When Organizations Break Their Promises: Employee Reactions to Unfair Processes and Treatment

By Jill R. Kickul. 2001

188 citations recorded by the source corpus.

Subfields: Information Systems and Management, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/ec9ed21cd9596d4e4309c5268c04f9aa4fcd1b51

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In Information Systems and Management

In Organizational Behavior and Human Resource Management

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Citations in the corpus

The Impact of Personality on Psychological Contracts (2004, methodology): “In our study, the link between breach or violation and work outcomes would seem to be most prone to common method variance, but this link was not the major focus of the research, and it has been demonstrated through use of independent methods ( Kickul, 2001 ).”
BREACH AND FULFILLMENT OF THE PSYCHOLOGICAL CONTRACT: A COMPARISON OF TRADITIONAL AND EXPANDED VIEWS (2003, background): “We selected six inducements that are central to how employees evaluate their work experiences and are prevalent in psychological contract research (Coyle-Shapiro & Kessler, 2000; Kickul, 2001; Robinson, Kraatz, & Rousseau, 1994; IItunley & Feldman, 1999).”
THE IMPACT OF PSYCHOLOGICAL CONTRACT BREACH ON WORK‐RELATED OUTCOMES: A META‐ANALYSIS (2007, background): “However, three studies (Cassar, 2001; Lambert, Edwards, & Cable, 2003; Lester & Kickul, 2001) 1 The detailed list of included studies and their characteristics is available from the first author upon request. reported correlations between individual content items and outcomes separately without…”
Making sense of psychological contract breach (2011, background): “, 2003), and increased deviant behaviors (Kickul, 2001) following the experience of breach.”
Perceptions of the organizational context and psychological contract breach: Assessing competing perspectives (2009, background): “In addition, empirical studies have shown that perceived politics and psychological contract breach are moderately correlated with procedural justice (Andrews & Kacmar, 2001; Aryee et al., 2004; Byrne, 2005; Kickul, 2001; Kickul et al., 2001).”
The Psychological Contract: A Critical Review (2006, unknown): “Some approaches have opted towards measurement indirectly, for example through related variables such as commitment and loyalty (Kickul, 2001).”
Diversity climate impact on employee of color outcomes: does justice matter? (2010, background): “Kickul (2001) found that negative affect was high following a contract breach when interactional injustice was high.”
Settling the Score: The Role of Organizational Justice in the Relationship Between Psychological Contract Breach and Anticitizenship Behavior (2001, methodology): “This set of items was adopted from Kickul (2001) and includes the following promises: competitive salary, health care benefits, adequate equipment to perform job, challenging and interesting work, job training, opportunities for promotion and advancement, and increasing responsibilities.”
The Role of Ethical Values in an Expanded Psychological Contract (2009, methodology): “Viewed from the salient beneficiary perspective, the Kohlberg (1984) model and Victor and Cullen’s (1987, 1988) typology together present a detailed picture of the range of possible beneficiaries and associated typical decision criteria that may be recognised and used in ethical decision-making at t”
A business frame perspective on why perceptions of top management's bottom‐line mentality result in employees’ good and bad behaviors (2019, result): “Similar to past research on interpersonal (in)justice (e.g., Kickul, 2001; Umphress, Simmons, Folger, Ren, & Bobocel, 2013), we reverse-coded customer incivility items to represent customer civility.”