组织公平感对组织公民行为的影响研究——以杭州拆船有限公司为例外文翻译.docVIP

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(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) surveyed 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 have 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 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 employee’s psychological contract will have negative effect on OCB. However, Johnson and O’Leary-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. .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