A psychological contract perspective on organizational citizenship behavior

By Jacqueline A-M. Coyle-Shapiro. 2002

631 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/f4a52bce360a6d6466ec1e0f8c46210d5c560c88

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

Untangling Employee Loyalty: A Psychological Contract Perspective (2007, background): “…organizational citizenship or other extra-role behaviors on the job (Organ 1988; Robinson and Morrison 1995; Van Dyne, Graham, and Dienesch 1994; see Coyle-Shapiro 2002 in particular for a deeper discussion on the connection between psychological contracts and organizational citizenship behaviors).”
The Impact of Perceived Corporate Citizenship on Organizational Cynicism, OCB, and Employee Deviance (2010, background): “Research on OCB antecedents indicates that factors such as perceived fairness, organizational and supervisor support, and a norm of reciprocity are positively associated with OCB ( Coyle-Shapiro, 2002 ; Kamdar et al, 2006 ; Podsakoff, MacKenzie, Paine, & Bachrach, 2000 ).”
Linking perceived management support with employees’ readiness for change: the mediating role of psychological capital (2017, background): “…behaviour (Podsakoff, MacKenzie, Paine, & Bachrach, 2000; Whittington et al., 2004), organizational involvement (Aselage & Eisenberger, 2003; Coyle-Shapiro, 2002), commitment to organizational goals (Shore, Barksdale, & Shore, 1995) and the transfer of learning from training (Chiaburu, Van…”
Leadership empowering behaviour, psychological empowerment, organisational citizenship behaviours and turnover intention in a manufacturing division (2015, background): “Psychological empowerment and empowering leader behaviours may predict a variety of organisational citizenship behaviours (Coyle-Shapiro, 2002; Engelbrecht & Chamberlain, 2005).”
Threats of Workplace Violence and the Buffering Effect of Social Support (2007, background): “This can also be interpreted as inequity; inequity occurs when—in the perception of employees—the employer has failed to adequately fulfill promised obligations (Arnold, 1996; Coyle-Shapiro, 2002).”
Knowledge sharing and the psychological contract: Managing knowledge workers across different stages of employment (2007, neutral): “Failure to do so can cause negative changes in employee behavior (Lester et al ., 2002) in the form of low organizational citizenship behaviors (Coyle-Shapiro, 2002), reduction in trust and job satisfaction, and increased turnover intentions (Robinson and Rousseau, 1994).”
Trust‐in‐supervisor and helping coworkers: moderating effect of perceived politics (2006, background): “Only if employees trust their supervisor would they be willing to contribute their time and effort to help coworkers because only then can they be confident that their supervisor will recognize and reward them in some way for their altruistic contributions ( Coyle-Shapiro, 2002”
Perceptions of Organizational Virtuousness and Happiness as Predictors of Organizational Citizenship Behaviors (2010, background): “Perceptions of OV may also lead employees to develop relational psychological contracts with the organization, thus reacting with behaviors that go beyond their in-role duties, including OCB, which benefit the organization (Coyle-Shapiro, 2002).”