人力资源管理中英文对照外文翻译文献Word文件下载.docx

人力资源管理中英文对照外文翻译文献Word文件下载.docx

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原文：

TheMediatingEffectsofPsychologicalContractsontheRelationshipBetweenHumanResourceSystemsandRoleBehaviors:

AMultilevelAnalysis

Abstract

PurposeThepurposeofthisstudywastoexaminethemediatingeffectofthepsychologicalcontractsontherelationshipbetweenhumanresource（HR）systemsandrolebehavior.

Design/Methodology/ApproachMultilevelanalyseswereconductedondatagatheredfrom146knowledgeworkersand28immediatemanagersin25Taiwanesehigh-techfirms.

FindingsRelationalpsychologicalcontractsmediatedtherelationshipbetweencommitment-basedHRsystemsandin-rolebehaviors,aswellasorganizationalcitizenshipbehaviors.Transactionalpsychologicalcontractsdidnotsignificantlymediatetheserelationships.Inaddition,theresultsalsoindicatedthatcommitment-basedHRsystemsrelatedpositivelytorelationalpsychologicalcontractsandnegativelytotransactionalpsychologicalcontracts.

PracticalImplicationsCommitment-basedHRsystemscouldelicitawiderangeofknowledgeworkers’behaviorsthatarebeneficialtothegoalsofthefirms.Furthermore,ourfindingsalsoprovideinsightinto,howHRsystemspotentiallyelicitemployees’rolebehaviors.Organizationscouldelicitemployees’in-rolebehaviorsbyprovidingfinancialandothernon-financial,buttangible,inducementsandfacilitateemployees’extra-rolebehaviorsbyprovidingpositiveexperiences,suchasrespect,commitment,andsupport.

Originality/ValueThestudyisoneoftheprimarystudiestoempiricallyexaminethemediatingeffectofpsycho-logicalcontractsonHRsystemsandemployeebehaviors.

Introduction

HumanResource（HR）systemscreateandsupportemploymentrelationships.Thus,psychologicalcontractscanbetreatedasemployees’beliefsstemmingfromtheHRsystem.

Furthermore,psychologicalcontractsrepresentemployees’beliefsaboutmutualemploymentobligations.Employeestendtoperformwhattheybelieve,thatis,accordingtotheirpsychologicalcontracts.Thus,psycho-logicalcontractsarepositivelyrelatedtoemployees’rolebehaviors,turnoverintentions,commitment,andtrust.Inotherwords,psychologicalcontractsarenotonlyformulatedbyHRsystemsbutalsoinfluenceemployeebehaviors.Consequently,psychologicalcontractscanbeviewedasthelinkingmechanismbetweenHRsystemsandemployeebehaviors.

Inthepastdecade,mostpsychologicalcontractresearchhasfocusedonidentifyingthecomponentsofpsychologicalcontractsandtheeffectsofthefulfillmentortheviolationofpsychologicalcontractsbyemployers.Forexample,Robinsonetal.（1994）foundthatthecomponentsofpsychologicalcontractsincludedexpectationsofhighpay,paybasedonthecurrentlevelofperformance,training,long-termjobsecurity,andcareerdevelopment.Basedonthesefindings,RobinsonandMorrison（1995）furtherpro-posedthatemployeesarelesslikelytoengageincivicvirtuebehaviorwhentheseexpectationswereviolated.Insummary,researchershaveconfirmedthatviolatedpsychologicalcontractsnegativelyinfluenceemployees’rolebehaviorswhilefulfilledpsychologicalcontractshavepositiveinfluences.However,nostudieshaveempiricallyexaminedpsychologicalcontractsasalinkingmechanismbetweenHRsystemsandemployeebehaviors.

Accordingly,thegoalofthisstudyistoempiricallyexaminepsychologicalcontractsasamediatoroftherelationshipbetweenHRsystemsandrolebehaviors.OurresultswillprovideinsightsregardingthereasonforHRsystemshavinganeffectonemployees’rolebehaviors.Basedontheseinsights,HRpractitionerswillgainabetterunder-standingofhowtofacilitateemployees’rolebehaviors（e.g.,byofferingthemspecificinducements）.Subsequently,weprovideabriefreviewofpsychologicalcontractresearch,discussrelationshipsbetweenHRsystemsandpsychologicalcontracts,andproposepsychologicalcontractsasmediatorsoftheHRsystem–employeebehaviorrelationship.HRsystemsareconsideredasanorganizationallevelvariable,whereaspsychologicalcontractsandrolebehaviorsarebothconsideredasindividuallevelvariables.Thus,relationshipsbetweenHRsystemsandthesevariablesareconsideredcross-levelrelationshipsandwillbetestedaccordingly.

PsychologicalContracts

Initially,apsychologicalcontractwasdefinedasanimplicit,unwrittenagreementbetweenpartiestorespecteachother’snormsandmainlyusedasaframeworkthatreferredtotheimplicitnessoftheexchangerelationshipbetweenanemployeeandhis/heremployer.ItdidnotacquireconstructstatusuntiltheseminalworkofRousseauinthe1990s.AccordingtoRousseau（1989,1995）,apsycho-logicalcontractisanindividual’sbeliefregardingthetermsandconditionsofareciprocalexchangeagreementbetweenemployeesandemployers.Furthermore,psycho-logicalcontractsincludedifferentkindsofmentalmodelsorschemas,whichemployeesholdconcerningreciprocalobligationsintheworkplace.

InaccordancewithMacNeil’s（1985）typologyofpromissorycontracts,Rousseau（1990）alsocategorizedpsychologicalcontractsintotwotypes:

transactionalandrelational.BasedonRousseauandMcLeanParks’（1993）framework,transactionalandrelationalpsychologicalcontractsdifferonthefollowingfivecharacteristics:

focus,timeframe,stability,scope,andtangibility.Specifically,transactionalcontractsfocusoneconomicterms,haveaspecificduration,arestatic,narrowinscope,andareeasilyobservable.Relationalcontractssimultaneouslyfocusonbotheconomicandsocio-emotionalterms,haveanindefiniteduration,aredynamic,pervasiveinscope,andaresubjectivelyunderstood.

Insummary,transactionalpsychologicalcontractsrefertoemploymentarrangementswithshort-termexchangesofspecifiedperformancetermsandrelationalpsychologicalcontractsrefertoarrangementswithlong-termexchangesofnon-specifiedperformanceterms.Empiricalevidencesupportsnotonlytheexistenceofthesetwodifferenttypesofpsychologicalcontracts,butalsothemovementbetweenthem.Forexample,Robinsonetal.（1994）foundthatascontractsbecomelessrelational,employeesperceivedtheiremploymentarrangementstobemoretransactionalinnature.

Hypothesis1Commitment-basedHRsystemswillpositivelyrelatetorelationalpsychologicalcontracts.

Incontrast,whenanorganizationappliesalowcommitment-basedHRsystem,suchasnarrowlydefinedjobs,limitedtrainingefforts,relativelylimitedbenefits,andlowerwages,employeeswillperceivethattheorganizationhascommittedtoofferthemlittletonotrainingorcareerdevelopment.Theseperceptionswillshapeemployees’transactionalpsychologicalcontracts,whichprimarilyfocusupontheeconomicaspectsoftheirshort-termreciprocalexchangeagreementwiththeorganization.Accordingly,wehypothesizethatcommitment-basedHRsystemswillnegativelyrelatetotransactionalpsychologicalcontracts.

Hypothesis2Commitment-basedHRsystemswillnegativelyrelatetotransactionalpsychologicalcontracts.

TheMediatingEffectsofPsychologicalContractsontheRelationshipBetweenHRSystemsandRoleBehaviors.

Organizationsandtheiremployeescanbeconsideredasthepartiesinthesocialexchangerelationships.Basedontheorganization’sactions,suchasHRsystems,employeeswillgeneratetheirownperceptions,whichinturnwilldeterminetheirrolebehaviorsinreciprocationtotheirorganizations.Inotherwords,employees’perceptionsregardingtheexchangeagreementbetweenthemselvesandtheirorganizationsmediatetherelationshipsbetweenHRsystemsandemployees’rolebehaviors.Consequently,psychologicalcontractsareexpectedtomediatetherelationshipsbetweencommitment-basedHRsystemsandrolebehaviors.

Rolebehaviorreferstotherecurringactionsofanindividualappropriatelyinter-correlatedwiththerepetitiveactivitiesofothers,toyieldapredictableoutcome.Therearetwotypesofrolebehaviors:

in-roleandextra-rolebehavior.In-rolebehaviorsarethosebehaviorsrequiredorexpectedwithinthepurviewofperformingthedutiesandresponsibilitiesofanassignedworkrole（VanDyneetal.1995）.Sincetheyarerequiredfortheworkrole,employersadoptformalrewardsystemswhichprovidefinancialandothernon-financial,buttangibleinducementsinexchangeforemployees’in-rolebehaviors.

Theexchangeoffinancialandtangibleinducementsisakeyfeatureofeconomicexchange（Blau1964）and,thus,theexchangerelationshipsbetweencommitment-basedHRsystemsandemployees’in-rolebehaviorscouldbetreatedasakindofeconomicexchange.Inotherwords,commitment-basedHRsystemselicitemployees’in-rolebehaviorsbyshapingperceptionsregardingtheeconomictermsoftheexchangeagreementbetweenthemselvesandtheirorganizations.Sincebothrelationalandtransactionalpsychologicalcontractsfocusoneconomictermsofexchangerelationships（RousseauandMcLeanParks1993）,employeeswithtransactionalorrelationalpsychologicalcontractswillperformin-rolebehaviorsinordertoexchangethosehighersalariesandmoreextensivebenefitsincommitment-basedHRsystems.Accordingly,wehypothesizethatbothrelationalandtransactionalpsychologicalcontractswillmediatetherelationshipsbetweencommitment-basedHRsystemsandin-rolebehaviors.

Hypothesis3Bothrelationalandtransactionalpsychologicalcontractswillmediatetherelationshipsbetweencommitment-basedHRsystemsandin-rolebehaviors.

Incontrast,extra-rolebehaviors,suchasorganizationalcitizenshipbehaviors（OCB）,arethosebehaviorsthatbenefittheorganizationandgobeyondexistingroleexpectations（VanDyneetal.1995）.OCBsarenotrequiredfortheworkrole,andemployersdonotformallyrew