組織公平感對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,在面對契約違反時員工會在和雇主的關系之間尋求平衡通過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減少做組織公民行為。這似乎暗示著一個規(guī)律心理契約和組織公民行為在雇傭關系中相互作用，相互影響。在確定這兩個變量之間的關系時，幾個已經(jīng)實施的研究表明高預期的心里契約帶來的滿足感會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)都已證實這個結果。 羅勒（2002）通過對心理契約在雇主和員工權利義務方面的測量評估表明組織公民行為的各個組成部分和心理契約是正向關系(從r = 0.10到r = 0.30) 。通過這一發(fā)現(xiàn)能推測如果員工的心理契約沒有得到實施和滿足，會對組織公民行為的實施造成消極影響。然而,約翰遜和科勒(2003)不認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從他們同事那里得到支

17、持，如果</p><p>　　假設一:心理契約的違背將會對員工組織公民行為產(chǎn)生消極影響。</p><p><b>　　討論</b></p><p>　　作為研究被設計來完成兩個目標即找到心理契約的違背對組織公民行為和信任的影響,得到的結果顯示,心理契約的違背對兩個變量都有影響。</p><p>　　但心理契約的違背被證明

18、對組織公民行為沒有明確的影響。這看起來很怪異因為它違背了大家公認的和已經(jīng)接受的觀點，即違背心里契約會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。更進一步說，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影響員工之間的關系和他們之間良性的互動。更詳細的進一步說，違背心理契約帶來的低員工組織公民行為不是違背事

19、務性心里契約帶來的。這暗示員工更看重的是與自身相關的利益，如果他們的老板沒有做到，他們就會失望，厭惡并有挫折感，于是他們就會減少組織公民行為或是角色以外的工作。另一個原因也許是當組織和員工有了契約，他們會對組織產(chǎn)生一種情感契約，感到組織本該給他們那些利益和權力。</p><p><b>　　作者：哈桑</b></p><p><b>　　國籍：印度 <

20、/b></p><p>　　出處：國家科學院心理學(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>　　結果表明:互動公平是能比分配公平和程序公平更好地預測組織公民行為。可能是員工認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的,因為溫柔氣質(zhì)和友好關系都使人們對和主管的關系比冷的和代表沒有人情味的程序公平更敏。葡萄牙也得到了高的權力距離,這能解釋為什么員工不珍惜給組織決策和政策說出自己的聲音和提供幫助的機會(程序正義的兩個重要部件)，因為他們重視交互公平。最后,這葡萄牙文化也是以內(nèi)集團團體主義者和低績效為導向,這可以使員工對大多數(shù)分配公平定義的公平原則不敏感。</p>

37、<p>　　我們不認為交互公平是一項對組織公民行為唯一重要預測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主管促進組織公民行為的力量。未來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) 和測試在當前研究中發(fā)現(xiàn)的人際關系模式是否在其它文化中也能適用。這樣的等價必須考慮個人價值有關的變量。如男性氣概/陰柔氣質(zhì)、聯(lián)系、個人主義、集體主義

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

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

40、個人的價值觀。個人支持女性和高權力距離值是對人際關系比較敏感的,然而那些支持男性和低權力距離的比較敏感信息組件，或反應都一樣。</p><p>　　調(diào)查結果還顯示,雖然組織公民行為可以被視為一個潛在的構建,但如果獨立的維度被忽視一些預測力會丟失。例如, 相對較強的交互公平在預測組織公民行為的個人性質(zhì)方面(人際關系和諧和個人主動性)是比信息公平更有深遠意義的。額外的證據(jù)表明有必要區(qū)分幾個組織公民行為的維度是這樣的就

41、是正平感不能預測組織公民行為的盡職維度。一個可能的解釋是這個維度更有可能是一個自發(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>　　國籍：葡萄牙 </b></p><p>　　出處：從阿威羅大學，新星·德&#