心理契约中英文对照外文翻译文献.docxVIP

心理契约中英文对照外文翻译文献 心理契约中英文对照外文翻译文献 心理契约中英文对照外文翻译文献 (文档含英文原文和中文翻译) A Psychological Contract Perspective on Organizational Citizenship Behavior Jacqueline A-M. Coyle-Shapiro Industrial Relations London School of Economics and Political Science Abstract This study examined the contribution of the psychological contract framework to understanding organizational citizenship behavior (OCB) using survey data gathered at three measurement points over a three year period from 480 public sector employees. Separating perceived contract breach into its two components, the data suggest that perceived employer obligations explained unique variance in three dimensions of citizenship behavior (helping, advocacy and functional participation) beyond that accounted for by perceived employer inducements. Employees? acceptance of the norm of reciprocity moderated the relationship between employer inducements and the dimensions of advocacy and functional participation. Employees? trust in their employer moderated the relationship between perceived employer obligations and the dimensions of advocacy and functional participation. Contrary to the hypothesis, procedural or interactional justice were not found to moderate the relationship between the psychological contract and OCB. The implications of the findings for psychological contract research are discussed. Introduction In the past decade, a good deal of research has been conducted on employee responses to psychological contract breach. When an employee perceives that his/her employer has failed to fulfill one or more promised obligations, he/she is likely to reciprocate in a number of ways. As such, existing empirical research demonstrates that contract breach is related to lower employer trust (Robinson, 1996), job satisfaction (Robinson Rousseau, 1994), organizational commitment (Coyle-Shapiro Kessler, 2000), intentions to remain (Turnley Feldman, 1999) in-role and extra-role performance (