人力资源管理中英文对照外文翻译文献.docx
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人力资源管理中英文对照外文翻译文献
中英文对照外文翻译文献
(文档含英文原文和中文翻译)
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