组织公平感对组织公民行为的影响研究外文翻译

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1、外文翻译 原文 1 Influence of Psychological Contract Breach on Organizational Citizenship Behaviour and Trust Psychological Contract Breach and OCB Breach in psychological contract affects employee organizational citizenship behaviour. Several researches indicate a direct effect of contract breach and OCB(

2、Restubog, et al. 2008； Suazo 2009). Coyle-Shapiro and Kessler (2000) suggest that when faced with contract violation, employees seek to remedy the imbalance in their relationship with their employers through the reduction of their commitment and their willingness to engage in OCB. Atabay (2007) surv

3、eyed 122 employees and found that the greater the degree of psychological contract breach reported by employees, the less likely they are to engage in OCB. This seems that rule of reciprocity implies in this relationship. In determining the relationship between the two variables several researches h

4、ave been conducted which suggests that high expectations of psychological contract fulfillment will be associated with high levels of OCB such as Turnley et al.(2003), Coyle-Shapiro (2002). Coyle-Shapiro (2002) reported positive correlations (ranging from r=0.10 to r=0.30) between various components

5、 of OCB and the psychological contract fulfillment with the latter being assessed through both employer obligations and employer inducements. Through this finding it can be inferred that perception of non-fulfillment of employees psychological contract will have negative effect on OCB. However, John

6、son and OLeary-Kelly (2003)prediction of a direct effect of psychological contract breach on OCB was not supported. They proffered the explanation for this finding that aggrieved employees may not withdraw support from co-workers if they perceive that by doing so their fellow employees may be harmed

7、. .However, extrapolating from above findings, my proposition is that employees will be engaged in OCB when employees feel that the organization is committed to honor its obligations, under the terms and conditions of the psychological contract. In other words, if employees perceive that organizatio

8、n failed to meet obligations of its psychological contract will reduce their OCB. Thus it is hypothesized that:. H1: Psychological contract breach will have negative influence on employees organizational citizenship behavior. Discussion As the study is designed to fulfill two objectives i.e. to find

9、 out the influence of psychological contract breach on OCB and on trust, the obtained result revealed that breach influences both the variables. Psychological contract breach was found to be positively related to OCB. This seems to be odd because the finding goes against the accepted and established

10、 view that breach should result in lowering employees citizenship behaviour. However, this may be probably citizenship behaviour is more a personal and discretionary in nature, so it mainly depends upon the individual employees to do it or not. .Further this type of behaviour is mainly directed towa

11、rds their colleague and fellow employees, so perception of breach which is experienced with the employer / organization, does not affect employees relation or helpful activities with their fellow employees. Going further in detail, it is found that breach in relational psychological contract results

12、 in lowering employee citizenship behaviour and not the transactional psychological contract breach. This imply that employees give more value to the relational contract and if they feel that employer is not fulfilling theirrelational obligations, they become disgusted, disappointed and frustrated a

13、nd reduces their citizenship behaviour or extra role behaviour. Another reason may be that in relational psychological contract, employees somehow has emotional relational with the organization, develops some sort of ownership with the organization. Author: Md. Hassan Jafri Nationality: India Origin

14、ate from: National Academy of Psychology (NAOP) India (2008), 6 译文 1 心理契约的违背对组织公民行为和信任的影响 心理契约的违背影响员工的组织公民行为。几个研究直接表明契约的违背和员工组织公民行为有直接影响 (罗沙特伯格等人 2008； 苏亚佐 2009)。罗勒和 凯斯勒 (2000)表明 ,在面 对契约 违反时员工会在和雇主的关系之间寻求平衡通过减少他们的承诺和不愿意做组织公民行为。 亚特波 (2007)调查了 122名员工并发现心里契约更大的程度的违约员工就会减少做组织公民行为。这似乎暗示着一个规律心理契约和组织公民行为在雇

15、佣关系中相互作用，相互影响。在确定这两个变量之间的关系时，几个已经实施的研究表明高预期的心里契约带来的满足感会促使员工做出高水平的组织公民行为。如特勒等人 (2003),罗勒 (2002)都已证实这个结果。 罗勒（ 2002）通过对心理契约在雇主和员工权利义务方面的测量评估表明组织公民行为的 各个组成部分和心理契约是正向关系 (从 r = 0.10到 r = 0.30) 。通过这一发现能推测如果员工的心理契约没有得到实施和满足，会对组织公民行为的实施造成消极影响。然而 ,约翰逊和科勒 (2003)不认为心理契约的违背和组织公民行为有直接的影响。他们提出了他们找到的原因，就是受委屈的员工会从他们

16、同事那里得到支持，如果他的同事认为他收到了伤害的话。然而，立足于以上的发现，我认为，在员工认为该组织是致力于尊敬员工的权利心理契约的条款和条件下，他们将会从事组织公民行为。换句话说 ,如果员工认为组织未能完成它的心理契 约义务，就会减少组织公民行为。因此假设： 假设一 :心理契约的违背将会对员工组织公民 为产生 消极影响。 讨论 作为研究被设计来完成两个目标即找到心理契约的违背对组织公民行为和信任的影响 ,得到的结果显示 ,心理契约的违背对两个变量都有影响。 但心理契约的违背被证明对组织公民行为没有明确的影响。这看起来很怪异因为它违背了大家公认的和已经接受的观点，即违背心里契约会照成员工减少做组织公民行为。但是，你要明白，组织公民行为在本质上更多的是由你个人自由决定的，所以你做不做大部分要看你自己愿意还是不愿意。更进一步说 ，你愿不愿意做组织公民行为主要受你同伴的直接影响，老练的老板（雇主）他们违背的