心理契约对角色行为及组织公民行为的影响
这项研究考察了心理契约履行和三类雇员行为之间的关系:角色表现,组织导向的组织公民行为, 和个人导向的组织公民行为。利用134个调查统计样本的一项研究显示,心理契约履行程度与所有这三类雇员行为成正相关。另外,结果表明,心理契约对组织导向的组织公民行为的影响比对个人导向的组织公民行为的影响要大得多。最后,这项调查研究显示如果雇员心理契约被违背将冲击他们的工作成绩。但是,数据仅仅为这样的想法提供了有限的支持,即雇员很可能减少他们的工作产出当他们察觉组织有意不实现其承诺。
近年来雇佣关系进行了一定程度的重大变动。大部份是因为,现今全球化高速增长的变革导致的合并、更改结构, 和临时解雇的数量增加渗入所有组织当中(Kissler,1994；Mclean Parks & Kidder,1994)。由于这些事件, 心理契约在帮助定义当代雇佣关系时变得越来越重要。
The Impact of Psychological Contract Fulfillment on the Performance of In-Role and Organizational Citizenship Behaviors
This research examines the relationships between psychological contract fulfillment and three types of employee behavior: in-role performance, organizational citizenship behavior directed at the organization, and organizational citizenship behavior directed at individuals within the organization. Using a sample of 134 supervisor-subordinate dyads, this study suggests that the extent of psychological contract fulfillment is positively related to the performance of all three types of employee behavior. In addition, the results indicate that psychological contract fulfillment is more strongly related to citizenship behavior directed at the organization than to citizenship behavior directed at one's colleagues. Finally, this research investigates if employees' attributions regarding the reasons that psychological contract breach occurred also impact their work performance. However, the data provide only limited support for the idea that employees are most likely to reduce their work effort when they perceive that the organization has intentionally failed to live up to its commitments.
