Elevating Health Significance Post-Pandemic
Is the Employee-Organization Relationship in a Period of Change
Bibliographic Data
| ID | 15735566 |
|---|---|
| Authors | Lynn M Shore (0000-0003-1186-6339, Colorado State University, corresponding author), Jacqueline A‐M Coyle‐Shapiro (0000-0002-7658-7878, California State University, San Bernardino), Jacqueline A-M Coyle-Shapiro (London School of Economics and Political Science), Aurelie Cnop-Nielsen (London School of Economics and Political Science) |
| Year | 2024 |
| Volume | 12 |
| Issue | 1 |
| Pages | 269-294 |
| Publication date | 2024-09-11 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Annual Review of Organizational Psychology and Organizational Behavior (JOURNAL) |
| Journal identifiers | ISSN: 2327-0608 • E-ISSN: 2327-0616 |
| Publisher | Annual Reviews (PUBLISHER • US) |
| DOI | 10.1146/annurev-orgpsych-110622-065549 |
| OpenAlex | W4402444247 |
| Language | EN |
| Citations received | 1 |
| References cited | 91 |
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 the EOR on employee health, we focus on two of the most popular EOR concepts: psychological contracts and perceived organizational support. We review the empirical research on the EOR and health and well-being as well as theoretical underpinnings of social exchange and reciprocity. We then suggest that the COVID-19 pandemic may have increased emphasis on employee health and well-being, resulting in heightened employee expectations from their organization. Subsequently, we present a model based on social exchange theory to explain how this increased attention on health is linked with employee perceptions of organizational support and psychological contracts, ultimately contributing to enhanced or decreased health and well-being. Finally, we discuss the practical implications of the changing emphasis on the health and well-being of employees for the EOR and the importance of an expansion of research linking the EOR with health and well-being
Art · Business · Coronavirus disease 2019 (COVID-19 · Pandemic · Period (music · COVID-19 Pandemic Impacts · Medicine
Psychological and implied contracts in organizations
Migrant Workers and Their Occupational Health and Safety
The Evolving Concept of Subjective Well-Being
Effort–reward imbalance at work and risk of depressive disorders. A systematic review and meta-analysis of prospective cohort studies
When Employees Feel Betrayed
Human resource management and employee well‐being
Changing Obligations and the Psychological Contract
Social and Economic Exchange
The Impact of Psychological Contract Breach on Work‐related Outcomes
Perceived organizational support, discretionary treatment, and job satisfaction.
Perceived unfairness and employee health
Positive Social Interactions and the Human Body at Work
Perceived Organizational Support
Perceived organizational support.
Perceived organizational support
Adverse health effects of high-effort/low-reward conditions.
Should employees be required to return to the office
A cross-cultural exploratory analysis of pandemic growth
Effort-Reward Imbalance at Work and Recurrent Coronary Heart Disease Events
Job Flows Into and Out of Health Care Before and After the Covid-19 Pandemic
Wage Theft and Worker Exploitation in Health Care
Work–Family Boundary Dynamics
Perceived Organizational Support
To deny, to justify, or to apologize
Caregiving and Caregiver Health 1 Year into the Covid-19 Pandemic (Cuidar-SE Study)
Sleeping with a broken promise
First Responders and the Covid-19 Pandemic
Women, work, and families during the Covid‐19 pandemic
Reciprocation ideology
Inhibiting effects of reciprocation wariness on interpersonal relationships
New hire perceptions of their own and their employer's obligations
The Norm of Reciprocity
Blurred border or safe harbor? Emotional well-being among sexual and gender minority adults working from home during Covid-19
Effort-reward imbalance and overcommitment in UK academics
The need to belong
Picking on vulnerable migrants
Gender, Parenting, and The Rise of Remote Work During the Pandemic
| Unique citing works | 1 |
|---|---|
| Citations per year | 1 |
| Citation span | 2025 - 2025 (1) |
| Citation velocity | recent |
| Highly cited | No |
| Citation types | Neutral: 1 |