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Perceptions of Employment Relations and Permanence in the Organization: Mediating Effects of Affective Commitment in Relations of Psychological Contract and Intention to Quit
16 references·3 citing·24 second hop
Perceptions of Employment Relations and Permanence in the Organization: Mediating Effects of Affective Commitment in Relations of Psychological Contract and Intention to Quit (2012)Perceptions of Employment Relations and P…Perceived Organizational Support (2017)Perceived Organizational Supp…Social Exchange Theory: An Interdisciplinary Review (2005)Social Exchange Theory: An In…Trends in organizational behavior (2000)Trends in organizational beha…Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements. (1998)Psychological Contracts in Or…Commitment in the Workplace: Theory, Research, and Application (1997)Commitment in the Workplace: …Commitment in the workplace: theory, research, and application (1997)Commitment in the workplace: …Affective, Continuance, and Normative Commitment to the Organization: An Examination of Construct Validity (1996)Affective, Continuance, and N…Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements (1995)Psychological Contracts in Or…The measurement and antecedents of affective, continuance and normative commitment to the organization (1990)The measurement and anteceden…New hire perceptions of their own and their employer's obligations: A study of psychological contracts (1990)New hire perceptions of their…A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. (1990)A review and meta-analysis of…Perceived organizational support. (1986)Perceived organizational supp…Employee-Organization Linakges: The Psychology of Commitment, Absenteeism and Turnover (1985)Employee-Organization Linakge…Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover. (1984)Employee-Organization Linkage…Exchange and Power in Social Life. (1965)Exchange and Power in Social …The Norm of Reciprocity: A Preliminary Statement (1960)The Norm of Reciprocity: A Pr…Monetary incentives, motivational orientation and affective commitment in contact centers. A multilevel mediation model (2020)Monetary incentives, motivati…“You Can See How Things Will End by the Way They Begin”: The Contribution of Early Mutual Obligations for the Development of the Psychological Contract (2018)“You Can See How Things Will …The Wiley Blackwell Handbook of the Psychology of Team Working and Collaborative Processes (2017)The Wiley Blackwell Handbook …Organizational commitment, job satisfaction, and turnover among psychiatric technicians. (1974)The measurement of organizational commitment (1979)Not So Different After All: A Cross-Discipline View Of Trust (1998)Exchange and Power in Social Life (2017)Statistical principles in experimental design. (1962)Belief, Attitude, Intention and Behavior: An Introduction to Theory and Research (1975)The Social Psychology of Organizations. (1979)The Commitment-Trust Theory of Relationship Marketing (1994)Perceived organizational support: A review of the literature. (2002)The Theory of Social and Economic Organization. (1948)Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. (2007)Assessing the growth of remote working and its consequences for effort, well‐being and work‐life balance (2017)Social Exchange Theory: A Critical Review with Theoretical Remedies (2017)PSYCHOLOGICAL CONDITIONS OF PERSONAL ENGAGEMENT AND DISENGAGEMENT AT WORK. (1990)A three-component conceptualization of organizational commitment (1991)The Evolution of Reciprocal Altruism (1971)Social Capital in the Creation of Human Capital (2000)Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. (2001)Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences (2002)Inequity In Social Exchange (1965)Social Capital: Its Origins and Applications in Modern Sociology (1998)A Theoretical Extension of the Technology Acceptance Model: Four Longitudinal Field Studies (2000)Job Burnout (2001)Authentic leadership development: Getting to the root of positive forms of leadership (2005)
this work references cited by second hop

References

  • 1965Exchange and Power in Social Life.13,624 cited
  • 1960The Norm of Reciprocity: A Preliminary Statement11,995 cited
  • 1990The measurement and antecedents of affective, continuance and normative commitment to the organization11,669 cited
  • 2005Social Exchange Theory: An Interdisciplinary Review10,051 cited
  • 1986Perceived organizational support.7,053 cited
  • 1990A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment.6,114 cited
  • 1984Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover.4,653 cited
  • 2017Perceived Organizational Support4,398 cited
  • 1997Commitment in the Workplace: Theory, Research, and Application4,008 cited
  • 1995Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements3,451 cited
  • 1997Commitment in the workplace: theory, research, and application3,368 cited
  • 1996Affective, Continuance, and Normative Commitment to the Organization: An Examination of Construct Validity2,933 cited
  • 1998Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements.2,370 cited
  • 1990New hire perceptions of their own and their employer's obligations: A study of psychological contracts1,811 cited

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  • 1985Employee-Organization Linakges: The Psychology of Commitment, Absenteeism and Turnover1,645 cited
  • 2000Trends in organizational behavior996 cited
  • Cited by

    • 2017The Wiley Blackwell Handbook of the Psychology of Team Working and Collaborative Processes75 cited
    • 2018“You Can See How Things Will End by the Way They Begin”: The Contribution of Early Mutual Obligations for the Development of the Psychological Contract22 cited
    • 2020Monetary incentives, motivational orientation and affective commitment in contact centers. A multilevel mediation model20 cited