組織公平感對(duì)組織公民行為的影響研究外文翻譯-其他專(zhuān)業(yè)-文庫(kù)吧資料
2025-01-27 01:00本頁(yè)面
【正文】 usively in these cultural conditions. What we suggest is that some Portuguese cultural features may reinforce the role played by supervisors in promoting OCB. Future research may collect equivalent samples in different cultural contexts (Lynn, Hader, Gabler, amp。 Organ, 1983。另一個(gè)原因也許是當(dāng)組織和員工有了契約，他們會(huì)對(duì)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(quán)力。更詳細(xì)的進(jìn)一步說(shuō)，違背心理契約帶來(lái)的低員工組織公民行為不是違背事務(wù)性心里契約帶來(lái)的。但是，你要明白，組織公民行為在本質(zhì)上更多的是由你個(gè)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。 但心理契約的違背被證明對(duì)組織公民行為沒(méi)有明確的影響。因此假設(shè)： 假設(shè)一 :心理契約的違背將會(huì)對(duì)員工組織公民 行 為產(chǎn)生 消極影響。然而，立足于以上的發(fā)現(xiàn)，我認(rèn)為，在員工認(rèn)為該組織是致力于尊敬員工的權(quán)利心理契約的條款和條件下，他們將會(huì)從事組織公民行為。然而 ,約翰遜和科勒 (2021)不認(rèn)為心理契約的違背和組織公民行為有直接的影響。 羅勒（ 2021）通過(guò)對(duì)心理契約在雇主和員工權(quán)利義務(wù)方面的測(cè)量評(píng)估表明組織公民行為的 各個(gè)組成部分和心理契約是正向關(guān)系 (從 r = r = ) 。在確定這兩個(gè)變量之間的關(guān)系時(shí)，幾個(gè)已經(jīng)實(shí)施的研究表明高預(yù)期的心里契約帶來(lái)的滿足感會(huì)促使員工做出高水平的組織公民行為。 亞特波 (2021)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(huì)減少做組織公民行為。幾個(gè)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 2021； 蘇亞佐 2021)。外文翻譯 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 anizational citizenship behaviour. Several researches indicate a direct effect of contract breach and OCB(Restubog, et al. 2021。 Suazo 2021). CoyleShapiro and Kessler (2021) suggest that when faced with contract violation, employees seek to remedy the imbalance in their relationship with their employers through the reduction of their mitment and their willingness to engage in OCB. Atabay (2021) 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.(2021), CoyleShapiro (2021). CoyleShapiro (2021) reported positive correlations (ranging from r= to r=) between various ponents 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
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