英语翻译The results of this study and the general notion of psychological contractshighlight several potential implications for employers.We suggest thatmanagers pay more attention to managing beliefs regarding mutual obligationsand,in particular

英语翻译The results of this study and the general notion of psychological contractshighlight several potential implications for employers.We suggest thatmanagers pay more attention to managing beliefs regarding mutual obligationsand,in particular
英语翻译
The results of this study and the general notion of psychological contracts
highlight several potential implications for employers.We suggest that
managers pay more attention to managing beliefs regarding mutual obligations
and,in particular,to how well organizational actions maintain rather
than hreach the contract between employer and employee.In recent years,
much writing has counseled employers on the importance of specifying
optimal contracts in order to achieve a convergence hetween individual and
organizational goals (Alchian & Demsetz,1972; Williamson,1975).This
study suggests that understanding employee perceptions of mutual ohligations
may be at least as important as creating a contractual relationship with
one particular set of terms.By showing how employer violations can affect employees' perceptions of their contracts with employers,our study suggests
an important relationship hetween managers' actions and employees'
perception and fulfillment of their ohligations.
Several limitations of the study's design and findings require discussion.
First,the measurement of all the critical variahles hy the same selfreport
method introduces some potential for common method hias,though
the longitudinal design of the research somewhat reduces this risk.Second,
our assessment of central variahles of ohligations and violation through single-
item measures is potentially prohlematic.Although our test-retest analysis
demonstrated the temporal stahility of these measures,we could not
calculate the more commonly assessed measures of equivalence,such as
split-half reliahility or Cronhach's alpha (Rossi,Wright,& Anderson,1983].
This potential lack of reliahility may explain,to some extent,the lack of a
demonstrahle relationship hetween violation and some ohligations.Our inahility
to explain change in some ohligations also suggests a need to search
for explanatory variahles other than violation.For example,improvements
in organizational policies or changes in an employee's position may alter the
mutual ohligations inherent in the employment relationship.Finally,the
single-item measure of employer violation may not he as valid as a multipleitem
measure that could assess specific episodes of violation.
Of interest to us in this study were employees' heliefs regarding employment
ohligations,independent of their employers' perspective or some
ohjective standard of ohligations.This focus is consistent with the psychological
contract and social exchange literature in which this research is
emhedded (Rousseau,1989).This is not to say,however,that this research
domain would not henefit from an examination of employers' perceptions of
employment ohligations.For example,it would he interesting to examine
hoth changes in employers' perceptions of ohligations and the nature and
causes of discrepancies hetween employees' and employers' perceptions of
mutual obligations.

英语翻译The results of this study and the general notion of psychological contractshighlight several potential implications for employers.We suggest thatmanagers pay more attention to managing beliefs regarding mutual obligationsand,in particular
这项研究的结果和心理契约的一般概念
雇主几个突出的潜在影响.我们建议
管理者更注重管理方面的相互义务的信念
,特别是,如何保持相当良好的组织行动
比hreach雇主与雇员之间的合同.近年来,
许多写作辅导的重要性,对指定的雇主
最优合同,以达到个人和衔接hetween
（;威廉姆森,阿尔钦和德姆塞茨1975年,1972年）组织的目标.这
研究表明,员工的认知相互理解ohligations
可能至少建立一个同样重要的合同关系
一组特定的条件.通过展示如何用人单位违反合同可能会影响他们的雇员与雇主的看法,我们的研究表明
一个重要的关系hetween经理的行动和雇员
感知和履行其ohligations.
该项研究的设计和研究结果有一些限制需要讨论.
首先,所有的关键variahles测量兴业相同selfreport
方法介绍了一些常用的方法文物影响评估的潜力,虽然
本研究的纵向设计有所降低此风险.第二,
我们的评估中央variahles和侵犯的ohligations通过单
项措施是潜在prohlematic.虽然我们的测试再测试分析
这些措施表明了时空stahility,我们不能
计算出的较为常用评估措施的等效性,如
折半reliahility或Cronhach的α（罗西,赖特,和安德森,1983].
这也许可以解释reliahility后劲不足,在一定程度上缺乏
demonstrahle关系hetween侵犯,一些ohligations.我们inahility
解释一些ohligations变化也表明了需要寻找
比其他违反解释variahles.例如,改进
在组织政策或雇员的地位的变化可能会改变
在雇佣关系中所固有的相互ohligations.最后,
单项措施违反了雇主不得视为有效,他作为一个multipleitem
可评估的措施,违反了特定的发作.
对此感兴趣,我们研究了员工的heliefs有关就业
ohligations,独立于雇主的角度或一些
ohjective标准ohligations.这个重点是一致的心理
合同和社会交流,在本文学研究
emhedded（卢梭,1989年）.这并不是说,但是,这个研究
域不会henefit从雇主的看法考试
就业ohligations.举例来说,他会感兴趣的研究
霍斯的变动,ohligations雇主的性质和看法
造成差异hetween雇员和雇主的看法
相互的义务.