組織公平感對(duì)組織公民行為的影響研究外文翻譯

1、<p><b>　　外文翻譯</b></p><p><b>　　原文1</b></p><p>　　Influence of Psychological Contract Breach</p><p>　　on Organizational Citizenship Behaviour and Trust<

2、/p><p>　　Psychological Contract Breach and OCB</p><p>　　Breach in psychological contract affects employee organizational citizenship behaviour. Several researches indicate a direct effect of contra

3、ct breach and OCB(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 th

4、rough the reduction of their commitment and their willingness to engage in OCB. Atabay (2007) surveyed 122 employees and found that the gre</p><p>　　that by doing so their fellow employees may be harmed. .Ho

5、wever, 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 psy

6、chological contract. In other words, if employees perceive that organization failed to meet obligations of its psychological contract will reduce their OCB. Thus it is hypothesized that:.</p><p>　　H1: Psycho

7、logical contract breach will have negative influence on employee’s organizational citizenship behavior.</p><p>　　Discussion</p><p>　　As the study is designed to fulfill two objectives i.e. to fi

8、nd out the influence of psychological contract breach on OCB and on trust, the obtained result revealed that breach influences both the variables.</p><p>　　Psychological contract breach was found to be posit

9、ively related to OCB. This seems to be odd because the finding goes against the accepted and established view that breach should result in lowering employee’s citizenship behaviour. However, this may be probably citizens

10、hip 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 towards their colleague and fellow empl

11、oyees, so</p><p>　　does not affect employee’s relation or helpful activities with their fellow employees. Going further in detail, it is found that breach in relational psychological contract results in lowe

12、ring 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 theirrela

13、tional obligations, they become disgusted, disappointed and frustrated and reduces their cit</p><p>　　Author: Md. Hassan Jafri</p><p>　　Nationality: India </p><p>　　Originate from:

14、National Academy of Psychology (NAOP) India (2008), 6</p><p><b>　　譯文1</b></p><p>　　心理契約的違背對(duì)組織公民行為和信任的影響</p><p>　　心理契約的違背影響員工的組織公民行為。幾個(gè)研究直接表明契約的違背和員工組織公民行為有直接影響(羅沙特伯格等人20

15、08；蘇亞佐2009)。羅勒和凱斯勒(2000)表明,在面對(duì)契約違反時(shí)員工會(huì)在和雇主的關(guān)系之間尋求平衡通過(guò)減少他們的承諾和不愿意做組織公民行為。亞特波(2007)調(diào)查了122名員工并發(fā)現(xiàn)心里契約更大的程度的違約員工就會(huì)減少做組織公民行為。這似乎暗示著一個(gè)規(guī)律心理契約和組織公民行為在雇傭關(guān)系中相互作用，相互影響。在確定這兩個(gè)變量之間的關(guān)系時(shí)，幾個(gè)已經(jīng)實(shí)施的研究表明高預(yù)期的心里契約帶來(lái)的滿(mǎn)足感會(huì)促使員工做出高水平的組織公民行為。如特勒等人(

16、2003),羅勒(2002)都已證實(shí)這個(gè)結(jié)果。 羅勒（2002）通過(guò)對(duì)心理契約在雇主和員工權(quán)利義務(wù)方面的測(cè)量評(píng)估表明組織公民行為的各個(gè)組成部分和心理契約是正向關(guān)系(從r = 0.10到r = 0.30) 。通過(guò)這一發(fā)現(xiàn)能推測(cè)如果員工的心理契約沒(méi)有得到實(shí)施和滿(mǎn)足，會(huì)對(duì)組織公民行為的實(shí)施造成消極影響。然而,約翰遜和科勒(2003)不認(rèn)為心理契約的違背和組織公民行為有直接的影響。他們提出了他們找到的原因，就是受委屈的員工會(huì)從他們同事那里得到支

17、持，如果</p><p>　　假設(shè)一:心理契約的違背將會(huì)對(duì)員工組織公民行為產(chǎn)生消極影響。</p><p><b>　　討論</b></p><p>　　作為研究被設(shè)計(jì)來(lái)完成兩個(gè)目標(biāo)即找到心理契約的違背對(duì)組織公民行為和信任的影響,得到的結(jié)果顯示,心理契約的違背對(duì)兩個(gè)變量都有影響。</p><p>　　但心理契約的違背被證明

18、對(duì)組織公民行為沒(méi)有明確的影響。這看起來(lái)很怪異因?yàn)樗`背了大家公認(rèn)的和已經(jīng)接受的觀點(diǎn)，即違背心里契約會(huì)照成員工減少做組織公民行為。但是，你要明白，組織公民行為在本質(zhì)上更多的是由你個(gè)人自由決定的，所以你做不做大部分要看你自己愿意還是不愿意。更進(jìn)一步說(shuō)，你愿不愿意做組織公民行為主要受你同伴的直接影響，老練的老板（雇主）他們違背的心理契約不會(huì)影響員工之間的關(guān)系和他們之間良性的互動(dòng)。更詳細(xì)的進(jìn)一步說(shuō)，違背心理契約帶來(lái)的低員工組織公民行為不是違背事

19、務(wù)性心里契約帶來(lái)的。這暗示員工更看重的是與自身相關(guān)的利益，如果他們的老板沒(méi)有做到，他們就會(huì)失望，厭惡并有挫折感，于是他們就會(huì)減少組織公民行為或是角色以外的工作。另一個(gè)原因也許是當(dāng)組織和員工有了契約，他們會(huì)對(duì)組織產(chǎn)生一種情感契約，感到組織本該給他們那些利益和權(quán)力。</p><p><b>　　作者：哈桑</b></p><p><b>　　國(guó)籍：印度 <

20、/b></p><p>　　出處：國(guó)家科學(xué)院心理學(xué)(NAOP)印度2011六月</p><p><b>　　原文2</b></p><p>　　Organisational Justice and Citizenship Behaviors:</p><p>　　A Study in the Portuguese

21、Cultural Context</p><p>　　ORGANISATIONAL JUSTICE AND CITIZENSHIP BEHAVIORS</p><p>　　The findings show that interactional justice is a better predictor of overall OCB and several OCB dimensions t

22、han are distributive and procedural justice. It is possible that employees see their supervisor as a representative of the organisation and react toward the organisation according to the way they feel treated by the supe

23、rvisor (Bateman & Organ, 1983; Farh et al., 1990;Moorman, 1991). This tendency is reinforced by Portugal’s cultural features,where femininity and affiliation make people </p><p>　　We do not argue that in

24、teractional justice is an important predictor of OCB exclusively in these cultural conditions. What we suggest is that some Portuguese cultural features may reinforce the role played by supervisors in promoting OCB. Futu

25、re research may collect equivalent samples in</p><p>　　different cultural contexts (Lynn, Hader, Gabler, & Laaksonen, 2004) and test whether the pattern of relationships found in the present research is

26、replicated in other contexts. Such equivalence must take into account individual values regarding variables such as masculinity/femininity, affiliation, individualism/collectivism, performance orientation, and equity sen

27、sitivity.We suggest that some inconsistencies in the literature regarding the relative power of the several justice dimensions for p</p><p>　　Our study also suggests that, between both dimensions of interact

28、ional justice, only the interpersonal one predicts some dimensions of OCB. It is likely that high femininity may make employees sensitive to the manner in which supervisors respect them and exhibit concern for their welf

29、are (Paine &Organ, 2000). The high power distance may also make employees comfortable with supervisors who do not give them explanations for decisions that affect them. The finding suggests that future studies may c&

30、lt;/p><p>　　The findings also suggest that, although OCB can be seen as a latent construct, some predictive power can be lost if the separate dimensions are neglected. For example, the relative strength of inte

31、rpersonal justice in predicting OCB dimensions with more a “personal” nature (interpersonal</p><p>　　harmony and personal initiative) is significantly greater than that of informational justice. Additional e

32、vidence suggesting the need to distinguish the several OCB dimensions is the fact that perceptions of justice do not predict the conscientiousness dimension of OCB. One possible explanation is that this dimension is more

33、 likely to be an in-role than an extra-role behavior (Vey & Campbell, 2007). People may feel compelled to behave conscientiously not because they wish to reciprocate the way </p><p>　　Author: Arméni

34、o Rego, Miguel Pina e Cunha</p><p>　　Nationality: Portugal</p><p>　　Originate from: Universidade de Aveiro, Universidade Nova de Lisboa</p><p><b>　　譯文2</b></p>&l

35、t;p>　　組織公正和組織公民行為:</p><p>　　一項(xiàng)在葡萄牙文化背景下的研究</p><p>　　組織公平感和組織公民行為</p><p>　　結(jié)果表明:互動(dòng)公平是能比分配公平和程序公平更好地預(yù)測(cè)組織公民行為?？赡苁菃T工認(rèn)為他們的主管是組織的代表和他們從主管那里感受到的做法代表著組織（Bateman & Organ,1983；Farh et

36、al.,1990；Moorman,1991)。這種傾向被葡萄牙的文化特色加強(qiáng)的,因?yàn)闇厝釟赓|(zhì)和友好關(guān)系都使人們對(duì)和主管的關(guān)系比冷的和代表沒(méi)有人情味的程序公平更敏。葡萄牙也得到了高的權(quán)力距離,這能解釋為什么員工不珍惜給組織決策和政策說(shuō)出自己的聲音和提供幫助的機(jī)會(huì)(程序正義的兩個(gè)重要部件)，因?yàn)樗麄冎匾暯换ス?。最?這葡萄牙文化也是以?xún)?nèi)集團(tuán)團(tuán)體主義者和低績(jī)效為導(dǎo)向,這可以使員工對(duì)大多數(shù)分配公平定義的公平原則不敏感。</p>

37、<p>　　我們不認(rèn)為交互公平是一項(xiàng)對(duì)組織公民行為唯一重要預(yù)測(cè)因子在這些文化條件中。我們所建議的是一些葡文化特征可以增強(qiáng)主管促進(jìn)組織公民行為的力量。未來(lái)的研究可能在不同的文化環(huán)境中收集等效樣本 (Lynn, Hader, Gabler, & Laaksonen, 2004) 和測(cè)試在當(dāng)前研究中發(fā)現(xiàn)的人際關(guān)系模式是否在其它文化中也能適用。這樣的等價(jià)必須考慮個(gè)人價(jià)值有關(guān)的變量。如男性氣概/陰柔氣質(zhì)、聯(lián)系、個(gè)人主義、集體主義

38、、執(zhí)行方向和股權(quán)的敏感性。我們發(fā)現(xiàn)在一些文獻(xiàn)中關(guān)于對(duì)預(yù)測(cè)組織公民行為成比例的幾個(gè)組織公平感的維度的不一致可能深植物與個(gè)體差異而不是資料收集控制的。</p><p>　　我們的研究還表明,在交互公平的二個(gè)維度之間,只有一個(gè)維度預(yù)測(cè)了組織公民行為。它有可能是因?yàn)閱T工的溫柔氣質(zhì)使他們對(duì)主管尊重他們和關(guān)懷他們福利的方法是高敏感的(Paine &Organ, 2000)。高的權(quán)力距離或許也會(huì)讓員工對(duì)管理者做出影響他

39、們的決策而不給解釋感到舒適。結(jié)果表明:未來(lái)的研究在預(yù)測(cè)組織公民行為的時(shí)候可能考慮文化因素,對(duì)比發(fā)現(xiàn)女性和高的權(quán)力距離對(duì)抗男性和低的權(quán)力距離文化。如果這樣的推論是正確的,它提出了交互公平的兩個(gè)因子看來(lái)是合適的。因子模型:(一)在女性和高的權(quán)力距離文化,它是可能的在預(yù)測(cè)組織公民行為方面人際關(guān)系是勝過(guò)信息的;(b)在男性和低權(quán)利距離文化,在預(yù)測(cè)組織公民行為方面信息是勝過(guò)人際關(guān)系的,至少,人們都一視同仁。你可能甚至認(rèn)為,每一個(gè)維度的重要性取決于

40、個(gè)人的價(jià)值觀。個(gè)人支持女性和高權(quán)力距離值是對(duì)人際關(guān)系比較敏感的,然而那些支持男性和低權(quán)力距離的比較敏感信息組件，或反應(yīng)都一樣。</p><p>　　調(diào)查結(jié)果還顯示,雖然組織公民行為可以被視為一個(gè)潛在的構(gòu)建,但如果獨(dú)立的維度被忽視一些預(yù)測(cè)力會(huì)丟失。例如, 相對(duì)較強(qiáng)的交互公平在預(yù)測(cè)組織公民行為的個(gè)人性質(zhì)方面(人際關(guān)系和諧和個(gè)人主動(dòng)性)是比信息公平更有深遠(yuǎn)意義的。額外的證據(jù)表明有必要區(qū)分幾個(gè)組織公民行為的維度是這樣的就

41、是正平感不能預(yù)測(cè)組織公民行為的盡職維度。一個(gè)可能的解釋是這個(gè)維度更有可能是一個(gè)自發(fā)行為而不是刺激行為(Vey & Campbell, 2007)。</p><p><b>　　作者：羅格，困哈</b></p><p><b>　　國(guó)籍：葡萄牙 </b></p><p>　　出處：從阿威羅大學(xué)，新星·德&#