心理契約與互惠在芬蘭方面的研究【外文翻譯】

1、<p><b>　　外文翻譯</b></p><p><b>　　原文</b></p><p>　　Psychological contracts and reciprocity: a study in a Finnish context</p><p>　　Material Source: The Intern

2、ational Journal of Human Resource Management, Vol. 19, No. 9, September 2008 Author: Marjo-Riitta Parzefall</p><p>　　Psychological contract fulfilment and reciprocity perceptions</p>

3、<p>　　Following Meeker’s (1971) proposition that the pattern of reciprocity stems from the past exchange, perceived contract fulfilment by the employer should send a signal to the employees regarding employer’s co

4、mmitment and willingness to invest in and continue the exchange relationship. In other words, employer fulfilment of its unspecified psychological contract obligations demonstrates a generous approach and highlights the

5、voluntary inputs the employer is willing to contribute to the exchange. C</p><p>　　An exchange relationship underlined by the balanced norm of reciprocity, in turn, suggests clearer transactions and a busine

6、ss approach to the exchange even when the obligations are not specified in a contractual agreement. For example, if the employer did not previously fulfil its perceived obligation to give extra time off, the employee wou

7、ld be careful to consider how and when working overtime would be repaid rather than trusting in long-term unspecified reciprocation. Moreover, research on p</p><p>　　In sum, it is suggested that employer ful

8、filment of obligations influences employee’s perceptions of the form of reciprocity, and ‘the type of indebtedness’ that underlies the exchangerelationship as follows:</p><p>　　Hypothesis 1a: Perceived emplo

9、yer fulfilment of obligations will be positively associated withemployee perceptions of generalized reciprocity.</p><p>　　Hypothesis 1b: Perceived employer fulfilment of obligations will be negatively associ

10、ated withemployee perceptions of balanced reciprocity.</p><p>　　Psychological contract fulfilment and its attitudinal and behavioural outcomes</p><p>　　There is a consensus among researchers tha

11、t the psychological contract is an important determinant of employees’ behaviour and attitudes (Rousseau 1995; Guest 1998). This has been demonstrated in particular with regard to contract breach, and to some extent with

12、 regard to contract fulfilment. For example, the relationship between employer contract behaviour and organizational commitment (Coyle-Shapiro and Kessler 2000), organizational citizenship behaviour (Robinson and Wolfe M

13、orrison 1995) and </p><p>　　A conclusion emerging from the existing psychological contract research is that perceived employer fulfilment of obligations is reciprocated by increased employee affective commit

14、ment to the employer (Coyle-Shapiro and Kessler 2000). That is, perceived employer fulfilment of obligations generates a felt obligation followed by attitudinal reciprocation.Specifically, affective commitment captures t

15、he degree of emotional investment and identification with the organization and its goals, and can thu</p><p>　　Continuance commitment has received less attention than affective commitment in psychological co

16、ntract research but its development can be explained through attempts to reach balance in the exchange. Investments by the employee and the availability of employment alternatives play a central role in the development o

17、f continuance commitment (Becker 1960; Swailes 2002). For example, an employee may consider the costs of relocating a family to another city or spending time in acquiring organization-</p><p>　　Another turno

18、ver related attitudinal outcome associated with psychological contract is the intention to leave the organization. Existing research suggests that psychological contract breach is associated with increased intentions to

19、leave the organization (Turnley and Feldman 1998,1999). Indeed, quitting one’s job is one of the most overt responses to a situation in which employees perceive that their employer has wilfully violated the deal (Roussea

20、u 2004).Perceived psychological contract fulfil</p><p>　　Following from the demonstrated outcomes of psychological contract fulfilment and breachin the extant literature and from the behavioural principle pu

21、t forward by the norm reciprocity,</p><p>　　it is hypothesized that:</p><p>　　Hypothesis 2a: Perceived employer fulfilment of obligations will be positively related toaffective commitment.</p

22、><p>　　Hypothesis 2b: Perceived employer fulfilment of obligations will be negatively related tocontinuance commitment.</p><p>　　Hypothesis 2c: Perceived employer fulfilment of obligations will be

23、negatively related to intentions to leave.</p><p>　　Generalized reciprocity as a mediator in the contract fulfilment – outcome relationships.</p><p>　　The extent to which the perceived psycholog

24、ical contract obligations are fulfilled presents the essence of the psychological contract. Perceived contract fulfilment confirms the willingness of the exchange parties to live up to the norm and standards of reciproci

25、ty and it sets the stage for the future of the exchange relationship (Morrison and Robinson 1997; Rousseau 1995). Consequently, employee behaviours and attitudes represent acts of reciprocation to the employer for its in

26、puts to the excha</p><p>　　Employer fulfilment of psychological contract obligations indicates an exchange relationship characterized by generalized form of reciprocity as the exchange principle. Accordingly

27、, the contractual behaviour by the employee reflects the kind of indebtedness stemming from the perceived generalized form of reciprocity. Hence, employer’s contractual behaviour signals the form of reciprocity and the t

28、ype of exchange it seeks with the employee, through which employee reciprocation can be explained as</p><p>　　Hypothesis 3: Employee perceptions of generalized reciprocity will mediate the relationships betw

29、een perceived employer fulfilment of obligations and the outcomes of affective commitment, continuance commitment and intentions to leave the organization.</p><p>　　Balanced reciprocity and outcomes</p>

30、;<p>　　Balanced reciprocity suggests expectations of equivalent returns and timely reciprocation with the focus on one-to-one transactions (Sparrowe and Liden 1997). Employee perceptions of balanced norm of recipr

31、ocity as the underlying principle in the exchange relationship therefore reflect economic thinking and limited interest in the relationship on the part of the employer. Similarly, continuance commitment presents a calcul

32、ative and rational type of commitment to the employer and involves ‘book-k</p><p>　　At the same time balanced reciprocity with its short-term focus and time pressure for reciprocation provides little reason

33、for emotional attachment and identification with the organization. That is, the ‘quid pro quo’ economically orientated basis of balanced reciprocity is not likely to generate affective commitment towards the employer (Te

34、trick et al. 2004). Employees should however be more inclined to consider leaving the organization, when they perceive that their employer is seeking an exch</p><p>　　Hypothesis 4a:Balanced reciprocity will

35、be positively related to continuance commitment and intentions to leave the organization.</p><p>　　Hypothesis 4b:Balanced reciprocity will be negatively related to affective commitment.</p><p>&

36、lt;b>　　譯文</b></p><p>　　心理契約與互惠：在芬蘭方面的研究</p><p>　　數(shù)據(jù)源:國際人力資源管理期刊，第19卷 作者：Marjo Riitta </p><p>　　心理契約的形成與互惠理念</p><p>　　根據(jù)Meeker(1971)的觀點，互惠的模式是源于過去的交流，自覺履行合同的雇

37、主認(rèn)為應(yīng)該向員工傳達(dá)雇主愿意投資并繼續(xù)這種交換關(guān)系的信號。換句話說，履行不明確心理契約義務(wù)的雇主表現(xiàn)出一個慷慨的途徑，并強調(diào)雇主愿意作出貢獻(xiàn)，交流自愿投入。因此，自覺履行義務(wù)的雇主傳達(dá)了對于員工的信任和關(guān)注，同時暗示了在回報及時性和精準(zhǔn)性的不足。關(guān)于交流機制方面，雇員認(rèn)為應(yīng)該遵循雇主行為所產(chǎn)生的普遍互惠信號，并進(jìn)一步影響員工很可能當(dāng)成自己一部分看待的債務(wù)和隨后義務(wù)。相反地，互惠平衡的標(biāo)準(zhǔn)強調(diào)這樣一種交換關(guān)系即表明了甚至在義務(wù)沒有在合同中

38、特殊表明，員工能對這種交易有更清晰的活動和商業(yè)方式。舉例來說，如果雇主沒有履行其先前他認(rèn)為有義務(wù)給予額外的休息時間 ，那么員工就會仔細(xì)考慮如何以及何時加班可以獲得回報,而非相信長期不明的互惠。此外，關(guān)于心理契約違背的研究表明有著心理契約違背記錄的員工更可能看重他們就經(jīng)濟(jì)條款的心理契約。根據(jù)（羅賓森1996）以前關(guān)于心理契約違背的研究也都表明了心理契約違背如何降低了員工對雇主的信任。由（Lo and Aryee 2003）這些結(jié)果都表明了

39、心理契約違背破壞了社會交流基本關(guān)系，最終</p><p>　　總之，上述研究都表明了雇主義務(wù)履行會影響到員工對互惠形式和基于債務(wù)的交換關(guān)系的感知如下:</p><p>　　假設(shè)1a:自覺履行義務(wù)的雇主將會積極地影響員工對普遍互惠的感知。</p><p>　　假設(shè)1b: 自覺履行義務(wù)的雇主將會消極地影響員工對普遍互惠的感知。</p><p>　

40、　心理契約的形成以及其態(tài)度上和行為上的結(jié)果</p><p>　　學(xué)者們(Rousseau 1995; Guest 1998)得出了一直意見即心理契約是在員工行為和態(tài)度的重要決定性因素之一。這已被證明特別是對于違反合同，并在一定程度上對于合同履行。舉個例子，雇主契約行為和組織承諾 (Coyle-Shapiro and Kessler 2000),組織成員的行為(Robinson and Wolfe Morrison

41、 1995)和員工績效(Turnley, Bolino, ester and Bloodgood 2003)的關(guān)系在心理契約文獻(xiàn)中都有注明。員工態(tài)度和行為的變化可以通過互惠的過程進(jìn)行解釋。Coyle-Shapiro 在2001年提出互惠的過程即員工權(quán)重他們的就業(yè)協(xié)議，并依之調(diào)整他們的態(tài)度和行為作為響應(yīng)。</p><p>　　一個從現(xiàn)有心理契約研究（Coyle-Shapiro and Kessler 2000）中得

42、出的結(jié)論是雇主自覺履行其義務(wù)通過提高員工對其的情感承諾得到互惠。也就是說，雇主自覺履行義務(wù)產(chǎn)生一個態(tài)度上的互惠即自覺履行義務(wù)的態(tài)度。Millward and Hopkins 在1998年提出：具體來說，情感承諾關(guān)注感情投資和對該組織及其目標(biāo)的認(rèn)同程度，從而可以被描述為一個投入，一個通過員工的互惠行為。</p><p>　　因此，雇主履行心理契約的義務(wù)應(yīng)轉(zhuǎn)化為對員工的情感承諾的一部分。</p><

43、;p>　　在心理契約的研究中，比起情感承諾來說，繼續(xù)承諾沒有受到足夠的重視，但其發(fā)展可以通過試圖達(dá)到的交換平衡來解釋。Becker （1960）和Swailes （2002)都認(rèn)為員工的投資和就業(yè)計劃選擇都在繼續(xù)承諾的發(fā)展中起到中心的作用。例如，一個員工可能考慮把家搬到另一個城市的搬遷費用或則花費在獲得組織特殊技能的時間當(dāng)作對他/她尋求的回報的投資。Becker 于1960認(rèn)為 這些考慮都集中在經(jīng)濟(jì)上的原因，因此要使離開該組織的費

44、用都具體化。反過來來說，雇主履行心理契約體現(xiàn)了回報，并為員工將交換帶到一個平衡的狀態(tài)的投資提供價值。換句話說，雇主自覺履行和在中交流的平衡必須與較低層次的繼續(xù)承諾相聯(lián)系。此外，繼續(xù)承諾表明在此關(guān)系中'不得不留'或'被卡住'，而不是'想留'的感覺；雇主自覺履行心理契約的義務(wù)將有助于這種感情，這看似是不可能的。</p><p>　　另外一種因為態(tài)度結(jié)果產(chǎn)生的職工流動，與

45、心理契約相關(guān)?，F(xiàn)有的研究表明，心理契約的違背是與增加離開該組織意圖相關(guān)聯(lián)的。事實上，放棄自己的工作是對員工覺得到雇主故意違反協(xié)議這樣一個情況的最明顯反應(yīng)之一。</p><p>　　相應(yīng)地來說，自覺履行心理契約表明雇主的承諾和愿意繼續(xù)交換的關(guān)系，并應(yīng)該通過減少離開該組織的意圖得到互惠。根據(jù)在現(xiàn)存文獻(xiàn)中心理契約的履行和違背后所顯示的結(jié)果以及從在互惠規(guī)范的基礎(chǔ)上提出的行為原則上，作出假設(shè)：</p><

46、;p>　　假說2a：雇主自覺履行義務(wù)將與情感承諾呈正相關(guān)。假說2b：雇主自覺履行義務(wù)將與繼續(xù)承諾呈負(fù)相關(guān)。假說2c：雇主自覺履行義務(wù)將與離開組織的意圖呈負(fù)相關(guān)。</p><p>　　作為契約履行結(jié)果關(guān)系的調(diào)解員的廣義互惠</p><p>　　履行感知到的心理契約義務(wù)的程度表明了心理契約的本質(zhì)。自覺履行契約確認(rèn)了交換各方的意愿，不辜負(fù)互惠的規(guī)范和標(biāo)準(zhǔn)。它并為將來的交換關(guān)系設(shè)置了階段

47、（(Morrison and Robinson 1997; Rousseau 1995)。因此，對雇主為自覺履行心理契約關(guān)注的交換的投入和在此種關(guān)系下交換原則的感知結(jié)果，員工的行為和態(tài)度代表了互惠的結(jié)果。因此，感知到的互惠標(biāo)準(zhǔn)表現(xiàn)出一種產(chǎn)生隨后的員工自覺履行義務(wù)并解釋了如何發(fā)生了員工協(xié)議“重點”傾向。</p><p>　　雇主履行心理契約的義務(wù)，表示一個交換關(guān)系是以廣義的互惠形式作為交換準(zhǔn)則為特點的。相應(yīng)地，員工

48、的契約行為反映了從感知到廣義互惠形式中所產(chǎn)生的一種債務(wù)延伸形式。因此，雇主的契約行為標(biāo)志了互惠和其尋求與員工實現(xiàn)交流的形式。通過如下（見圖1）解釋員工互惠：</p><p>　　圖1：1a-3c的假說關(guān)系</p><p>　　假說3：廣義互惠理念將調(diào)解關(guān)于雇主自覺履行義務(wù)和情感承諾、繼續(xù)承諾和離職意向的結(jié)果之間的關(guān)系。</p><p><b>　　平衡互惠

49、和其結(jié)果</b></p><p>　　平衡互惠表明等值回報和關(guān)注一對一交易的及時互惠的期盼(Sparrowe and Liden 1997)。因此，平衡的互惠規(guī)范作為交換關(guān)系的基本原則，員工對其的理解反映經(jīng)濟(jì)思想和雇主關(guān)系方面的有限利益。同樣，繼續(xù)承諾表現(xiàn)了對雇主精明和理性型的承諾以及涉及到關(guān)于成本和收益。因此，員工更可能去在以平衡互惠為特點的關(guān)系中留在組織中，以便最大限度地從以廣義互惠關(guān)系為特點中

50、獲得她的回報。因此，對平衡互惠的理解應(yīng)有助于雇員的繼續(xù)承諾。</p><p>　　同時，有著短期目標(biāo)和對互惠的時間壓力的平衡互惠為沒有為情感與組織認(rèn)同理由。也就是說，從經(jīng)濟(jì)角度上來說，‘quid pro quo' 不大可能對雇主產(chǎn)生情感承諾(Tetrick et al.2004)。然而，當(dāng)他們覺得他們的雇主所尋求的交換關(guān)系是以互惠平衡的基礎(chǔ)上時，員工應(yīng)當(dāng)更傾向于考慮離開該組織。雖然有些員工可能滿意有嚴(yán)格經(jīng)