The Impact of Psychological Contract Fulfillment on the Performance of In-Role and Organizational Citizenship Behaviors

By W. H. Turnley, M. Bolino, Scott W. Lester, James M. Bloodgood. 2003

842 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/e35f650933a0e3dca8af504a3fdde33c9b4db6d5

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Citations in the corpus

Psychological contract breach and work performance (2010, methodology): “Based on previous studies investigating similar relationships (Kickul and Lester, 2001; Robinson, 1996; Rousseau, 1995; Turnley et al., 2003), we controlled for gender (1 1⁄4 male, 2 1⁄4 female), length of employment (measured as employees’ tenure with the organization, in years), and educational le”
Making sense of psychological contract breach (2011, background): “, 2002), increased turnover (Maertz and Griffeth, 2004), reduced organizational citizenship behaviors and in-role behaviors (Hui et al., 2004; Turnley et al., 2003), and increased deviant behaviors (Kickul, 2001) following the experience of breach.”
Frontline employees’ passion and emotional exhaustion: The mediating role of emotional labor strategies (2019, background): “Since the two models (fully free and fully fixed model) are not significantly different, then the two samples (Sample 1 and Sample2) are considered equivalent and, therefore, could be combined (Turnley et al., 2003).”
If You Wrong Us, Shall We Not Revenge? Moderating Roles of Self-Control and Perceived Aggressive Work Culture in Predicting Responses to Psychological Contract Breach (2015, background): “…contract breach in particular (Bordia, Restubog, Bordia, & Tang, 2010; Kiewitz et al., 2009; Restubog, Hornsey, Bordia, & Esposo, 2008; Turnley, Bolino, Lester, & Bloodgood, 2003) has largely ignored the organizational context, despite numerous calls for research in this area…”
Redrawing the boundaries of OCB? An empirical examination of compulsory extra-role behavior in the workplace (2007, background): “In addition, if conventional OCB is positively related to job satisfaction (Van Dyne & Pierce, 2004) and to in-role performance (Morisson, 1994; Turnley, Bolino, Lester, & Bloodgood, 2003 ), we suggest that CCB will be negatively related to these work outcomes, and perhaps also to in-role performanc”
Psychological Contracts, Perceived Organizational and Supervisor Support: Investigating the Impact on Intent to Leave Among Hospitality Employees in India (2015, result): “In contrast, Turnley et al. (2003) found that relational contracts led to stronger in-role performance and OCB, whereas transactional contracts were not significantly related to either of these.”
The Interactive Effects of Procedural Justice and Equity Sensitivity in Predicting Responses to Psychological Contract Breach: An Interactionist Perspective (2009, background): “A large majority of research supports the relationship between breach and OCBs (Robinson and Morrison 1995; Turnley et al. 2003).”
Understanding Tokenism: Antecedents and Consequences of a Psychological Climate of Gender Inequity (2010, positive): “Analogously, when individuals perceive that there has been a lack of effort or support, they may reciprocate with less positive attitudes and behaviors (e.g., Turnley, Bolino, Lester, & Bloodgood, 2003).”
Linking Leader-Member Exchange and Employee Work Outcomes: The Mediating Role of Organizational Social and Economic Exchange (2009, background): “…they receive from the organization in the form of positive work outcomes such as job satisfaction (Masterson et al., 2000), affective organizational commitment (Settoon, Bennett, & Liden, 1996), work performance (Turnley et al., 2003), and organizational citizenship behaviour (Organ, 1990).”