studies that have examined contract breach as an antecedent of affect (Conway & Briner, 2002; Robinson & Morrison, 2000).”
Reciprocal effects of psychological contract breach on counterproductive and organizational citizenship behaviors: The role of time (2018, unknown): “By doing so, we assessed PC breach in a global way, collapsing across PC types (Robinson & Rousseau, 1994), at a specific point in time (Conway & Briner, 2002).”
Reflections on Affective Events Theory (2005, background): “Fineman (1993), Ashforth and Humphrey (1995), and Pekrun and Frese (1992) had already published important conceptual pieces advocating more focused attention to emotional experiences at work.”
Perceptions of and reactions to workplace bullying: A social exchange perspective (2010, background): “Furthermore, some researchers have suggested that negative events in the exchange relationship may cause fluctuations in emotions and moods, and that these may accumulate and eventually lead employees to perceive contract breach (Conway and Briner, 2002; Parzefall and Coyle-Shaprio, 2006).”
Psychological contract breach and counterproductive workplace behaviors: testing moderating effect of attribution style and power distance (2011, unknown): “Thus, the longitudinal design would also benefit by studying the dynamic aspect of the psychological contract (Conway and Briner 2002 ).”
Effects of ideological and relational psychological contract breach and fulfilment on volunteers’ work effort (2014, methodology): “Such an approach would require a different perspective on collecting and analysing data, such as dailydiary studies (Conway & Briner, 2002) and could allow for a more precise prediction of employee or volunteer behaviour.”