Reactions to psychological contract breach: a dual perspective

By Z. Chen, Anne S. Tsui, Lifeng Zhong. 2008

181 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/debd55ec976492af80994152647681962bdd96d7

How researchers see this paper

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

In Demography

1. S. Restubog
2. P. Bordia
3. P. Budhwar
4. Mark M. Suazo

In Organizational Behavior and Human Resource Management

1. S. Restubog
2. P. Bordia
3. R. Tang
4. Sarbari Bordia
5. P. Budhwar
6. Alvina Gillani
7. S. Kutaula
8. Mark M. Suazo

In Social Psychology

1. S. Restubog
2. R. Tang
3. P. Bordia
4. Sarbari Bordia
5. P. Budhwar
6. Shaker A. Zahra

Citations in the corpus

• An analysis of employment relationships in Asia using psychological contract theory: A review and research agenda (2020, background): “A few studies, namely, Chen et al. (2008), Restubog et al.”
• Is coworker feedback more important than supervisor feedback for increasing innovative behavior? (2019, unknown): “…to exert extra effort or a lack thereof in the case of psychological contract breach, scholars have commonly drawn upon social exchange theory (e.g. Chen et al., 2008; Ng et al., 2010; Restubog et al., 2007), which highlights the importance of reciprocated social exchange between two parties in a…”
• Effects of Resource Availability on Social Exchange Relationships: The Case of Employee Psychological Contract Obligations (2017, background): “Indeed, SET and the norm of reciprocity also predict that if the employee does not fulfill his or her obligations to the organization, organizational agents are less likely to provide inducements, such as mentoring and support, necessary for career progression (Chen et al., 2008).”