心理契约中英文对照外文翻译文献

1、心理契约中英文对照外文翻译文献心理契约中英文对照外文翻译文献（文档含英文原文和中文翻译）心理契约中英文对照外文翻译文献APsychologicalContractPerspectiveonOrganizationalCitizenshipBehaviorJacquelineA-M.Coyle-ShapiroIndustrialRelationsLondonSchoolofEconomicsandPoliticalScienceAbstractThisstudyexaminedthecontributionofthepsychologicalcontractframeworktoundersta

2、ndingorganizationalcitizenshipbehavior(OCB)usingsurveydatagatheredatthreemeasurementpointsoverathreeyearperiodfrom480publicsectoremployees.Separatingperceivedcontractbreachintoitstwocomponents,thedatasuggestthatperceivedemployerobligationsexplaineduniquevarianceinthreedimensionsofcitizenshipbehavior

3、(helping,advocacyandfunctionalparticipation)beyondthataccountedforbyperceivedemployerinducements.Employees?acceptanceofthenormofreciprocitymoderatedtherelationshipbetweenemployerinducementsandthedimensionsofadvocacyandfunctionalparticipation.Employees?trustintheiremployermoderatedtherelationshipbetw

4、eenperceivedemployerobligationsandthedimensionsofadvocacyandfunctionalparticipation.Contrarytothehypothesis,proceduralorinteractionaljusticewerenotfoundtomoderatetherelationshipbetweenthepsychologicalcontractandOCB.Theimplicationsofthefindingsforpsychologicalcontractresearcharediscussed.Introduction

5、Inthepastdecade,agooddealofresearchhasbeenconductedonemployeeresponsestopsychologicalcontractbreach.Whenanemployeeperceivesthathis/heremployerhasfailedtofulfilloneormorepromisedobligations,he/sheislikelytoreciprocateinanumberofways.Assuch,existingempiricalresearchdemonstratesthatcontractbreachisrela

6、tedtoloweremployertrust(Robinson,1996),jobsatisfaction(Robinson&Rousseau,1994),organizationalcommitment(Coyle-Shapiro&Kessler,2000),intentionstoremain(Turnley&Feldman,1999)in-roleandextra-roleperformance(Robinson,1996;Robinson&Morrison,1995).ThePsychologicalContractisapowerfuldecidin

7、gfactoroforganizationalbehavior,and心理契约中英文对照外文翻译文献necessaryinthemaintenanceofPsychologicalContractviolationonthebehaviorofemployeesunderthecontextofchineseculturehasimportantsignificance.InthedynamicdevelopmentofPsychologicalContract,employeeswillhavetwoimportantsubjectiveperceptions:PsychologicalCo

8、ntractViolationandPerceivedOrganizationSupport.therearemutualinfluencesbetweenthem;theincreasingPerceivedOrganizationalSupportcaneffectivelyinhibitPsychologicalContractViolation,whichispositivelysignificantinhumanresourcesmanagementpractice.Perceivedcontractbreachresultsinasenseofdiscrepancybetweenw

9、hatispromisedandwhatisfulfilled.Thisperceiveddiscrepancyleadstounmetexpectations,alossoftrust(Robinson,1996)andjobdissatisfaction(Turnley&Feldman,2000),whichinturnnegativelyaffectsemployeecontributions.Itistheperceptionofadiscrepancythatisthemotivationalmechanismunderlyingmuchofthisresearch.Itse

10、ems,therefore,thattheroleofpromises(i.e.perceivedobligations)islimitedtoprovidingthebaselinetowhichanindividualcompareswhattheyhavereceived.However,perceivedobligationsmayexertanimportantinfluenceonemployeebehaviorforthefollowingreason:promisesmaderepresentpotentialfutureinducementsthatanemployeemay

11、ormaynotreceiveinthecourseoftheirrelationshipwiththeemployer.Whetherthesepotentialinducementsarerealizediscontingentuponhowtheemployeebehavesinthatrelationship.Consequently,employeesshouldbemotivatedtobehaveinamannerthatincreasesthelikelihoodofthosepromisesbeingfulfilled.Theprimarypurposeofthisresea

12、rchistogainabetterunderstandingofhowpsychologicalcontractsaffectemployeebehavior.Specifically,thisstudyhopestoadvancepriorresearchintwoways.First,thisstudyexaminestheconcurrenteffectsofperceivedemployerobligationsandinducementsonemployees?reportedorganizationalcitizenshipbehavior(OCB).Byseparatingth

13、ecomponentsofcontractbreach,thispermitsanexaminationoftheuniquefeatureofthepsychologicalcontract;thatis,itsfocusonobligations.IfperceivedemployerobligationsandinducementshaveindependenteffectsonOCB,thiswouldprovidepreliminarysupportfortheviewthatthepsychologicalcontractisdistinctiveincapturingpresen

14、taswellasanticipatedinducements.AsecondaimofthisstudyistoexaminewhetherdifferencesexistbetweenperceivedemployerobligationsandinducementsintermsoftheirrelationshipwithOCB.Thisisaccomplishedbyinvestigatingthemoderatingroleofemployees?acceptanceofthenormofreciprocity,proceduralandinteractionaljusticean

15、dtrustintheemployerintherelationshipbetweenthecomponentsofbreachandOCB.ExchangeModels心理契约中英文对照外文翻译文献TheexchangemodelproposedbyBarnard(1938)andlaterrevisedbyMarchandSimon(1958)positedthatindividualsexchangetheircontributionsforcertaininducementsthattheorganizationprovides.Subsequently,Blau(1964)disti

16、nguishedbetweensocialandeconomicexchangethatdifferamongotherthingsonthenatureoftheinducementsbeingofferedbytheorganization;economicexchangeemphasizesthefinancialandmoretangibleaspectsoftheexchangewhilesocialexchangeemphasizesthesocio-emotionalaspectsoftheexchange(Shore,Tetrick,Lynch&Barksdale,20

17、02).Centraltosocialexchangetheoryisthenormofreciprocity(Gouldner,1960)thatobligatesindividualstorespondpositivelytofavorabletreatmentreceivedfromothers(Blau,1964).Acommonfeatureoftheseexchangemodelsistheirexclusivefocusontheinducementsprovidedintherelationship.Gould(1979)arguesthatalimitationofthese

18、frameworksisthattheyfailtoconsidertheimpactofemployeeexpectationsforfutureorganizationaloutcomes.Consequently,Gould(1979)recommendsthatresearchattentionshouldbedirectedtowardsoperationalizingfutureanticipatedrewardsthatanemployeemayreceiveinthecourseofhis/herexchangerelationshipwiththeemployer.Theps

19、ychologicalcontractframeworkseemsappropriateasitcapturesperceivedemployerobligations(anticipatedinducements)alongsidepresentinducements.Thisextendedfocus,intheory,differentiatesthepsychologicalcontractfrominducementbasedexchangemodels.PsychologicalContractsCriticsofthepsychologicalcontractframeworkm

20、aywellarguethatcontractbreachisnotdistinctivefromotherexchangerelatedconstructsthatcapturehowwellorfairlyemployeesfeeltheiremployertreatsthem.Guest(1998)suggeststhattheremaybepotentialconceptualoverlapbetweensocialexchangetheoryandthepsychologicalcontractthatmaybringintomethodologicalstance,Arnold(1

21、996)arguesthatcontractbreachcombinestwoelements:obligationsandfulf川mentofobligationsandhence,itmaybeoneoftheelementsthatissignificantinexplainingtheoutcomes.Ifthisisthecase,theconceptualoverlapbetweenthepsychologicalcontractandrelatedconstructsmaybecomeproblematicinthatadistinctivefeatureofthepsycho

22、logicalcontract(missoryobligations)becomesillusory.Consequently,itisimportanttoempiricallyexaminetheaddedcontributionofperceivedemployerobligationstounderstandingemployeebehavior.questionthe“addedvalue”ofthepsychoitrgiictaibdJDstruct.AlongsimilarlinesfromaPsychologicalContractViolationhasanim

23、portantimpactonemployees'OrganzationCommitmentandOrganizationalCitizenshipBehavior.Theresultsshowthat:inthecontextofChineseculture,thePsychologicalContractViolationofemployeesnegativelycorrelatedwith心理契约中英文对照外文翻译文献OrganizationalCitizenshipBehaviorofemployees.PsychologicalContractViolationofemplo

24、yeesisagoodpredictoroftheirOrganizationCommitmentandOrganizationCitizenshipBehavior;wecanseefromthis,employees'PsychologicalContractViolationimpactsenterprises.OnonehandPsychologicalContractViolationwouldresultinlowerOrganizationCommitment,whichnotconducivetostability;ontheotherhandPsychological

25、ContractViolationwouldcausereductionofOrganizationalCitizenshipBehaviorexpected,whichisnotconducivetobusinessperformanceimprovement.Allthiswillimpactlongtermdevelopmentofenterprises.PerceivedOrganizationalSupportisanotherimportantsubjectiveperception,itisaseriesofemployees'convictionsabouthowgre

26、atimportancetheorganizationsattachtothecontributionandtheoverallwell-beingofemployees.TheincreasingPerceivedOrganizationalSupportcaneffectivelyinhibitPsychologicalContractViolationandreduceitsnegativeeffectivelyinhibitPsychologicalContractViolationandreduceitsnegativeeffects.Researchconfirmsthatperc

27、eivedOrganizationalSupportmediatestherelationshipbetweenPsychologicalContractViolationanditsoutcomes:OrganizationCommitmentandOrganizationalCitizenshipBehavioroftheemployees,whichissignificant,inthecaseofviolationofthePsychologicalContract,enterprisescantakeeffectivemeasurestoincreasetheirPerceivedO

28、rganizationalSupport,andintervenePsychologicalContractViolationtoreduceoradverseeffects.TheorganizationTheresearchwascarriedoutinalocalauthorityintheSouthEastofEngland.Centeredonarelativelyaffluentpartofthecountry,theauthoritywasresponsiblefortheprovisionofawiderangeofpublicservicesincludingeducatio

29、n,socialservices,highwaysmaintenance,homecarefortheelderlyandfirefighting.Followingaperiodofpoliticalandfinancialstabilityandindeedrelativeeconomicwellbeingthroughoutthe1980s,theauthoritywassubjecttoarangeofpressuresanddifficultiesinthesucceedingdecadeTheauthority?sresponsetothesecombinedpressuressa

30、wafairlyradicalchangeinthegeneralstructureandoperationofthecouncilaswellasinthemorespecificmanagementofemploymentrelationship.MethodologyProcedureandsampleThedatausedherearepartofabroaderstudyonthepsychologicalcontract.Participantsweresurveyedthreetimesoverathree-yearperiod.Attime1,21,000心理契约中英文对照外文

31、翻译文献surveysweremailedand6,900respondentsreturnedcompletedsurveys.MeasuresPerceivedemployerobligations.Thesenineitemstappedtypicalaspectsoftheemploymentrelationshipinvestigatedinpreviousresearch(Rousseau,1990)andincludedlongtermjobsecurity,goodcareerprospects,interestingwork,involvementindecisionmaki

32、ng,supporttolearnnewskills,payincreasestomaintainstandardofliving,fairpayincomparisontoemployeesdoingsimilarworkinotherorganizations,fairpayforresponsibilitiesinthejobandfringebenefitsthatarecomparabletoemployeesdoingsimilarworkinotherorganizations.IsubstitutedthefollowingofRousseau?sitms:highpayand

33、paybasedoncurrentlevelofperformanceforitemsrelatingtofairnessofpayandbenefitstoensureappropriatenessforthepublicsector.Aspreviousresearchsuggeststhatsometermsofthepsychologicalcontractmaybeofgreaterimportancetospecificemployeesandconsequentlyshouldbeweightedmoreheavilythanothers(Robinson,1996).Conse

34、quently,employeeswereaskedtoindicatehowimportanttheyfeltitwasfortheemployertoprovidethesamelistofobligationsalonga7-pointscalerangingfrom,notatallimportant?to,extremelyimportant?.Tocreateanoverallmeasureofperceivedemployerobligations,Imultipliedeachindividualitembyitscorrespondingimportance.Therefor

35、e,anitemthatwashighlyobligatedandofgreatimportancewouldhavegreaterweightingthananitemthatwasweaklyobligatedandoflessimportance.Perceivedemployerinducements.Normofreciprocity.Trustinemployer.Proceduraljustice.Organizationalcitizenshipbehavior.心理契约中英文对照外文翻译文献ResultsFromtable1,theresultssupportthefacto

36、rialindependenceoftheconstructs.Scalemeans,standarddeviations,reliabilities,andcorrelationsarereportedinTable2.AsTable3shows,perceivedemployerinducementswerepositivelyrelatedtotwodimensionsofcitizenshipbehavior;functionalparticipation(0=.10,p<.05)andloyalty(0=.30,p<.01)provisupportforhypothesi

37、s1.AsTable4shows,thiswassupportedfortwodimensionsofOCB.DiscussionTheresultsofthisstudysupportthecontentionthatthepsychologicalcontractisdistinctivefromothersocialexchangeconstructsthatfocusexclusivelyontheinducementsreceivedintheexchangerelationship.Specifically,theanticipationoffutureinducementsisi

38、mportantinexplainingemployees?willingnesstoengageinOCBbeyondthemotivationalinfluenceofpresentinducements.Second,thedifferencebetweenperceivedobligationsandinducementsissupportedintermsoftheirrespectiverelationshipwithOCB;trustintheemployerstrengthenstherelationshipbetweenemployerobligationsandOCB;ac

39、ceptanceofthenormofreciprocitystrengthenstherelationshipbetweenemployerinducementsandOCB.Finally,thepsychologicalcontractframeworkhadadifferentialeffectonthesubstantivecategoriesofOCB.Themotivatingeffectofperceivedemployerobligationscanbeunderstoodifoneconsidersthenatureofwhatisbeingexchangedinmoste

40、mploymentrelationships.Somepromisesmadebytheemployermaybespecificanddiscretetherebyhavingaclearendpointinwhichapromiseisjudgedtobefulf川edorbroken.Thereisempiricalevidencesuggestingthatmanagerstakeintoaccountemployees?citizenshipbehaviorwhendeterminingevaluationratings(Podsakoffetal.,2000),whichintur

41、nmayaffectwhetherpromisesmadebytheemployerarefulf川ed.Therefore,byengaginginOCB,employeesmaybeincreasingtheprobabilitythatfutureinducementsareforthcoming.Theacceptanceofthenormofreciprocitythatunderliesexchangerelationshipsislikelytovaryacrossindividualsandinfluencethecontributionstheyarewillingtomak

42、einthatrelationship.Ontheotherhand,anindividual?strustinhis/heremployerhelpsstrengthentherelationshipbetweenfutureanticipatedinducementsandproactivereciprocation.The心理契约中英文对照外文翻译文献existenceoftrusthasbeenhighlightedascentraltoexchangerelationships(Blau,1964)intermsofhowemployeesinterpretandrespondtop

43、erceivedemployerbehavior(Robinson&Rousseau,1994;Robinson,1996).Employeeswhohavegreatertrustintheiremployeraremorelikelytoinvestinthefutureofthatrelationshipbasedontheirbeliefthattheemployerwillcontinuetomaintaintherelationshipbydeliveringonfuturepromises.ImplicationsResultsofthisstudyhighlightth

44、eimportanceofpromissoryobligationsinpredictingemployees?citizenshipbehavior.Itistheinclusionofobligationsthatdistinguishesthepsychologicalcontractfromsocialexchangeconstructsthatexclusivelycaptureperceivedemployertreatmentwithouttakingintoaccountpotentialfuturetreatmentbytheemployer.Asthepsychologic

45、alcontractcapturesanticipatedinducements(e.g.obligations)alongsidepresentinducements,itmayprovideamorecomprehensivebasistoexamineemployeereciprocityinexchangerelationships.Therefore,managersneedtobecarefulaboutwhattheypromiseparticularlyinthecontextoforganizationalchangewhenrenegingofpromisesmaybemo

46、reprevalent.Second,managersneedtobeawarethatemployeesmaydifferintheextenttowhichtheyacceptthenormofreciprocityintheirexchangerelationshipwiththeemployer.StrengthsandWeaknessesAnimportantstrengthofthisstudyisitssampleofdiversepublicsectoremployees,whichremainsunder-researchedfromapsychologicalcontrac

47、tperspective.Anotherstrengthofthisstudyisthatitprovidesacomplementarymotivationalbasetothatprovidedbycontractbreachinunderstandingtheconsequencesofexchangerelationships.Inaddition,thestudyhasanumberofmethodologicallimitations.First,allthevariablesweremeasuredwithself-reportsurveymeasures.Consequentl

48、y,theobservedrelationshipsmayhavebeenartificiallyinflatedasaresultofrespondents?endenciestorespondinaconsistentmanner.However,themeasurementoftheindependentanddependentvariablesoverthreemeasurementoccasionsreducesthepotentialforcommonmethodbias.FutureResearchIntermsofreplication,furtherstudieswithdi

49、fferentsamplesshouldexaminetheindependentconsequencesofthecomponentsofcontractbreachandhencelendfurthersupporttoorquestionthedistinctivecontributionofpsychologicalcontractsinourunderstandingoftheexchangerelationship.Withrespecttoextension,additionalresearch心理契约中英文对照外文翻译文献couldexploreotherhypothesize

50、ddeterminantsofproactiveoranticipatoryreciprocationaswellaspotentialmoderatingvariablesinthisrelationship.Therelationshipbetweenjusticeandpsychologicalcontractsmeritsadditionalexamination.Perceptionsofjusticehavebeentreatedasanantecedentofcontractviolations(Tekleab&Taylor,2000)andalsoasanoutcome

51、ofcontractbreach/fulfillment(Liao-Troth,1999).BladerandTyler(2000)findempiricalsupportforacommunalexchangeperspectivetounderstandingOCBthatmayprovideagatewaytoexploringOCBbeyondsocialexchange.ReferencesAiken,L.S.West,S.G.1991.MultipleRegression:TestingandInterpretingInteractions.Armeli,S.Eisenberger

52、,R.Fasolo,P.Lynch,P.1998.Perceivedorganizationalsupportandpoliceperformance:Themoderatinginfluenceofsocioemotionalneeds.JournalofAppliedArnold,J.1996.Thepsychologicalcontract:Aconceptinneedofcloserscrutiny?.EuropeanJournalofWorkandOrganizationalPsychology5:511-520.Barnard,C.I.1938.TheFunctionsoftheE

53、xecutive.HarvardUniversityPressBies,R.J.andMoag,J.S.1986.Interactionaljustice:Communicationcriteriaforfairness.Blader,S.L.Tyler,T.R.2000.Beyondreciprocity:theroleofrelationshiporientationinexplainingcooperativeorganizationalbehavior.InJ.Neuman&J.Coyle-Shapiro(Chairs),Employee-EmployerReciprocity

54、:WithinandBeyondtheEmploymentRelationship.SymposiumconductedatthemeetingoftheSocietyforIndustrialandOrganizationalPsychology,NewOrleans,Louisiana.Blancero,D.M.Kreiner,G.E2000.The"anticipatorypsychologicalcontract":Employer/employeeobligationsandjobchoice.Paperpresentedattheannualmeetingoft

55、heAcademyofManagement,Toronto.Blau,P.1964.Exchangeandpowerinsociallife.Wiley:NewYork.Brockner,J.,DewittR.L.,Grover,S.Reed,T.1990.Whenitisespeciallyimportanttoexplainwhy:factorsaffectingtherelationshipbetweenmanagers?explanationsofalayoffandsurvivors?reactionstoalayoff.JournalofExperimentalSocialPsyc

56、hology,26:28407.Brockner,J.Weisenfeld,B.M.1996.Anintegrativeframeworkforexplainingreactions心理契约中英文对照外文翻译文献todecisions:Interactiveeffectsofoutcomesandprocedures.PsychologicalBulletin120摘要本研究以了解使用三个测量点超过480公共部门的雇员在三年期间收集的调查数据组织公民行为（OCB）心理契约框架的贡献。分离感知违约到它的两个组成部分，该数据表明，认为雇主义务的公民行为（帮助，倡导和参与功能），超出的比重由感知雇主

57、利诱三个维度解释独特变异。员工接受互惠规范的用人单位主持利诱宣传和参与功能的尺寸之间的关系。雇员在雇主的信任主持感知雇主的义务，宣传和参与功能的尺寸之问的关系。相反的假设，程序和互动公平，未发现中度心理契约与组织公民行为之间的关系。对心理契约的研究调查结果的影响进行了讨论。前言在过去的十年中，对员工的心理契约违背有很多专家学者进行了大量的研究。当员工认为他/她的雇主未能满足一个或多个承诺的义务，他/她可能采取多种方式。因此，现有的实证研究表明，违约是降低对雇主的信任度（鲁滨孙，1996）,工作满意度（鲁滨孙&卢梭，1994）、组织承诺（科伊尔夏皮罗&凯斯勒，2000）,意图保持

58、（Turnley&费尔德曼，1999）中的作用和角色外绩效（鲁滨孙，1996;鲁滨孙&墨里森，1995）。心理契约是组织行为的一个有力的决定因素，并在必要时对员工的中国文化背景下的行为维护心理契约违背具有重要的意义。在心理契约的动态发展，员工将有两个重要的主观感受：心理契约违背和感知组织支持。还有他们之间的相互影响，越来越多组织支持感能有效地抑制心理契约违背，这是人力资源的积极显著管理实践。我们认为契约的违背在承诺了什么实现了什么有不一样的结果。这种感知的差异导致未满足的期望、信任的丧失（鲁滨孙，1996）和工作白不满（Turnley&费尔德曼，2000）,这反过来又影

59、响了员工的贡献。这是一个差异的感知，这是本研究的动机机制。因此，它似乎是承诺的作用（即认为义务）是有限的，提供了一个单独的基线相比，他们已经收到。然而，感知义务可能产生重要影响的员工行为的原因如下：承诺代表未来的潜在诱因，员工可能会或可能不会接受在与雇主的关系的过程。这些潜在的诱因是否实现取决于员工的行为如何，关系。因此，员工应被激励的行为，增加了这些承诺的可能性被履行的方式。本研究的主要目的是为了更好地了解心理契约对员工行为的影响。具体而言，本研究希望通过对这两种方式的研究，以期推动以前的研究。首先，本研究认为雇主义务和诱因对报道的组织公民行为的员工的共同作用（OCB）o通过分离的组成部分的合同违约，这使得一个考试的心理契约的独特功能，即，其重点是义务。如果认为雇主义务和诱因对组织公民行为的独立影响，这将提供初步支持认为，心理契约是独特的捕捉当前以及预期的诱因。本研究的第二个目的是检查是否存在差异，认为雇主义务与诱因与组织公民行为之间的关系。这是通过对员工的互惠规范验收的调