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The effects of psychological contract violation on Chinese executives
16 references·4 citing·56 second hopsampled
The effects of psychological contract violation on Chinese executives (2011)The effects of psychological contract vio…Not All Responses to Breach are the Same: The Interconnection of Social Exchange and Psychological Contract Processes in Organizations (2008)Not All Responses to Breach a…Positive Organizational Behavior in the Workplace (2007)Positive Organizational Behav…Psychological capital development: toward a micro‐intervention (2006)Psychological capital develop…How Important are Job Attitudes? Meta-Analytic Comparisons of Integrative Behavioral Outcomes and Time Sequences (2006)How Important are Job Attitud…Exchange Relationships: Examining Psychological Contracts and Perceived Organizational Support. (2005)Exchange Relationships: Exami…THE IMPACT OF PERSONALITY ON PSYCHOLOGICAL CONTRACTS. (2004)THE IMPACT OF PERSONALITY ON …Psychological Contract and Organizational Citizenship Behavior in China: Investigating Generalizability and Instrumentality. (2004)Psychological Contract and Or…Mutuality and Reciprocity in the Psychological Contracts of Employees and Employers. (2004)Mutuality and Reciprocity in …FAIRNESS PERCEPTIONS AS A MODERATOR IN THE CURVILINEAR RELATIONSHIPS BETWEEN JOB DEMANDS, AND JOB PERFORMANCE AND JOB SATISFACTION. (2001)FAIRNESS PERCEPTIONS AS A MOD…The development of psychological contract breach and violation: a longitudinal study (2000)The development of psychologi…Understanding Leader Emotional Intelligence and Performance (1999)Understanding Leader Emotiona…Development and validation of the State Hope Scale. (1996)Development and validation of…A meta-analysis and review of organizational research on job involvement. (1996)A meta-analysis and review of…POWER IN TOP MANAGEMENT TEAMS: DIMENSIONS, MEASUREMENT, AND VALIDATION. (1992)POWER IN TOP MANAGEMENT TEAMS…What Constitutes a Theoretical Contribution? (1989)What Constitutes a Theoretica…Sphere-specific measures of perceived control. 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this work references cited by second hop· second hop is a sample of the most-cited connections

References

  • 1989What Constitutes a Theoretical Contribution?4,164 cited
  • 1996Development and validation of the State Hope Scale.3,533 cited
  • 1992POWER IN TOP MANAGEMENT TEAMS: DIMENSIONS, MEASUREMENT, AND VALIDATION.2,389 cited
  • 2007Positive Organizational Behavior in the Workplace1,675 cited
  • 2000The development of psychological contract breach and violation: a longitudinal study1,558 cited
  • 2006Psychological capital development: toward a micro‐intervention1,487 cited
  • 2006How Important are Job Attitudes? Meta-Analytic Comparisons of Integrative Behavioral Outcomes and Time Sequences1,240 cited
  • 2001FAIRNESS PERCEPTIONS AS A MODERATOR IN THE CURVILINEAR RELATIONSHIPS BETWEEN JOB DEMANDS, AND JOB PERFORMANCE AND JOB SATISFACTION.881 cited
  • 1996A meta-analysis and review of organizational research on job involvement.857 cited
  • 2004THE IMPACT OF PERSONALITY ON PSYCHOLOGICAL CONTRACTS.819 cited
  • 2005Exchange Relationships: Examining Psychological Contracts and Perceived Organizational Support.612 cited
  • 2008Not All Responses to Breach are the Same: The Interconnection of Social Exchange and Psychological Contract Processes in Organizations609 cited
  • 2004Mutuality and Reciprocity in the Psychological Contracts of Employees and Employers.605 cited
  • 2004Psychological Contract and Organizational Citizenship Behavior in China: Investigating Generalizability and Instrumentality.

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568 cited
  • 1999Understanding Leader Emotional Intelligence and Performance546 cited
  • 1983Sphere-specific measures of perceived control.520 cited
  • Cited by

    • 2019Coping and laughing in the face of broken promises: implications for creative behavior22 cited
    • 2019Perceived contract violation and job satisfaction22 cited
    • 2017LINKING PSYCHOLOGICAL CONTRACT BREACH, INNOVATIVE WORK BEHAVIOUR AND COLLECTIVISM: A MODERATED MEDIATION MODEL20 cited
    • 2022Socially Responsible human resource management and employees' turnover intention: the effect of psychological contract violation and moral identity18 cited