Jacqueline A‐M Coyle‐Shapiro
Dados Biográficos
| ID | 5526255 |
|---|---|
| NOME | Jacqueline A‐M Coyle‐Shapiro |
| PRENOMES | Jacqueline A‐M |
| SOBRENOME | Coyle‐Shapiro |
| ASSINATURA | SHAPIRO J A M C |
| AFILIAÇÕES | London School of Economics and Political Science |
| ORCID | 0000-0002-7658-7878 |
| VERIFICADO | Sim |
| TOTAL DE OBRAS | 13 |
| TOTAL DE CITAÇÕES | 65 |
| TOTAL COMO AUTOR | 13 |
| TOTAL COMO EDITOR | 0 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 2002 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2026 |
| ÍNDICE H | 4 |
Is Emotional Support in the Aftermath of Collective Traumatic Events Beneficial? The Role of Collective Rumination
Collective traumas emotionally affect individuals who identify with groups/communities targeted by major traumatic events. When exposed to such occurrences, individuals turn to similarly impacted others for emotional social support. Alongside providing support, turning to others who are also affected by a collective trauma may trigger collective rumination about the traumatic event – with rumination known to decrease rather than increase well-bei…
Managers Behaving Unethically
Elevating Health Significance Post-Pandemic
The employee-organization relationship (EOR) is a well-established research topic in the applied psychology and organizational behavior literatures. However, the potential links between the EOR and employee health and well-being are understudied in comparison to the effects of the EOR on traditional organization-focused outcomes such as organizational commitment, job performance, and turnover. To address the need for development of the role of th…
The tremors of interconnected triggers over time
Adopting an intra‐individual process, we explore the dynamics that underlie the emergence of a psychological contract breach. Thirty‐seven unique storylines expose how selected stimuli shake employees' psychological contracts to attention and give rise to perceptions of breach as a result of an iterative process of disrupting (introducing triggers that prompt a shift from automatic processing to conscious attention of psychological contract terms…
Synergy or substitution? The interactive effects of insiders' fairness and support and organizational socialization tactics on newcomer role clarity and social integration
Drawing on fairness heuristics theory (Lind, 2001) and cue consistency theory (Maheswaran & Chaiken, 1991; Slovic, 1966), we test a moderated mediation model that examines whether the institutionalization of organizational socialization tactics enhances or constrains the beneficial effects of supervisory and coworker‐referenced justice and support on newcomer role clarity and social integration. The findings of a three‐wave study of 219 French ne…
Psychological Contracts
We provide a review of psychological contract research, beginning with past conceptualizations and empirical evidence. We tailor this retrospective look by reviewing the antecedents and outcomes associated with psychological contract breach and discussing the dominant theoretical explanations for the breach-outcome relationship. This synthesis of past evidence provides the foundation for reviewing the present emerging and developing themes in psy…
A Longitudinal Study of the Impact of Organizational Change on Transactional, Relational, and Balanced Psychological Contracts
Workplace transitions are thought to result in a fundamental shift in the employment relationship. This study used sensemaking theory to examine when and how organizational change affects employees’ psychological contracts (PCs). The authors suggest that employees interpret organizational change through contextual and cognitive factors related to the change. These factors, in turn, influence whether employees revise their PCs. Results of our long…
Not All Responses to Breach are the Same
We examine psychological contract breach and violation as they occur within social exchange relationships to account for employee outcomes. Results of a longitudinal study suggest that contract breach partially mediated the effects of POS and LMX (Time 1) on turnover intentions (Time 2). POS and LMX (Time 1) moderated the relationship between breach and violation (Time 2). Violation fully mediated the effects of breach on commitment and trust and…
Continuity and change
While the literature widely acknowledges the importance of social support to the health, well-being and performance of older adults, little is known about the way in which occupational conditions affect older employees' access to social support over time and whether these effects are maintained after retirement. Accordingly, in the current study we examine the degree to which work hours have longer term effects on the amount and type of support o…
The Employment Relationship in the U.K. Public Sector
The management of public servants has assumed increasing importance as public‐service organizations are confronted with a rise in the demand for high‐quality services in the context of limited resources. Much of the research on the treatment of public servants has focused on the notion of public‐service motivation and whether the motives of public servants differ from those of private‐sector employees. However, an organization's need to harness p…
New developments in the employee–organization relationship
Greater understanding of the relationship between an employee and his/her employing organization has been the goal of organizational behaviour scholars for decades. Many questions have remained unanswered, and with this view in mind, the articles in this special issue examined the employee–organization relationship (EOR) from multiple perspectives. These articles provided considerable support for social exchange as a basis for understanding the E…
A psychological contract perspective on organizational citizenship behavior
This study examined the contribution of the psychological contract framework to understanding organizational citizenship behavior (OCB) using survey data gathered at three measurement points over a three‐year period from 480 public sector employees. Separating perceived contract breach into its two components (perceived employer obligations and inducements), the data suggest that perceived employer obligations explained unique variance in three d…
Contingent and Non‐Contingent Working in Local Government
Given that the contingent worker is likely to be a familiar presence in the public service workplace of the future, this paper explores the consequences of contingent work arrangements on the attitudes and behaviour of employees using the psychological contract as a framework for analysis. Drawing upon survey evidence from a sample of permanent, fixed term and temporary staff employed in a British local authority, our results suggest that contrac…
A psychological contract perspective on organizational citizenship behavior
This study examined the contribution of the psychological contract framework to understanding organizational citizenship behavior (OCB) using survey data gathered at three measurement points over a three‐year period from 480 public sector employees. Separating perceived contract breach into its two components (perceived employer obligations and inducements), the data suggest that perceived employer obligations explained unique variance in three d…
The Employment Relationship in the U.K. Public Sector
The management of public servants has assumed increasing importance as public‐service organizations are confronted with a rise in the demand for high‐quality services in the context of limited resources. Much of the research on the treatment of public servants has focused on the notion of public‐service motivation and whether the motives of public servants differ from those of private‐sector employees. However, an organization's need to harness p…
Contingent and Non‐Contingent Working in Local Government
Given that the contingent worker is likely to be a familiar presence in the public service workplace of the future, this paper explores the consequences of contingent work arrangements on the attitudes and behaviour of employees using the psychological contract as a framework for analysis. Drawing upon survey evidence from a sample of permanent, fixed term and temporary staff employed in a British local authority, our results suggest that contrac…
New developments in the employee–organization relationship
Greater understanding of the relationship between an employee and his/her employing organization has been the goal of organizational behaviour scholars for decades. Many questions have remained unanswered, and with this view in mind, the articles in this special issue examined the employee–organization relationship (EOR) from multiple perspectives. These articles provided considerable support for social exchange as a basis for understanding the E…
Synergy or substitution? The interactive effects of insiders' fairness and support and organizational socialization tactics on newcomer role clarity and social integration
Drawing on fairness heuristics theory (Lind, 2001) and cue consistency theory (Maheswaran & Chaiken, 1991; Slovic, 1966), we test a moderated mediation model that examines whether the institutionalization of organizational socialization tactics enhances or constrains the beneficial effects of supervisory and coworker‐referenced justice and support on newcomer role clarity and social integration. The findings of a three‐wave study of 219 French ne…
Continuity and change
While the literature widely acknowledges the importance of social support to the health, well-being and performance of older adults, little is known about the way in which occupational conditions affect older employees' access to social support over time and whether these effects are maintained after retirement. Accordingly, in the current study we examine the degree to which work hours have longer term effects on the amount and type of support o…
The tremors of interconnected triggers over time
Adopting an intra‐individual process, we explore the dynamics that underlie the emergence of a psychological contract breach. Thirty‐seven unique storylines expose how selected stimuli shake employees' psychological contracts to attention and give rise to perceptions of breach as a result of an iterative process of disrupting (introducing triggers that prompt a shift from automatic processing to conscious attention of psychological contract terms…
A psychological contract perspective on organizational citizenship behavior
This study examined the contribution of the psychological contract framework to understanding organizational citizenship behavior (OCB) using survey data gathered at three measurement points over a three‐year period from 480 public sector employees. Separating perceived contract breach into its two components (perceived employer obligations and inducements), the data suggest that perceived employer obligations explained unique variance in three d…
Contingent and Non‐Contingent Working in Local Government
Given that the contingent worker is likely to be a familiar presence in the public service workplace of the future, this paper explores the consequences of contingent work arrangements on the attitudes and behaviour of employees using the psychological contract as a framework for analysis. Drawing upon survey evidence from a sample of permanent, fixed term and temporary staff employed in a British local authority, our results suggest that contrac…
The Employment Relationship in the U.K. Public Sector
The management of public servants has assumed increasing importance as public‐service organizations are confronted with a rise in the demand for high‐quality services in the context of limited resources. Much of the research on the treatment of public servants has focused on the notion of public‐service motivation and whether the motives of public servants differ from those of private‐sector employees. However, an organization's need to harness p…
New developments in the employee–organization relationship
Greater understanding of the relationship between an employee and his/her employing organization has been the goal of organizational behaviour scholars for decades. Many questions have remained unanswered, and with this view in mind, the articles in this special issue examined the employee–organization relationship (EOR) from multiple perspectives. These articles provided considerable support for social exchange as a basis for understanding the E…
Not All Responses to Breach are the Same
We examine psychological contract breach and violation as they occur within social exchange relationships to account for employee outcomes. Results of a longitudinal study suggest that contract breach partially mediated the effects of POS and LMX (Time 1) on turnover intentions (Time 2). POS and LMX (Time 1) moderated the relationship between breach and violation (Time 2). Violation fully mediated the effects of breach on commitment and trust and…
Continuity and change
While the literature widely acknowledges the importance of social support to the health, well-being and performance of older adults, little is known about the way in which occupational conditions affect older employees' access to social support over time and whether these effects are maintained after retirement. Accordingly, in the current study we examine the degree to which work hours have longer term effects on the amount and type of support o…
A Longitudinal Study of the Impact of Organizational Change on Transactional, Relational, and Balanced Psychological Contracts
Workplace transitions are thought to result in a fundamental shift in the employment relationship. This study used sensemaking theory to examine when and how organizational change affects employees’ psychological contracts (PCs). The authors suggest that employees interpret organizational change through contextual and cognitive factors related to the change. These factors, in turn, influence whether employees revise their PCs. Results of our long…
Psychological Contracts
We provide a review of psychological contract research, beginning with past conceptualizations and empirical evidence. We tailor this retrospective look by reviewing the antecedents and outcomes associated with psychological contract breach and discussing the dominant theoretical explanations for the breach-outcome relationship. This synthesis of past evidence provides the foundation for reviewing the present emerging and developing themes in psy…
Synergy or substitution? The interactive effects of insiders' fairness and support and organizational socialization tactics on newcomer role clarity and social integration
Drawing on fairness heuristics theory (Lind, 2001) and cue consistency theory (Maheswaran & Chaiken, 1991; Slovic, 1966), we test a moderated mediation model that examines whether the institutionalization of organizational socialization tactics enhances or constrains the beneficial effects of supervisory and coworker‐referenced justice and support on newcomer role clarity and social integration. The findings of a three‐wave study of 219 French ne…
The tremors of interconnected triggers over time
Adopting an intra‐individual process, we explore the dynamics that underlie the emergence of a psychological contract breach. Thirty‐seven unique storylines expose how selected stimuli shake employees' psychological contracts to attention and give rise to perceptions of breach as a result of an iterative process of disrupting (introducing triggers that prompt a shift from automatic processing to conscious attention of psychological contract terms…
Elevating Health Significance Post-Pandemic
The employee-organization relationship (EOR) is a well-established research topic in the applied psychology and organizational behavior literatures. However, the potential links between the EOR and employee health and well-being are understudied in comparison to the effects of the EOR on traditional organization-focused outcomes such as organizational commitment, job performance, and turnover. To address the need for development of the role of th…
Managers Behaving Unethically
Is Emotional Support in the Aftermath of Collective Traumatic Events Beneficial? The Role of Collective Rumination
Collective traumas emotionally affect individuals who identify with groups/communities targeted by major traumatic events. When exposed to such occurrences, individuals turn to similarly impacted others for emotional social support. Alongside providing support, turning to others who are also affected by a collective trauma may trigger collective rumination about the traumatic event – with rumination known to decrease rather than increase well-bei…
Psychology (11 obras) · Job Satisfaction and Organizational Behavior (10 obras) · Social Psychology (10 obras) · Social Psychology (9 obras) · Political science (8 obras) · Psychological contract (7 obras) · Economics (5 obras) · Law (5 obras) · Business (4 obras) · Employment and Welfare Studies (4 obras)