New developments in the employee–organization relationship

By L. Shore, Jacqueline A-M. Coyle-Shapiro. 2003

147 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/d8abcdfe53cb1c0fedb5290974ef770bed01534e

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In Organizational Behavior and Human Resource Management

Citations in the corpus

How Doctors Gain Social and Economic Returns in Online Health-Care Communities: A Professional Capital Perspective (2017, background): “Individual differences represent the differentiation related to individual actors and/or caused by personalities, for example, initiatives, motivations, objectives, and so on [51, 65].”
Understanding the changing nature of psychological contracts in 21st century organizations (2017, background): “However, theory and research on the EOR, and other related behavioral theories and frameworks, are still largely based on relatively traditional conceptualizations of the employment relationship (Ashford, George, & Blatt, 2007; Gallagher & Connelly, 2012; Gallagher, & Sverke, 2005) and classic theor”
Violation of the Psychological Contract: The Mediating Effect of Relational Versus Transactional Beliefs (2007, background): “…and implications of employees’ psychological contracts has become a major research focus in the last two decades (e.g. Rousseau 1989; Robinson, Kraatz & Rousseau 1994; Robinson & Rousseau 1994; Millward & Hopkins 1998; Turnley & Feldman 1999; Rousseau & Schalk 2000; Shore & Coyle-Shapiro 2003).”
The relationship between leadership styles and organizational commitment in Malaysia: role of leader–member exchange (2010, background): “On the other hand, some studies suggested that individual similarities or differences might influence the extent to which people respond favourably to organizational efforts to establish social exchange relationships (Shore and Coyle-Shapiro 2003).”
The Psychology of the Employment Relationship: An Analysis Based on the Psychological Contract (2004, background): “However, its value in any attempt to apply the psychological contract to analysis of the employment relationship is increasingly recognised (Shore & Coyle-Shapiro, 2003).”