Exchange relationships: examining psychological contracts and perceived organizational support.

By Jacqueline A-M. Coyle-Shapiro, N. Conway. Journal of Applied Psychology, 2005

650 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/d21b2ac00d314e2e055c81b63ba635b945d77b68

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 Social Psychology

Citations in the corpus

Psychological Contracts, Perceived Organizational and Supervisor Support: Investigating the Impact on Intent to Leave Among Hospitality Employees in India (2015, methodology): “…are more likely to become affectively committed to the organization (Aselage & Eisenberger, 2003; Meyer & Allen, 1997; Mowday, Porter, & Steers, 1982), demonstrate a stronger loyalty to it (Coyle-Shapiro & Conway, 2005), and are less likely to leave the organization (Rhoades & Eisenberger, 2002).”
The role of future time perspective in psychological contracts: A study among older workers (2010, methodology): “Coyle-Shapiro and Conway (2005) conducted an exploratory factor analysis and found the three proposed dimensions (see also Coyle-Shapiro & Kessler, 2002; Rousseau, 1990).”
How to Measure the Psychological Contract? A Critical Criteria-Based Review of Measures (2008, positive): “(2002), Ten Brink (2004), and Coyle-Shapiro and Conway (2005) found stronger relationships between employees’ experiences and employees’ attitudes in using actual experiences rather than using fulfilled promises.”
Dynamics of psychological contracts with work engagement and turnover intention: The influence of organizational tenure (2013, methodology): “We measured employer fulfilment at T1 with the same 12-item scale from Coyle-Shapiro and Conway (2005). Respondents rated the extent to which their employer in reality had provided them with the 12 obligations mentioned earlier.”
Bouncing back from psychological contract breach: How commitment recovers over time (2016, background): “As a consequence, it is usually hard to distinguish the specific experience one is interested in from irrelevant or spurious others (see e.g., Coyle-Shapiro & Conway, 2005; Montes & Zweig, 2009, for examples).”
When Employees Do Bad Things for Good Reasons: Examining Unethical Pro-Organizational Behaviors (2011, background): “…(e.g., Rousseau 1989, Van Dyne and Ang 1998), and perceived organizational support, or the employee's perception of support from the organization (e.g., Eisenberger et al. 2001, 1986; Wayne et al. 1997), are both founded on the norms of exchange and reciprocity (Coyle-Shapiro and Conway 2005).”
Untangling Employee Loyalty: A Psychological Contract Perspective (2007, background): “…on the relationship between employee and employer, particularly with regard to constructs such as organizational citizenship behavior and perceived organizational support (e.g., Eisenberger et al. 1986; Shore and Tetrick 1991; Van Dyne, Graham, and Dienesch 1994; Coyle-Shapiro and Conway 2005).”
Is Stereotype Threat a Useful Construct for Organizational Psychology Research and Practice? (2014, background): “The relationship that employees have with their employing organization (i.e., the psychological contract) has an impact on job attitudes, work motivation, well-being, and performance (Coyle-Shapiro & Conway, 2005; Robinson, Kraatz, & Rousseau, 1994).”