文档介绍：本科毕业论文(设计)
外文翻译
外文出处 Bus Psychol,2009(24):P215-223
外文作者 Michael
原文:
The Mediating Effects of Psychological Contracts on the Relationship Between Human ResourceSystemsand Role Behaviors: A Multilevel Analysis
Michael
Human Resource (HR) systems create and support employment relationships . One way to operationalize an employment relationship is to assess an employee’s psychological contract or ‘‘individual beliefs, shaped by anization, regarding the terms of an exchange agreement between individuals and anizations’’. Thus, psychological contracts can be treated as employees’ beliefs stemming from the HR system.
Furthermore, psychological contracts represent employees’ beliefs about mutual employment tend to perform what they believe, that is,according to their psychological contracts. Thus, psychological contracts are positively related to employees’ role behaviors, turnover intentions, commitment, and trust . In other words, psychological contracts are not only formulated by HR systems but also influence employee behaviors. Consequently, psychological contracts can be viewed as the linking mechanism between HR systems and employee behaviors.
In the past decade, most psychological contract research has focused on identifying ponents of psychological contracts and the effects of the fulfillment or the violation of psychological contracts by employers. For example, Robinson et al. found that ponents of psychological contracts included expectations of high pay,pay based on the current level of performance, training, long-term job security, and career development. Based on these findings, Robinson and Morrison further proposed that employees are less likely to engage in civic virtue behavior when these expectations were violated. In summary, researchers have confirmed that violated psychological contracts negatively influence employees’ role behaviors while fulfilled psychological contracts have positive influences. Howev