[1]Shore, L., Coyle-shapiro, J., & Tetric, L. The Employee –Organization Relationship applications for the 21st century, (1th Edition), Routledge. taylor & francis group, (2012). New York. ISBN 9781138110809.
[2]Shore, L., & Colye-Shapiro, J. New developments in the employee–organization relationship. Journal of Organizational Behavior J. Organiz. Behav. 24, (2003). 443–450. https://doi: 10.1002/job.212.
[3]Meijerink, J. Practicing Social Innovation: Enactment of the Employee–Organization Relationship by Employees. In Human Resource Management,Social Innovation and Technology Advanced Series in Management, 14, (2014). 135_153. https://doi.org/10.1108/S1877-636120140000014014.
[4]Snyder, H. Literature review as a research methodology: An overview and guidelines. Journal of Business Research, 104, (2019). 333–339. https://doi.org/10.1016/j.jbusres.2019.07.039.
[5]K¨ahk¨onen, T., Blomqvist, K., Gillespie, N., & Vanhala, M. Employee trust repair: A systematic review of 20 years of empirical research and future research directions. Journal of Business Research 130, (2021). 98–109. https://doi.org/10.1016/j.jbusres.2021.03.019.
[6]Cerchione, R., & Esposito, E. A Systematic Review of Supply Chain Knowledge Management Research: State of the Art and Research Opportunities. Int.J.Prod.Econ, 182, (2016). 276–292. https://doi.org/10.1016/j.ijpe.2016.09.006.
[7]Centobelli, P., Cerchione, R., & Esposito, E. Knowledge Management in Startups: Systematic Literature Review and Future Research Agenda. Sustainability, 9(361), (2017). 1-19. https://doi:10.3390/su9030361.
[8]Cheng, Y. Looking back, moving forward: A review and reflection of the organization-public relationship (OPR) research. Public Relations Review. (2017). http://dx.doi.org/10.1016/j.pubrev.2017.10.003.
[9]Li, X., Zhang, A., & Guo, Y. Are proactive employees more creative? The roles of multisource information exchange and social exchange-based employee-organization relationships. Personality and Individual Differences, (2020). 1-6. https:// doi.org/10.1016/j.paid.2020.110484.
[10]Li, J., Jia, L., Cai, Y., Kwan, H. K., & You, S. Employee–Organization Relationships and Team Performance: Role of Team Collective Efficacy. Frontiers in Psychology, 11(206), (2020). 1-14. https:// doi: 10.3389/fpsyg.2020.00206.
[11]Kang, M., & Sung, M. To leave or not to leave: the effects of perceptions of organizational justice on employee turnover intention via employee-organization relationship and employee job engagement. Journal of Public Relations Research, (2019). 1-24. https://doi.org/10.1080/1062726X.2019.1680988.
[12]Wang, T., Long, L., Zhang, Y., & He, W. A Social Exchange Perspective of Employee–Organization Relationships and Employee Unethical Pro‑organizational Behavior: The Moderating Role of Individual Moral Identity. Journal of Business Ethics, (2018). 1-17. https:// doi.org/10.1007/s10551-018-3782-9.
[13]Kim, Y., Kang, M., Lee, E., & Yang, S. U. Exploring crisis communication in the internal context of an organization: Examining moderated and mediated effects of employee-organization relationships on crisis outcomes. Public Relations Review, 45, (2019). 101777. https://doi.org/10.1016/j.pubrev.2019.04.010.
[14]Chen, Z. F., Hong, C., &Occa, A. How different CSR dimensions impact organization-employee relationships The moderating role of CSR-culture fit. Corporate Communications: An International Journal, (2018). 1-17. https://doi.org/10.1108/CCIJ-07-2018-0078.
[15]Li, S., & Chen, H. Closeness or Distance? An Investigation of Employee–Organization Relationships: From a Psychological Distance Perspective. Original Reseech. (2019). https://doi: 10.3389/fpsyg.2018.02765.
[16]Men, R. L., & Robinson, K. L. It’s about how employees feel! examining the impact of emotional culture on employee–organization relationships. Corporate Communications: An International Journal, 23(4), (2018). 470-491. https:// doi.org/10.1108/CCIJ-05-2018-0065.
[17]Audenaerta, M., Caretteb, P., Shore, L. M., Langed, T., Waeyenberga, T. V., & Decramera, A. Leader-employee congruence of expected contributions in the employee-organization relationship. The Leadership Quarterly, (2017). 1-11. https:// doi.org/10.1016/j.leaqua.2017.09.003.
[18]Yu, M. C., Mai, Q., Tsai, S. B., & Dai, Y. An Empirical Study on the Organizational Trust, Employee-Organization Relationship and Innovative Behavior from the Integrated Perspective of Social Exchange and Organizational Sustainability. Sustainability, 10(864). (2018). https:// doi:10.3390/su10030864.
[19]Kim, D. Examining effects of internal public relations practices on organizational social capital in the Korean context: mediating roles of employee-organization relationships. Corporate Communications: An International Journal. (2017). https:// doi.org/10.1108/CCIJ-01-2017-0002.
[20]Eldor, L., & Vigoda-Gadot, E. The nature of employee engagement: rethinking the employee–organization relationship. The International Journal of Human Resource Management, (2016). http://dx.doi.org/10.1080/09585192.2016.1180312.
[21]Kim, S., Tam, L., Kim, J. N., & Rhee, Y. Determinants of employee turnover intention: Understanding the roles of organizational justice, supervisory justice, authoritarian organizational culture and organization-employee relationship quality. Corporate Communications: An International Journal, 22(3), (2017). 308-328. https://doi 10.1108/CCIJ-11-2016-0074.
[22]Lee, Y., & Kim, J. N. Authentic enterprise, organization-employee relationship, and employee-generated managerial assets. Journal of Communication Management. (2017). https://doi.org/10.1108/JCOM-02-2017-0011.
[23]Kang, M., & Sung, M. How symmetrical employee communication leads to employee engagement and positive employee communication behaviors:The mediation of employeeorganization relationships. Journal of Communication Management, 21, (2017). 82-102. https:// doi: 10.1108/JCOM-04-2016-0026.
[24]Men, R. L., & Jiang, H. Cultivating Quality Employee-Organization Relationships: The Interplay among Organizational Leadership, Culture, and Communication. International Journal of Strategic Communication, 10(5), (2016). 462-479. https://doi:10.1080/1553118X.2016.1226172.
[25]Greenwood, C. A. Golden Handcuffs in the Fortune 1000? An Employee-Organization Relationship Survey of Public Relations Executives and Practitioners in the Largest Companies. Communication Research Reports, 33(3), (2016). 269–274. https:// doi:10.1080/08824096.2016.1186624.
[26]Cai, H. R., Li, M., & Guan, P. P. Fostering Managers knowledge sharing behavior: the impact of the employee-organization relationship. Social behavior and personality. 44(4), (2016).669-678. https:// doi: org/10.2224/sbp.2016.44.4.669.
[27]Buch,R. Leader–member exchange as a moderator of the relationship between employee–organization exchange and affective commitment. The International Journal of Human Resource Management, 26(1), (2015).59–79. https:// doi:10.1080/09585192.2014.934897.
[28]Jia, L., Shaw, J., Tsui, A., & Park, T. Y. A Social structural perspective on employee – organization relationships and team creativity. Academy of Management Journal, 57(3), (2014). 869–891. https:// doi.org/10.5465/amj.2011.0147.
[29]Dhanesh, G. S. CSR as Organization– Employee Relationship Management Strategy: A Case Study of Socially Responsible Information Technology Companies in India. Management Communication Quarterly, 28(1), (2014).130–149. https:// doi: 10.1177/0893318913517238.
[30]Fitzsimmons, S. R., & Stamper, C. L. How societal culture influences friction in the employee–organization relationship. Human Resource Management Review, 24, (2014). 80–94. https://doi.org/10.1016/j.hrmr.2013.07.001.
[31]Men, R. L., & Stacks, D. The Effects of Authentic Leadership on Strategic Internal Communication and Employee-Organization Relationships. Journal of Public Relations Research, 26(4), (2014). 301-324. https://doi: 10.1080/1062726X.2014.908720.
[32]Jiang, H. A model of work–life conflict and quality of employee–organization relationships (EORs): Transformational leadership, procedural justice, and family-supportive workplace initiatives. Public Relations Review, 38, (2012). 231– 245. https://doi:10.1016/j.pubrev.2011.11.007.
[33]Men, R. L. How employee empowerment influences organization–employee relationship in China. Public Relations Review, 37, (2011). 435– 437. https://doi:10.1016/j.pubrev.2011.08.008.
[34]Shen, H. Organization – employee relationship maintenance Strategies: a new measurining intrument. Journalism & Mass Communication Quarterly, 88(2), Summer, (2011). 398-415. https:// doi: 10.1177/107769901108800210.
[35]Wu, J., Chen, W., & Liu, Y. An I-P/C Model of Employee-Organization Relationship: A Dual Perspective. Front. Bus. Res. China 2010, 4(4), (2010).630–652. https:// doi: 10.1007/s11782-010-0114-z.
[36]Ribeiro-Soriano, D., & Urbano, D. Employee-organization relationship in collective entrepreneurship: an overview. Journal of Organizational Change Management, 23(4), (2010). 349 – 359. https://doi.org/10.1108/09534811011055368.
[37]Shore, L. M., Bommer, W. H., Rao, A. N., & Seo, J. Social and economic exchange in the employee-organization relationship: the moderating role of reciprocation wariness. Journal of Managerial Psychology, 24(8), (2009). 701 – 721. https:// doi.org/10.1108/02683940910996752.
[38]Shaw, J. D., Dineen, B. R., Fang, R, & Vellella, R. F. Employee-organization exchange relationships, HRM practices, and quit rates of good and poor performers. Academy of Management Journal, 52, (2009). 1016-1033.
[39]Yan Zhang, A., Tsui, A. S., Song, L. J. W., Li, C. P., & Jia, L. D. How do I trust thee? The employee-organization relationship, supervisory support and middle managers' trust in the organization. Human Resource Management, 47, (2008). 111-132. https://doi: 10.1002/hrm.20200.
[40]Ni, L. Strategic role of relationship building: perceived links between employee-organization relationships and globalization strategies. Journal of Public Relations Research, 21(1), (2008). 100-120. https://doi.org/10.1080/10627260802520512.
[41]Kuvaas, B. An exploration of how the employee–organization relationship affects the linkage between perception of developmental human resource practices and employee outcomes. Journal of Management Studies, 45(1), (2008). 1-25. https://doi: 10.1111/j.1467-6486.2007.00710.x.
[42]Coyle-Shapiro, J. A. M., & Shore, L. M. The employee-organization relationship: where do we go from here?. Human resource management review, 17(2), (2007).166-179. https:// doi:10.1016/j.hrmr.2007.03.008.
[43]Ni, Lan. Refined understanding of perspectives on employee-organization relationships Themes and variations. Journal of Communication Management. 11(1), (2007). 53-70. https://doi: 10.1108/13632540710725987.
[44]Kim, H. S. A Multilevel Study of Antecedents and a Mediator of Employee—Organization Relationships. Journal of Public Relations Research, 19(2), (2007). 167-197. https://doi.org/10.1080/10627260701290695.
[45]Shore, L. M., Tetrick, L. E., Taylor, M. S., Coyle-Shapiro, J. A. M., Liden, R. C., & McLean Parks, J., et al. The employee-organization relationship: A timely concept in a period of transition. In J. Martocchio (Ed). Research in personnel and human resource management, 23. (2015). Oxford, UK: Elsevier Ltd. https://doi.org/10.1016/S0742-7301(04)23007-9.
[46]Masterson, S. S., & Stamper, C. L. Perceived organizational membership: an aggregate framework representing the employee–organization relationship. Journal of Organizational Behavior, 24, (2003).473–490. https://doi: 10.1002/job.203.
[47]Bell, S. J., Menguc, B. The employee-organization relationship,OCBs, and superior service quality. Journal of Retailing, 78(2), (2002). 131-146.
[48]Koh, W. L., & Yer, L. K. The impact of the employee-organization relationship on temporary employees' performance and attitude: testing a Singaporean sample. The International Journal of Human Resource Management, 11(2), (2000). 366-387. https://doi: 10.1080/095851900339918.
[49]Ollier-Malaterre, A. Contributions of work–life and resilience initiatives to the individual/organization relationship. human relations, 63(1), (2010). 41–62. https://doi: 10.1177/0018726709342458.
[50]Holland, D. W. Work Addiction: Costs and Solutions for Individuals, Relationships and Organizations. Journal of Workplace Behavioral Health, 22(4), (2008). 1-15. https://doi.org/10.1080/15555240802156934.
[51]Johnston, R. H. JR. Some personality correlates of the relationships between individuals and organizations. Journal of Applied Psychology, 59(5), (1974). 623-632.
[52]Tsui, A. S., Pearce, J. L., Porter, L. W., & Tripoli, A. M. Alternative approaches to the employee-organization relationship: Does investment in employees pay off?. Academy of Management Journal, 40, (1997). 1089-1121.
[53]Gillis, T. L. Employee–Organization Relationship. The International Encyclopedia of Organizational Communication, (2017). 1-10. https:// doi: 10.1002/9781118955567.wbieoc069.
[54]Schauder, M. J. Employee–Organization Relationship. The Encyclopedia of Adulthood and Aging, (2016).1-5. https://doi: 10.1002/9781118528921.wbeaa020.
[55]Gerwen, V. N., Buskens, V., & Lippe, V. D. T. Employee cooperative behavior in organizations: a vignette experiment on the relationship between training and helping intentions. International Journal of Training and Development 0:0, (2018). 1-18. https://doi: 10.1111/ijtd.12128.
[56]Men, R. L., & Sung, Y. Shaping Corporate Character Through Symmetrical Communication: The Effects on Employee-Organization Relationships. International Journal of Business Communication, (2019). 1–23. https:// doi: 10.1177/2329488418824989.
[57]Cohen, A., & Keren, D. Individual Values and Social Exchange Variables Examining Their Relationship to and Mutual Effect on In-Role Performance and Organizational Citizenship Behavior. Group & Organization Management, 33(4), (2008). 425-452. https:// doi: 10.1177/1059601108321823.
[58]Brzozowski, S., Rainbow, J. G., Pinekenstein, B., Knudsen, E. A., & Steege, L. S. Exploration of Relationships among Individual and Organizational Characteristics, Nurse Leader Fatigue, and Turnover Intention. Proceedings of the Human Factors and Ergonomics Society 2018 Annual Meeting, (2018). 627-631. https://doi 10.1177/1541931218621143.
[59]Barbour, J. B., Treem, J. W., & Kolar, B. Analytics and expert collaboration: How individuals navigate relationships when working with organizational data. human relations, (2017). 1–29. https://doi: 10.1177/0018726717711237.
[60]Evered, R. D. Personal scenarios:An empirical stady of their relation to individual performance and to organizational Activism. human relations,30(11), (1977) 1057-1069.
[61]Lee, Y., Kim, K. H., & Kim, J. N. Understanding the impacts of issue types and employee–organization relationships on employees’ problem perceptions and communicative behaviors. Corporate Communications: An International Journal, 24(3), (2019). 553-568. https://doi: 10.1108/CCIJ-12-2018-0127.
[62]Lopez-Cabrales, Al., & Valle-Cabrera, R. Sustainable HRM strategies and employment relationships as drivers of the triple bottom line. Human Resource Management Review. (2019). 1-11. https://doi.org/10.1016/j.hrmr.2019.100689.
[63]Audenaert, M., George, B., & Decramer, A. How a demanding employment relationship relates to affective commitment in public organizations: A multilevel analysis. Public Administration, (2017). 1–17. https:// doi: 10.1111/padm.12378.
[64]Wang, T. K., Jang, B. J., Ju, H. J., & Kim, H. Fulfilling the promises: the impacts of employment relationship on turnover intention. International Review of Public Administration, (2017). 1-16. https://doi: 10.1080/12294659.2017.1412048.
[65]Audenaert, M., Vanderstraeten, A., & Buyens, D. When affective well-being is empowered: the joint role of leader-member exchange and the employment relationship. The International Journal of Human Resource Managemen, (2016). 1-20. https:// doi: 10.1080/09585192.2015.1137610.
[66]Bornay-Barrachina, M., López-Cabrales, A., & Valle-Cabrera,R. How do employment relationships enhance firm innovation? The role of human and social capital. The International Journal of Human Resource Management, (2016). 1-29. https://doi:10.1080/09585192.2016.1155166.
[67]Biggane, J.E., Allen, D. G., & Albert, L. S. The role of positive illusions in employment relationships. Human Resource Management Review, (2016).1-12. https:// doi.org/10.1016/j.hrmr.2016.03.003.
[68]Yan Zhang, A., Jiwen Song, L., Tsui, A. S., & FU, P.P. Employee responses to employment-relationship practices: The role of psychological empowerment and traditionality. Journal of Organizational Behavior, (2014). 1-22. https:// doi: 10.1002/job.1929.
[69]Sturman, M. C., Walsh, K. Strengthening the employment relationship: The effects of work-hours fit on key employee attitudes. Journal of Organizational Behavior, J. Organiz. Behav. (2014). https://doi: 10.1002/job.1925.
[70]Clarkson, G. P. Twenty-first century employment relationships: the case for an altruistic model. Human Resource Management, 53(2), (2014).253–269. https:// doi:10.1002/hrm.21567.
[71]Winter, R. P., & Jacson, B. A. Expanding the younger worker employment relationship: insights from values-based organizations. Human Resource Management, 53(2), (2014).311–328. https://doi:10.1002/hrm.21600.
[72]Boxall,P. Mutuality in the management of human resources: assessing the quality of alignment in employment relationships. Human Resource Management Journal, 23(1), (2013). 3–17. https://doi: 10.1111/1748-8583.12015.
[73]Bornay-Barrachina, M., Rosa-Navarro, D. D., Lo´pez-Cabrales, A., & Valle-Cabrera, R. Employment Relationships and Firm Innovation: The Double Role of Human Capital. British Journal of Management. (2011). 1-18. https://doi: 10.1111/j.1467-8551.2010.00735.x.
[74]Rousseau, D. M., Hornung, S., & Kim, T. G. Idiosyncratic deals: Testing propositions on timing, content, and the employment relationship. Journal of Vocational Behavior, 74, (2009).338–348. https://doi:10.1016/j.jvb.2009.02.004.
[75]Baker, T. B. Towards a new employment relationship model Aligning the changing needs of individual and organization. Leadership & Organization Development Journal, 30(3), (2009). 197-223. https:// doi: 10.1108/01437730910949508.
[76]Chen, C.A., & Brudney, J. L. A Cross-Sector Comparison of Using Nonstandard Workers Explaining Use and Impacts on the Employment Relationship. Administration & Society, 41 (3), (2009). 313-339. https://.doi: 10.1177/0095399709334644.
[77]Hom, P. W., Tsui, A. S., Wu, J. B., Lee, T. W., Zhang, A. Y., Fu, P. P., & Li, L. Explaining employment relationships with social exchange and job embeddedness. Journal of Applied Psychology, 94(2), (2009). 277-297. https://doi: 10.1037/a0013453.
[78]Tsui, A. S., & Wu, J. B. The new employment relationship versus the mutual investment approach: Implications for human resource management. Human Resource Management, Summer, 44(2), (2005). 115–121. https:// doi: 10.1002/hrm.20052.
[79]Wang, D., Tsui, A., Zhang, Y., & Ma, L. Employment relationships and firm performance: Evidence from an emerging economy. Journal of Organizational Behavior, 24, (2003). 511-535. https://doi: 10.1002/job.213.
[80]Kessler, I., Coyle Shapiro, J. Restructuring the employment relationship in Surrey County Council. Employee Relations, 20(4), (1998). 365-382.
[81]Shore, L. M., & Barksdale, K. Examining degree of balance and level of obligation in the employment relationship: a social exchange approach. Journal of Organizational Behavior J. Organiz. Behav. 19, (1998).731-744.
[82]Lo´pez-Cabrales, A., Valle, R., & Galan, J. L. Employment relationships as drivers of firm flexibility and learning. Personnel Review, 40(5), (2011). 625-642. https://doi.org/10.1108/00483481111154478.
[83]Bray, M., Budd, J. W., & Macneil, J. The Many Meanings of Co-Operation in the Employment Relationship and Their Implications. British Journal of Industrial Relations, 0:0 May 2019 0007–1080, (2019). 1–28. https://doi: 10.1111/bjir.12473.
[84]Tsui, A., & Wang, D. Employment relationships from the employers perspective: current research and future directions. International Review of Industrial and Organizational Psychology, 17, (2002).77-114.
[85]Díaz-Fernández, M., López-Cabrales, A., & Valle-Cabrera, R. Strength of HRM systems and perceived organizational support as determinants of employment relationships: The perspective of HR managers and workers’ representatives. Business Research Quarterly,(2020).1–15.https://doi: 10.1177/2340944420977506.
[86]Bellou, V. Past working experience foretells future employment relationship quality. International Journal of Organization Theory & Behavior, 10(1), (2007). 35-50. https://doi.org/10.1108/IJOTB-10-01-2007-B002.
[87]Bardarova, S., & Ivana, S. Managers Role in achieving balance between people and organization. 50th International Scientific Conference Contemporary economic trends: technological development and challenges of competitiveness, (18 October 2019). 199-205.
[88] Alcover, C. M., Rico, R., Turnley, W. H., & Bolino, M. C. Understanding the changing nature of psychological contracts in 21st century organizations: Amultiple-foci exchange relationships approach and proposed framework. Organizational Psychology Review, 7(1), (2017).4–35. https://doi: 10.1177/2041386616628333.
[89]Rynes, S., Bartunek, J., Datton, J., & Margolis, J. Introduction yo special topic forum care and compassion through an organizational lens: opening up new possibilities.Academy of Management Review, 37(4),(2012).503-523. https://doi.org/10.5465/amr.2012.0124.
[90] Gitau, J. G., & Chebii, S. J. Prioritising employee-organisation relationships in non-profit organisations in Kenya: Antecedents, queries and contradictions. Journal of Development and Communication Studies, 7(1),(2020). 110 -123. https://doi.org/10.4314/jdcs.v7i1-2.7.