Sandra L. Robinson's research while affiliated with University of British Columbia - Vancouver and other places

... Religiosity in a community can, for example, influence local firms' risk-taking (Hilary & Hui, 2009). Scholars have shown that local violence correlates with workplace aggression among employees (Dietz, Robinson, Folger, Baron, & Schulz, 2003). In the domain of corporate social behavior, Galaskiewicz (1997) found that a firm's social ties with philanthropic leaders in the community lead to more corporate philanthropy. ...

... In addition, organizational characteristics may influence the study variables. Thus, this study also controlled for work location (1 = Headquarters and 0 = Field) because prior research found an association between work location and the incidence of workplace harassment and aggression (Baron et al., 1999;Folger et al., 1998). ...

... The emotions caused by injustice are usually negative, for example, resentment, anger and disappointment (Folger and Konovsky, 1989). Empirical evidence found that injustice triggers negative responses, such as moral anger, disgust, and retaliation against the organization (Andrews and Kacmar, 2001;Dietz et al., 2003;Rupp and Spencer, 2006). This may be attributed to the diminishment of self-worth that perceived overall injustice brought to individuals. ...

... Still, when they perceive that the employer does not fulfil their expectations, then a breach of the psychological contract occurs (Morrison & Robinson, 1997), and employees start thinking of leaving the organisation. So, organisational members have a social exchange relationship with others and the organisation. ...

... Although the stressor and relationship paradigms have been developed separately, we argue that an examination of the stress and social exchange literature shows that both paradigms share a common theoretical assumption. Specifically, they suggest that an individual's basic psychological needs, i.e., the innate conditions necessary for the psychological growth and well-being of an individual (Ryan, 1995), are the fundamental influence on the perceived quality of an exchange relationship and the individual's experience of stress (Cropanzano & Mitchell, 2005;Hobfoll, 1989;Rosen et al., 2014;Shore et al., 2004). Accordingly, we speculated that social media use fulfills employees' basic psychological needs, which in turn improves the exchange relationships between employees and their organizations and reduces their stress. ...

... From the employees' perspective, what they provide to the organization should be equally reciprocated, e.g., through provided security of the valued job features. If their employer fails to fulfill the implicit psychological contract, the scale tips and an imbalance is created (Robinson and Morrison, 2000). Empirical evidence shows that this perceived lack of reciprocity is related to negative work-related outcomes (Feather and Rauter, 2004;Reisel et al., 2010;Schaufeli et al., 2006). ...