外文翻译基于人力资源系统和角色行为的关系型心理契约的中介效果.docx

外文翻译基于人力资源系统和角色行为的关系型心理契约的中介效果.docx

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外文翻译基于人力资源系统和角色行为的关系型心理契约的中介效果

外文翻译--基于人力资源系统和角色行为的关系型心理契约的中介效果

本科毕业论文设计

外文翻译

外文出处BusPsychol200924P215-223

外文作者MichaelSChien

原文

TheMediatingEffectsofPsychologicalContractsontheRelationshipBetweenHumanResourceSystemsandRoleBehaviorsAMultilevelAnalysis

MichaelSChien

HumanResourceHRsystemscreateandsupportemploymentrelationshipsOnewaytooperationalizeanemploymentrelationshipistoassessanemployeespsychologicalcontractorindividualbeliefsshapedbytheorganizationregardingthetermsofanexchangeagreementbetweenindividualsandtheirorganizationsThuspsychologicalcontractscanbetreatedasemployeesbeliefsstemmingfromtheHRsystem

FurthermorepsychologicalcontractsrepresentemployeesbeliefsaboutmutualemploymentobligationsEmployeestendtoperformwhattheybelievethatisaccordingtotheirpsychologicalcontractsThuspsychologicalcontractsarepositivelyrelatedtoemployeesrolebehaviorsturnoverintentionscommitmentandtrustInotherwordspsychologicalcontractsarenotonlyformulatedbyHRsystemsbutalsoinfluenceemployeebehaviorsConsequentlypsychologicalcontractscanbeviewedasthelinkingmechanismbetweenHRsystemsandemployeebehaviors

InthepastdecademostpsychologicalcontractresearchhasfocusedonidentifyingthecomponentsofpsychologicalcontractsandtheeffectsofthefulfillmentortheviolationofpsychologicalcontractsbyemployersForexampleRobinsonetalfoundthatthecomponentsofpsychologicalcontractsincludedexpectationsofhighpaypaybasedonthecurrentlevelofperformancetraininglong-termjobsecurityandcareerdevelopmentBasedonthesefindingsRobinsonandMorrisonfurtherproposedthatemployeesarelesslikelytoengageincivicvirtuebehaviorwhentheseexpectationswereviolatedInsummaryresearchershaveconfirmedthatviolatedpsychologicalcontractsnegativelyinfluenceemployeesrolebehaviorswhilefulfilledpsychologicalcontractshavepositiveinfluencesHowevernostudieshaveempiricallyexaminedpsychologicalcontractsasalinkingmechanismbetweenHRsystemsandemployeebehaviors

AccordinglythegoalofthisstudyistoempiricallyexaminepsychologicalcontractsasamediatoroftherelationshipbetweenHRsystemsandrolebehaviorsOurresultswillprovideinsightsregardingthereasonforHRsystemshavinganeffectonemployeesrolebehaviorsBasedontheseinsightsHRpractitionerswillgainabetterunderstandingofhowtofacilitateemployeesrolebehaviorscomofferingthemspecificinducementsSubsequentlyweprovideabriefreviewofpsychologicalcontractresearchdiscussrelationshipsbetweenHRsystemsandpsychologicalcontractsandproposepsychologicalcontractsasmediatorsoftheHRsystem–employeebehaviorrelationshipHRsystemsareconsideredasanorganizationallevelvariablewhereaspsychologicalcontractsandrolebehaviorsarebothconsideredasindividuallevelvariablesThusrelationshipsbetweenHRsystemsandthesevariablesareconsideredcross-levelrelationshipsandwillbetestedaccordingly

InitiallyapsychologicalcontractwasdefinedasanimplicitunwrittenagreementbetweenpartiestorespecteachothersnormsandmainlyusedasaframeworkthatreferredtotheimplicitnessoftheexchangerelationshipbetweenanemployeeandhisheremployerItdidnotacquireconstructstatusuntiltheseminalworkofRousseauinthe1990sAccordingtoRousseauapsychologicalcontractisanindividualsbeliefregardingthetermsandconditionsofareciprocalexchangeagreementbetweenemployeesandemployersFurthermorepsychologicalcontractsincludedifferentkindsofmentalmodelsorschemaswhichemployeesholdconcerningreciprocalobligationsintheworkplace

InaccordancewithMacNeilstypologyofpromissorycontractsRousseaualsocategorizedpsychologicalcontractsintotwotypestransactionalandrelationalBasedonRousseauandMcLeanParksframeworktransactionalandrelationalpsychologicalcontractsdifferonthefollowingfivecharacteristicsfocustimeframestabilityscopeandtangibilitySpecificallytransactionalcontractsfocusoneconomictermshaveaspecificdurationarestaticnarrowinscopeandareeasilyobservableRelationalcontractssimultaneouslyfocusonbotheconomicandsocio-emotionaltermshaveanindefinitedurationaredynamicpervasiveinscopeandaresubjectivelyunderstood

Insummarytransactionalpsychologicalcontractsrefertoemploymentarrangementswithshort-termexchangesofspecifiedperformancetermsandrelationalpsychologicalcontractsrefertoarrangementswithlong-termexchangesofnon-specifiedperformancetermsEmpiricalevidencesupportsnotonlytheexistenceofthesetwodifferenttypesofpsychologicalcontractsbutalsothemovementbetweenthemForexampleRobinsonetalfoundthatascontractsbecomelessrelationalemployeesperceivedtheiremploymentarrangementstobemoretransactionalinnature

AccordingtoArthurHRsystemscanbeclassifiedascontrolorcommitmentsystemsControlHRsystemsrelyonenforcingemployeecompliancewithspecifiedrulesandproceduresandoutcome-basedrewardstoachievethegoalsofefficiencyimprovementanddirectlaborcostreductionIncontrastcommitment-basedHRsystemsaimtoincreaseeffectivenessandproductivitybydevelopingcommittedemployeeswhocanidentifywiththegoalsoftheorganizationandwhowillworkhardtoaccomplishthosegoalsEventhoughresearchershaveproposeddifferentclustersofHRsystemscommitment-basedHRsystemsprobablyremainthemostextensivelyapplied

Commitment-basedHRsystemshavebroadlydefinedjobsmoreextensiveandgeneralskillstrainingaswellashighersalariesandmoreextensivebenefitsWhenanorganizationofferstheseinducementsemployeeswillperceivetheorganizationscommitmenttostablelong-termemploymentaswellassupportforthewell-beingandinterestsofthemselvesandtheirfamiliesTheseperceptionswillshapeemployeesrelationalpsychologicalcontractswhicharesimultaneouslyfocusedoneconomicandsocio-emotionaltermsintheiropen-endedexchangerelationshipswiththeemployerThuscommitment-basedHRsystemsareexpectedtohaveapositiveinfluenceonrelationalpsychologicalcontracts

Hypothesis1Commitment-basedHRsystemswillpositivelyrelatetorelationalpsychologicalcontracts

Incontrastwhenanorganizationappliesalowcommitment-basedHRsystemsuchasnarrowlydefinedjobslimitedtrainingeffortsrelativelylimitedbenefitsandlowerwagesemployeeswillperceivethattheorganizationhascommittedtoofferthemlittletonotrainingorcareerdevelopmentTheseperceptionswillshapeemployeestransactionalpsychologicalcontractswhichprimarilyfocusupontheeconomicaspectsoftheirshort-termreciprocalexchangeagreementwiththeorganizationAccordinglywehypothesizethatcommitment-basedHRsystemswillnegativelyrelatetotransactionalpsychologicalcontracts

Hypothesis2Commitment-basedHRsystemswillnegativelyrelatetotransactionalpsychologicalcontracts

TheMediatingEffectsofPsychologicalContractsontheRelationshipBetweenHRSystemsandRoleBehaviorsOrganizationsandtheiremployeescanbeconsideredasthepartiesinthesocialexchangerelationshipsBasedontheorganizationsactionssuchasHRsystemsemployeeswillgeneratetheirownperceptionswhichinturnwilldeterminetheirrolebehaviorsinreciprocationtotheirorganizationsInotherwordsemployeesperceptionsregardingtheexchangeagreementbetweenthemselvesandtheirorganizationsmediatetherelationshipsbetweenHRsystemsandemployeesrolebehaviorsConsequentlypsychologicalcontractsareexpectedtomediatetherelationshipsbetweencommitment-basedHRsystemsandrolebehaviors

Rolebehaviorreferstotherecurringactionsofanindividualappropriatelyinter-correlatedwiththerepetitiveactivitiesofotherstoyieldapredictableoutcomeTherearetwotypesofrolebehaviorsinroleandextra-rolebehaviorIn-rolebehaviorsarethosebehaviorsrequiredorexpectedwithinthepurviewofperformingthedutiesandresponsibilitiesofanassignedworkroleSincetheyarerequiredfortheworkroleemployersadoptformalrewardsystemswhichprovidefinancialandothernon-financialbuttangibleinducementsinexchangeforemployeesin-rolebehaviors

Theexchangeoffinancialandtangibleinducementsisakeyfeatureofeconomicexchangeandthustheexchangerelationshipsbetweencommitment-basedHRsystemsandemployeesin-rolebehaviorscouldbetreatedasakindofeconomicexchangeInotherwordscommitment-basedHRsystemselicitemployeesin-rolebehaviorsbyshapingperceptionsregardingtheeconomictermsoftheexchangeagreementbetweenthemselvesandtheirorganizationsSincebothrelationalandtransactionalpsychologicalcontractsfocusoneconomictermsofexchangerelationshipsemployeeswithtransactionalorrelationalpsychologicalcontractswillperformin-rolebehaviorsinordertoexchangethosehighersalariesandmoreextensivebenefitsincommitment-basedHRsystemsAccordinglywehypothesizethatbothrelationalandtransactionalpsychologicalcontractswillmediatetherelationshipsbetweencommitment-basedHRsystemsandin-rolebehaviors

Hypothesis3Bothrelationalandtransactionalpsychologicalcontractswillmediatetherelationshipsbetweencommitment-basedHRsystemsandin-rolebehaviors

Incontrastextra-rolebehaviorssuchasorganizationalcitizenshipbehaviorsOCBarethosebehaviorsthatbenefittheorganizationandgobeyondexistingroleexpectationsOCBsarenotrequiredfortheworkroleandemployersdonotformallyrewardthemForthisreasonemployeesperformOCBstoreciprocateonlywhentheyhavehadpositiveexperiencessuchasinvolvementcommitmentandsup