The employee-organization relationship (EOR) has increasingly become a focal point for researchers in organizational behavior, human resource management, and industrial relations. Literature on the EOR has developed at both the individual – (e.g. psychological contracts) and the group and organizational-levels of analysis (e.g. employment relationships). Both sets of literatures are reviewed, and we argue for the need to integrate these literatures as a means for improving understanding of the EOR. Mechanisms for integrating these literatures are suggested. A subsequent discussion of contextual effects on the EOR follows in which we suggest that researchers develop models that explicitly incorporate context. We then examine a number of theoretical lenses to explain various attributes of the EOR such as the dynamism and fairness of the exchange, and new ways of understanding the exchange including positive functional relationships and integrative negotiations. The article concludes with a discussion of future research needed on the EOR.
Shore, L.M., Tetrick, L.E., Taylor, M.S., Coyle Shapiro, J.A.-.-M., Liden, R.C., McLean Parks, J., Wolfe Morrison, E., Porter, L.W., Robinson, S.L., Roehling, M.V., Rousseau, D.M., Schalk, R., Tsui, A.S. and Van Dyne, L. (2004), "THE EMPLOYEE-ORGANIZATION RELATIONSHIP: A TIMELY CONCEPT IN A PERIOD OF TRANSITION", Research in Personnel and Human Resources Management (Research in Personnel and Human Resources Management, Vol. 23), Emerald Group Publishing Limited, Bingley, pp. 291-370. https://doi.org/10.1016/S0742-7301(04)23007-9
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