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Author

Elizabeth Wolfe Morrison

Other affiliations: New York University
Bio: Elizabeth Wolfe Morrison is an academic researcher from York University. The author has contributed to research in topics: Employee voice & Organizational citizenship behavior. The author has an hindex of 33, co-authored 42 publications receiving 16282 citations. Previous affiliations of Elizabeth Wolfe Morrison include New York University.

Papers
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Journal ArticleDOI
TL;DR: In this article, a model outlining the psychological sense-making processes preceding an employee's experience of psychological contract violation is presented. And factors that affect those processes are identified with the aim of encouraging future empirical research.
Abstract: The psychological contract held by an employee consists of beliefs about the reciprocal obligations between that employee and his or her organization. Violation refers to the feelings of anger and betrayal that are often experienced when an employee believes that the organization has failed to fulfill one or more of those obligations. This article provides a model outlining the psychological sensemaking processes preceding an employee's experience of psychological contract violation. It also identifies factors that affect those processes with the aim of encouraging future empirical research.

2,538 citations

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TL;DR: In this article, the authors investigated a neglected form of extrarole behavior called taking charge and sought to understand factors that motivate employees to engage in this activity and found that taking charge is disc...
Abstract: In this study, we investigated a neglected form of extrarole behavior called taking charge and sought to understand factors that motivate employees to engage in this activity. Taking charge is disc...

1,348 citations

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TL;DR: In this article, the authors examined factors affecting employees' perceptions that their psychological contract has been breached by their organization, and factors affecting whether this perception will cause employees to experience feelings of contract violation.
Abstract: This study examines factors affecting employees' perceptions that their psychological contract has been breached by their organization, and factors affecting whether this perception will cause employees to experience feelings of contract violation. Data were obtained from 147 managers just prior to their beginning of new job (time 1) and 18 months later (time 2). It was found that perceived contract breach at time 2 was more likely when organizational performance and self-reported employee performance were low, the employee had not experienced a formal socialization process, the employee had little interaction with organizational agents prior to hire, the employee had a history of psychological contract breach with former employers, and the employee had many employment alternatives at the time of hire. Furthermore, perceived breach was associated with more intense feelings of violation when employees both attributed the breach to purposeful reneging by the employer and felt unfairly treated in the process. Theoretical and practical implications of these results are discussed. Copyright © 2000 John Wiley & Sons, Ltd.

1,345 citations

Journal ArticleDOI
TL;DR: The authors found that the most frequently mentioned reason for remaining silent was the fear of being viewed or labeled negatively, and as a consequence, damaging valued relationships, while the social and relational implications of speaking up can take away employees' ability to have influence within an organizational setting.
Abstract: There is evidence from a variety of sources that employees often do not feel comfortable speaking to their bosses about organizational problems or issues that concern them. The purpose of this study was to shed light on the types of issues that employees are reluctant to raise, and identify why employees sometimes decide to remain silent rather than voice their concerns. We interviewed 40 employees and found that most had been in situations where they were concerned about an issue but did not raise it to a supervisor. Silence spanned a range of organizational issues, with several of our respondents indicating that they did not feel comfortable speaking to those above them about any issues or concerns. The most frequently mentioned reason for remaining silent was the fear of being viewed or labeled negatively, and as a consequence, damaging valued relationships. From our data, we develop a model of how the perceived consequences of voice contribute to silence, and a model of how the social and relational implications of speaking up can take away employees’ ability to have influence within an organizational setting.

1,223 citations

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TL;DR: A survey of 317 clerical workers demonstrated that employees differed in what they defined as in-role and extra-role behavior, that these differences were related to commitment and social cues.
Abstract: A survey of 317 clerical workers demonstrated that employees differed in what they defined as in-role and extra-role behavior, that these differences were related to commitment and social cues, and...

1,209 citations


Cited by
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Journal ArticleDOI
TL;DR: In this paper, the authors address conceptual difficulties and highlight areas in need of additional research in social exchange theory, focusing on four issues: the roots of the conceptual ambiguities, norms and rules of exchange, nature of the resources being exchanged, and social exchange relationships.

6,571 citations

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TL;DR: This paper conducted meta-analyses to assess relations among affective, continuance, and normative commitment to the organization and relations between the three forms of commitment and variables identified as their antecedents, correlates, and consequences in Meyer and Allen's (1991) Three-Component Model.

6,149 citations

Journal ArticleDOI
TL;DR: The rapid growth of research on organizational citizenship behaviors (OCBs) has resulted in some conceptual confusion about the nature of the construct, and made it difficult for all but the most avid readers to keep up with developments in this domain this paper.

5,183 citations

Journal ArticleDOI
TL;DR: In this article, a comprehensive definition and conceptual model of person-organization fit that incorporates supplementary as well as complementary perspectives on fit is presented, and a distinction is made between the direct measurement of perceived fit and the indirect measurement of actual personorganisation fit, using both cross-and individual-level techniques.
Abstract: This article presents a comprehensive definition and conceptual model of person-organization fit that incorporates supplementary as well as complementary perspectives on fit. To increase the precision of the construct's definition, it is also distinguished from other forms of environmental compatibility, silch as person-group and person-vocation fit. Once defined, commensurate measurement as it relates to supplementary and complementary fit is discussed and recommendations are offered regarding the necessity of its use. A distinction is made between the direct measurement of perceived fit and the indirect measurement of actual person-organization fit, using both cross- and individual-level techniques, and the debate regarding differences scores is reviewed. These definitional and measurement issues frame a review of the existing literature, as well as provide the basis for specific research propositions and suggestions for managerial applications.

4,079 citations