Perceived organizational support and psychological contracts: a theoretical integration

By J. Aselage, R. Eisenberger. 2003

985 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/df4c2f01aaa28f2701517bd14655e8155af8aac8

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Extending the Chain of Relationships Among Organizational Justice, Social Exchange, and Employee Reactions: The Role of Contract Violations (2005, background): “A recent conceptual paper by Aselage and Eisenberger (2003) noted that the two concepts share a common foundation in social exchange theory (Blau, 1964; Gouldner, 1960; Homans, 1961), a foundation that generates three similarities in the theories.”
Implications of psychological contract breach: A perceived organizational support perspective (2011, background): “In so doing, our study also heeds the call ( Aselage and Eisenberger, 2003”
Serving two organizations : exploring the employment relationship of contracted employees (2006, background): “In the context of the employment relationship, employers provide a range of material and nonmaterial rewards in exchange for employee loyalty and effort (Aselage & Eisenberger, 2003).”
Workplace Spirituality and Organizational Performance in Indian Context: Mediating Effect of Organizational Commitment, Work Motivation and Employee Engagement (2017, background): “Additionally, other researchers (Angle & Perry, 1981; Aselage & Eisenberger, 2003; Bakiev, 2011; Eisenberger et al., 2001; Şahin, 2010) concluded positive relationship between organizational commitment and performance paradigms.”
Meaningfulness, Commitment, and Engagement:The Intersection of a Deeper Level of Intrinsic Motivation (2009, background): “Perception of organizational support states that “employees form a global belief concerning the extent to which the organization cares about them and values their contribution to the organization” (Aselage & Eisenberger, 2003, p. 492).”
COMBINED EFFECTS OF ORGANIZATIONAL AND PROFESSIONAL IDENTIFICATION ON THE RECIPROCITY DYNAMIC FOR PROFESSIONAL EMPLOYEES (2009, background): “Perceived organizational support and perceived psychological contract violation are useful constructs for investigating employee responses to beneficial and detrimental organizational treatment, respectively (Aselage & Eisenberger, 2003).”
Exchange relationships: examining psychological contracts and perceived organizational support. (2005, methodology): “Research on the two frameworks has largely remained independent although Aselage and Eisenberger (2003) have recently attempted to integrate POS and psychological contract theory.”
High commitment HR practices, the employment relationship and job performance: A test of a mediation model (2016, background): “…the logic of exchange theory and building on the evidence about the relationship between POS, a fulfilled psychological contract and job security and job satisfaction (see Conway& Briner, 2005; Aselage & Eisenberger, 2003), we again follow the perceptionseattitudeebehaviour chain to propose: H10.”
Psychological Contracts, Perceived Organizational and Supervisor Support: Investigating the Impact on Intent to Leave Among Hospitality Employees in India (2015, background): “The key determinant of POS is favorable treatment of the employee by the organization, regardless of what the organization has promised the employee (Aselage & Eisenberger, 2003).”
How work–family enrichment influence innovative work behavior: Role of psychological capital and supervisory support (2017, background): “Social exchange theory explains that employees will increase their loyalty, efforts, engagement, and work performance since they are obliged to return the act of kindness that they have received (Aselage & Eisenberger, 2003).”
Work schedule, work schedule control and satisfaction in relation to work‐family conflict, work‐family synergy, and domain satisfaction (2010, background): “) as perceived by employees ( Aselage and Eisenberger, 2003”
The mediating role of psychological contract violation on the relations between psychological contract breach and work‐related attitudes and behaviors (2009, background): “Research on the impact of PCB on employee attitudes and behaviors has generally been grounded in social exchange theory ( Aselage and Eisenberger, 2003”