The DOI matches its Crossref record; 4 of the 4 references it cites were found in a registry or an index.
ALTERNATIVE APPROACHES TO THE EMPLOYEE-ORGANIZATION RELATIONSHIP: DOES INVESTMENT IN EMPLOYEES PAY OFF?
Open accessAbstract
This article describes four approaches to the employee-organization relationship, as defined from the employer's perspective. An empirical study of employees from ten companies found support for the basic hypothesis that employee responses differ under the four types of relationship. In general, employees performed better on core tasks, demonstrated more citizenship behavior, and expressed a higher level of affective commitment to an employer when they worked in an overinvestment (by the employer) or mutual investment relationship than when they worked in a quasi-spot-contract or underinvestment relationship. These results were obtained even after we controlled for several other variables that could affect employee performance and attitudes.
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Citations
Cites
Adams, J. S. (1965) · Advances in Experimental Social Psychology · doi:10.1016/s0065-2601(08)60108-2 · Cited by 10,818
The Social Psychology of Procedural Justice
Lind, E. A., & Tyler, T. R. (1988) · Critical Issues in Social Justice · doi:10.1007/978-1-4899-2115-4 · Cited by 6,585
What Should Be Done with Equity Theory?
Leventhal, G. S. (1980) · Social Exchange · doi:10.1007/978-1-4613-3087-5_2 · Cited by 3,010
Tightening the Iron Cage: Concertive Control in Self-Managing Teams
Barker, J. R. (1993) · Administrative Science Quarterly · doi:10.2307/2393374 · Cited by 2,305
Cited by
Social Exchange Theory: An Interdisciplinary Review
Cropanzano, R., & Mitchell, M. S. (2005) · Journal of Management · doi:10.1177/0149206305279602 · Cited by 10,068
Reciprocation of perceived organizational support.
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001) · Journal of Applied Psychology · doi:10.1037/0021-9010.86.1.42 · Cited by 3,106
Understanding HRM–Firm Performance Linkages: The Role of the “Strength” of the HRM System
Bowen, D. E., & Ostroff, C. (2004) · Academy of Management Review · doi:10.5465/amr.2004.12736076 · Cited by 2,996
The convergent and discriminant validity of subjective fit perceptions.
Cable, D. M., & DeRue, D. S. (2002) · Journal of Applied Psychology · doi:10.1037/0021-9010.87.5.875 · Cited by 2,224
Strategic talent management: A review and research agenda
Collings, D. G., & Mellahi, K. (2009) · Human Resource Management Review · doi:10.1016/j.hrmr.2009.04.001 · Cited by 1,837
“Tsui et al (1997) are generally considered to be the first to distinguish between multiple HR systems within organisations and the potential for these HR systems to yield different outcomes (Legnick-Hall et al, 2009).”
Background
Metadata
- Authors
- TSUI, A. S., PEARCE, J. L., PORTER, L. W., & TRIPOLI, A. M.
- Venue
- Academy of Management Journal
- Publisher
- Academy of Management
- Published
- 1997-10-01
- Volume
- 40
- Issue
- 5
- Pages
- 1089-1121
- ISSN
- 0001-4273 (ISSN-L)
- 1948-0989
- OpenAlex
- W2147018985
- Cited by
- 1,805
- References
- 4
- FWCI
- 26.04
- Type
- journal article
- Language
- en
- Open access
- green
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- CoChat. (2026). Citation check: ALTERNATIVE APPROACHES TO THE EMPLOYEE-ORGANIZATION RELATIONSHIP: DOES INVESTMENT IN EMPLOYEES PAY OFF? https://app.cochat.ai/papers/10.2307/256928
- The paper
- TSUI, A. S., PEARCE, J. L., PORTER, L. W., & TRIPOLI, A. M. (1997). ALTERNATIVE APPROACHES TO THE EMPLOYEE-ORGANIZATION RELATIONSHIP: DOES INVESTMENT IN EMPLOYEES PAY OFF? Academy of Management Journal. https://doi.org/10.2307/256928
Data sources
Bibliographic data: Semantic Scholar, OpenAlex, Crossref.
Contains information from the Semantic Scholar Academic Graph Datasets, made available under the ODC Attribution License (ODC-BY 1.0).
Semantic Scholar’s data is described in: Kinney, R., et al. (2023). The Semantic Scholar Open Data Platform. arXiv:2301.10140.
