The Employment Relationship
Examining Psychological and Contextual Perspectives
Published on 11. August 2005
Book
Paperback/Softback
400 pages
978-0-19-928683-6 (ISBN)
Description
During the last fifteen years, researchers have shown increasing interest in the exchange relationship between the employee and employer. Until now, the literatures examining the employment relationships have tended to operate either from the employer or the employee perspectives and have typically approached the topic from a single discipline be it psychology, sociology, human resource management, organizational behavior, industrial relations, law or economics. Failure to consider multiple perspectives has created a fragmented understanding of the employment relationship.
This volume incorporates social exchange, economics, industrial relations, legal, and justice theory perspectives. In addition, chapters have been written by authors that reflect the full international body of research on the employment relationship and provide information about legislation, governance, and cultural differences across nations. The conceptual and empirical foundations for understanding the employment relationship from these different theoretical perspectives facilitates the establishment of the convergent and discriminant validity of the psychological contract and the investments-contributions models of the employment relationship in relation to related exchange constructs such as perceived organizational support and leader-member exchange. The interdisciplinary and international nature of the employment relationship literature reviewed and integrated in this volume provides a richness that is rarely available in studies of the workplace, and many new and provocative ideas are presented in this volume. Bringing these perspectives together provides greater comprehensiveness, clarity, synthesis and understanding of the employment relationship.
This volume is designed to promote the thinking of scholars in the employment relationship area. It will also have relevance to practitioners primarily through the implications of this multi-disciplinary perspective. The volume offers implications of a holistic, multi-disciplinary, international, conceptualization of the employment relationship for theory development, empirical research and measurement, and policy.
This volume incorporates social exchange, economics, industrial relations, legal, and justice theory perspectives. In addition, chapters have been written by authors that reflect the full international body of research on the employment relationship and provide information about legislation, governance, and cultural differences across nations. The conceptual and empirical foundations for understanding the employment relationship from these different theoretical perspectives facilitates the establishment of the convergent and discriminant validity of the psychological contract and the investments-contributions models of the employment relationship in relation to related exchange constructs such as perceived organizational support and leader-member exchange. The interdisciplinary and international nature of the employment relationship literature reviewed and integrated in this volume provides a richness that is rarely available in studies of the workplace, and many new and provocative ideas are presented in this volume. Bringing these perspectives together provides greater comprehensiveness, clarity, synthesis and understanding of the employment relationship.
This volume is designed to promote the thinking of scholars in the employment relationship area. It will also have relevance to practitioners primarily through the implications of this multi-disciplinary perspective. The volume offers implications of a holistic, multi-disciplinary, international, conceptualization of the employment relationship for theory development, empirical research and measurement, and policy.
Reviews / Votes
Review from previous edition The book focuses on a highly important topic with both scholarly and social significance. It contains papers by a number of prominent scholars and takes an interdisciplinary perspective. It is a must read for scholars and Ph.D. students across the disciplines interested in the employment relationship. The book will serve as a base for substantial future research on this critical topic. * Michael A. Hitt, Texas A&M University * This is by far the most comprehensive, authoritative, and scholarly work of a extraordinarily complex phenomenon from multiple perspectives and multiple disciplines. It is a must read for anyone interested in understanding the why, how, when and the so what in the relationship between employees and the firm. It is rich with new insights for both the researchers and the managers, a truly outstanding contribution to the field. * Anne S. Tsui, Motorola Professor of International Management, Arizona State University *More details
Language
English
Place of publication
Oxford
United Kingdom
Target group
Professional and scholarly
Academics and graduate students of organizational behaviour, human resource management, management studies, and psychology.
Illustrations
numerous tables and line drawings
Dimensions
Height: 234 mm
Width: 156 mm
Thickness: 21 mm
Weight
605 gr
ISBN-13
978-0-19-928683-6 (9780199286836)
Copyright in bibliographic data and cover images is held by Nielsen Book Services Limited or by the publishers or by their respective licensors: all rights reserved.
Schweitzer Classification
Other editions
Additional editions
Jacqueline A-M. Coyle-Shapiro | Lynn M. Shore | M. Susan Taylor
The Employment Relationship
Examining Psychological and Contextual Perspectives
Book
03/2004
Oxford University Press
€256.80
Shipment within 15-20 days
Persons
Jacqueline A-M. Coyle-Shapiro is a reader in Organizational Behavior in the Department of Industrial Relations at the London School of Economics where she received her PhD. Her current research interests include the employment relationship, psychological contracts, organizational citizenship behavior, and organizational change. She has published in such journals as the European Journal of Work and Organizational Psychology, the Journal of Applied Behavioral Science and the Journal of Vocational Behavior. She is Consulting Editor, and has served as Guest Editor, for the Journal of Organziational Behavior.
Lynn M. Shore is a Professor of Management and Senior Associate in the W.T. Beebe Institute of Personnel and Employment Relations at Georgia State University. She is also a Visiting Professor at the Graduate School of Management at the University of California, Irvine. She is an Associate Editor for the Journal of Applied Psychology, has served as Guest Editor for the Journal of Organizational Behavior, and serves on the editorial board of the Journal of Organizational Behavior and Human Resource Management Review.
M. Susan Taylor is Deans Professor of Human Resources and Director of the Center for Human Capital, Innovation, and Technology (HCIT) at the Robert H. Smith School of Business, University of Maryland at College Park. She received her Ph.D from Purdue University and is currently working the areas of organizational justice, strategic human resource management, the employee-organization relationship, and managerial career transitions. Taylor has published in such journals as the Academy of Management Journal, Administrative Science Quarterly, the Journal of Applied Psychology, Organizational Science, Personnel Psychology, and Orgnaizational Behavior and Human Decision Processes.
Lois E. Tetrick is Director of the Industrial and Organizational Psychology Programme at the George Mason University. She is Associate Editor of the Journal of Occupational Health Psychology, and serves on the editorial board of the Journal of Organizational Behavior. Her research has focused primarily on individuals' perceptions of the employment relationship and their reactions to these perceptions including issues of occupational health and safety, occupational stress, and organizational/union commitment.
Lynn M. Shore is a Professor of Management and Senior Associate in the W.T. Beebe Institute of Personnel and Employment Relations at Georgia State University. She is also a Visiting Professor at the Graduate School of Management at the University of California, Irvine. She is an Associate Editor for the Journal of Applied Psychology, has served as Guest Editor for the Journal of Organizational Behavior, and serves on the editorial board of the Journal of Organizational Behavior and Human Resource Management Review.
M. Susan Taylor is Deans Professor of Human Resources and Director of the Center for Human Capital, Innovation, and Technology (HCIT) at the Robert H. Smith School of Business, University of Maryland at College Park. She received her Ph.D from Purdue University and is currently working the areas of organizational justice, strategic human resource management, the employee-organization relationship, and managerial career transitions. Taylor has published in such journals as the Academy of Management Journal, Administrative Science Quarterly, the Journal of Applied Psychology, Organizational Science, Personnel Psychology, and Orgnaizational Behavior and Human Decision Processes.
Lois E. Tetrick is Director of the Industrial and Organizational Psychology Programme at the George Mason University. She is Associate Editor of the Journal of Occupational Health Psychology, and serves on the editorial board of the Journal of Organizational Behavior. Her research has focused primarily on individuals' perceptions of the employment relationship and their reactions to these perceptions including issues of occupational health and safety, occupational stress, and organizational/union commitment.
Editor
, Reader in Organizational Behavior, London School of Economics
, Professor of Management and Senior Associate in the W. T. Beebe Insitute of Personnel and Employment Relations, Georgia State University
, Dean's Professor of Human Resoures and Director of the Center for Human Capital, Innovation, and Technology, Robert H. Smith School of Business, University of Maryland at College Park
, Director of the Industrial and Organizational Psychology Program, George Mason University
Content
THE NATURE OF THE EMPLOYMENT RELATIONSHIP FROM SOCIAL EXCHANGE, JUSTICE, INDUSTRIAL RELATIONS, LEGAL, AND ECONOMIC LITERATURES ; 1. The Employment Relationship Through the Lens of Social Exchange ; 2. Justice and Employment: Moral Retribution as a Contra-Subjugation Tendency ; 3. Industrial Relations Approaches to the Employment Relationship ; 4. Legal Theory: Contemporary Contract Law Perspectives and Insights for Employment Relationship Theory ; 5. The Economic Dimension of the Employment Relationship ; 6. Commonalities and Conflicts Between Different Perspectives to the Employment Relationship: Towards a Unified Perspective ; EXAMINING CONSTRUCTS TO CAPTURE THE EXCHANGE NATURE OF THE EMPLOYMENT RELATIONSHIP ; 7. Employer-Oriented Strategic Approaches to the Employee-Organization Relationship ; 8. The Employment Relationship from Two Sides: Incongruence in Employees' and Employers' Perceptions of Obligations ; 9. Job Creep: A Reactance Theory Perspective on Organizational Citizenship Behavior as Over-Fulfillment of Obligations ; 10. Perceived Organizational Support ; 11. The Role of Leader-Member Exchange in the Dynamic Relationship Between Employer and Employee: Implications for Employee Socialization, Leaders, and Organization ; DEVELOPING AN INTEGRATIVE PERSPECTIVE OF THE EMPLOYMENT EXCHANGE: CREATING A WHOLE THAT IS MORE THAN THE SUM OF INDIVIDUAL PARTS: LOOKING TOWARD THE FUTURE ; 12. Taking Stock of Psychological Contract Research: Assessing Progress, Addressing Troublesome Issues, and Setting Research Priorities ; 13. Changes in the Employment Relationship Across Time ; 14. Understanding the Employment Relationship: Implications for Measurement and Research Design ; 15. Employment Relationships in Context: Implications for Policy and Practice ; 16. Directions for Future Research