An empirical exploration of psychological contract violation and individual behaviour

By Louise Lemire, C. Rouillard. 2005

94 citations recorded by the source corpus.

Subfields: Radiological and Ultrasound Technology, Sociology and Political Science, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/f645dd491fc8c73c5765370310f06f4b4816fd79

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Citations in the corpus

The Psychological Contract: A Critical Review (2006, background): “Numerous studies focus on attitudinal reactions to contract violation, in terms of organizational commitment (Lemire and Rouillard, 2005), work satisfaction (Sutton and Griffin, 2003), work-life balance (Sturges and Guest, 2004), job security (Kramer et al. 2005), motivation (Lester et al. 2001)…”
Diversity climate impact on employee of color outcomes: does justice matter? (2010, background): “For example, Lemire and Rouillard (2005), Suazo (2009), and Turnley and Feldman (2000) reported that psychological contract violations were associated with employee outcomes, including organizational commitment and turnover.”
The moderating role of employability in the association between job insecurity and exit, voice, loyalty and neglect (2010, background): “…discussing decline in nations and has been applied to the study of behavioural patterns in relationships (Rusbult et al., 1982), and often to organizational behaviour (see e.g. Farrell, 1983; Lemire and Rouillard, 2005; Rusbult et al., 1988; Sverke and Hellgren, 2001; Turnley and Feldman, 1999).”
Is coworker feedback more important than supervisor feedback for increasing innovative behavior? (2019, unknown): “Previous research has indicated that perceptions of psychological contract breach are likely to invoke negative reciprocation responses, such as lower levels of proactive behavior (Robinson et al., 1994) and an increase in work neglect (Lemire & Rouillard, 2005).”
What Drives Perceived Fairness of Performance Appraisal? Exploring the Effects of Psychological Contract Fulfillment on Employees’ Perceived Fairness of Performance Appraisal in U.S. Federal Agencies (2015, background): “Research has shown that employees’ perceived psychological contract fulfillment affects employees’ work attitudes and organizational behaviors (Bal, Chiaburu, & Jansen, 2010; Bal, de Cooman, & Mol, 2013; Castaing, 2006; Cho, Cheong, & Kim, 2009; Knights & Kennedy, 2005; Lemire & Rouillard, 2005).”
Psychological contract breaches and employee voice behaviour: The moderating effects of changes in social relationships (2014, background): “First, employee voice is a legitimate and important dimension of job performance but has not been studied extensively in the PCB literature (see Lemire & Rouillard, 2005, and Turnley & Feldman, 1999, as exceptions).”