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1、原文原文：EffectsofPsychologicalContractBreachonganizationalCitizenshipBehavi:InsightsfromtheGroupValueModelRestubogSimonLloydD.HnseyMatthewJ.BdiaPrashant.EsposoSarahR.Psychologicalcontractbreachtakesplacewhenemployeesperceiv

2、ethattheirganizationhasfailedtodeliversatisfactilyonitspromises(Rousseau1995).Thebeliefthatapromisefutureobligationexistsisbasedexclusivelyontheemployee’sownperception.Suchabeliefmaybeintentionallyunintentionallyconveyed

3、viarecruitmentinterviewsperfmanceappraisalswrittenpersonnelpoliciesganizationalpractices(Deeryetal.2006).Breachwhichisacognitiveassessmentinvolvingthediscrepancybetweenwhathasbeenpromisedwhathasbeendeliveredisempirically

4、theeticallydistinctfromcontractviolationwhichreferstoanemotionalresponsearisingfromperceivedcontractualtransgression(Bdiaetal.inpressRobinsonMrison2000).Unsurprisinglypsychologicalcontractbreachhasnegativeconsequencesfga

5、nizationsemployees(Bdiaetal.inpressCoyleShapiroKessler2000KickulLester2001Restubogetal.2007RobinsonRousseau1994TurnleyFeldman2000Zagenczyketal.inpressZhaoetal.2007).Onewelldocumentedconsequenceofpsychologicalcontractbrea

6、chisthatemployeesarelesswillingtoengageinganizationalcitizenshipbehavis(OCBs)(RestubogBdia2006Restubogetal.20062007Robinson1996RobinsonMrison1995TurnleyFeldman2000Turnleyetal.2003).Traditionallythenegativeramificationsof

7、psychologicalcontractbreachhavebeenexplainedusingtheframewkofsocialexchangethey(CoyleShapiroConway2004)partofBlau’s(1964)largerexchangethey.Accdingtothisperspectiveemployeesarelargelydrivenbyinstrumentalconsiderationsass

8、ociatedwith‘givetake’betweentheindividualthegroup.UpholdingcontractswillincreaseOCBsftworeasons:(1)becausetheemployeefeelscompelledtoreciprocatethepositivebehavioftheganization(2)becausebyengaginginpositivebehavitheemplo

9、yeeismaximizinghisherchanceofbeingtreatedwellbytheganizationinthefuture.transactionalinnature.Butthereareothercircumstanceswhensymbolicconcernsmightbemepronounced:fexamplewhenemployeeshaveacollectivistientationwhenlevels

10、ofidentificationarehighwhenemployeesintendtostaywiththeganizationinthelongtermwhenemployeesarenewtotheganizationthebuildingblocksoftrustmutualrespecthaveyettobeestablished.Thecollaryofthisisthatthesocialexchangemodel–wit

11、hitsfocusoninstrumentalityselfinterestconcerns–mightbemepredictivewhenemployeeshaveanindividualistientationwhenlevelsofidentificationaremoderatetolowwhenemployeesarenotintendingtostaywiththeganizationinthelongtermwhenemp

12、loyeeshaveestablishedasecureplacewithintheganizationovertime.Todatehoweverthesepredictionsremainspeculation.Futureresearchisneededtosharpenourundersting(boththeeticallyempirically)oftheconditionsunderwhichthesocialexchan

13、gethegroupvaluemodelsmightbemelessuseful.TherearetwoassumedmechanismsfwhypsychologicalcontractbreachmightinfluenceOCBs.Oneexplanationisthatthereexistsauniversalnmofreciprocitysuchthathelpfulbehaviourisrepaidinkind(Gouldn

14、er1960).Iftheganizationengagesinunsupptiveunhelpfulways(e.g.bybreachingapsychologicalcontract)thenemployeesarereleasedfromtheirfeltobligationtoengageinpositivebehavisuchasOCBs.Asecondexplanation–favedbyBlau(1964)–isthatp

15、eoplearemotivatedtoreciprocatehelpfulbehavibecausetodosofurtherstheirselfinterest.Ifwerepaypositivebehavifromtheganizationwithpositiveemployeebehavi(e.g.OCBs)wemaximizeourchancesofreceivingfurtherpositivebehaviinthefutur

16、e.Ifwefailtorepayabenefitweriskviolatingthecycleofpositivitymeaningthatwelowerourchancesofreceivingfurtherpositivebehaviinthefuture.BothexplanationssuggestasomewhatimmediateproximalrelationshipbetweencontractbreachOCBsft

17、hisreasonresearchershaveoftenbeencontenttoidentifyadirectrelationshipbetweenthetwowithoutexaminingmediatingmechanisms.Othershoweverhavearguedthattrustisacriticalingredientinexchangerelationships(LoAryee2003Robinson1996Ro

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