心理契约与互惠在芬兰方面的研究外文翻译（可编辑）.docVIP

心理契约与互惠：在芬兰方面的研究外文翻译 Psychological contracts and reciprocity: a study in a Finnish context Material Source: The International Journal of Human Resource Management, Vol. 19, No. 9, September 2008 Author: Marjo-Riitta Parzefall Psychological contract fulfilment and reciprocity perceptions 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 commitment 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 voluntary inputs the employer is willing to contribute to the exchange. Consequently, perceived employer fulfilment of obligations conveys a sense of trust and interest in the employee, suggesting a lack of concern regarding an immediate and exact payback.An employee’s perceptions regarding the underlying exchange mechanism should follow these signals of generalized reciprocity suggested by employer behaviour and further influence the characteristics of the perceived indebtedness and the subsequent obligations the employee is likely to perceive on his/her part An exchange relationship underlined by the balanced norm of reciprocity, in turn, suggests clearer transactions and a business 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 would be careful to consider how and when working overtime would be repaid rather than trusting in long-term unspecified reciprocation. Moreover, research on psychological contract breach indicates that employees with a history of psychological contract breach are more likely to view their psychological contracts in economic terms Lo and Aryee 2003. Previous research