找一篇关于心理契约违背的英语和中文翻译

Psychological contract; China and the U.S.

Psychological contract in the West of organizational behavior and human resource management research in the field cross a psychological contract formed by the individual level, organization level and social level of the three factors, different social structure and cultural factors affect the content and the psychological contract characteristics, cultural differences influence the psychological contract to some extent has been neglected. This comparative analysis of the two countries with different cultural backgrounds different psychological contract for China's current shortage of human resources management, to culture-based, psychological contract as the starting point of China's psychological contract management. 1, psychological contract is the psychological contract between employee and organization relations, and economic contract that corresponds to a form of implicit, informal, no public explanation of mutual expectations and understanding, which includes the Achievement, job security, vocational training, compensation and career development. Literatures on the psychological contract there is no uniform definition of the concept, its basic assumption is that organizations and staff in a mutually beneficial relationship, both sides need to have a certain pay, but also needs to be some benefits. The results show that the behavior of human psychological contract has some internal driving force, to a certain extent, indicates that employee performance, attitudes and removed from office. Schein pointed out that "although it did not specify, psychological contract is a strong organization in the determinants of behavior." Shore and others that the psychological contract in the organization's role has two aspects: First, reduce employment insecurity both as a formal agreement can not involve all aspects of the employment relationship, while the psychological contract can fill the gap left by formal agreement ; Second, it could regulate the behavior of employees, employee organizations, their responsibilities to measure their behavior towards each of the organization, its standards for regulating their own behavior. Second, cultural and psychological contract culture, including values, attitudes, beliefs and behavior patterns of group members and the previous one, where transmission of knowledge. Culture exists in the individual's knowledge structure, representing a relatively stable value of individual attitudes and behavior assumptions. (A) of the culture of individual social and cultural impact of psychological contracts, social norms, moral and legal, and many other factors, constitutes a society in which people for the responsibilities, duties and powers a broad understanding and belief, is the formation of the background and the psychological contract operating conditions. Cultural impact of individual psychological contract formation, types, nature and attribution on the psychological contract violation and perception (see Figure 1). First, the cultural impact of psychological contract formation. Individual actually receives the information and map a cultural impact on the psychological contract mechanism model type of culture, psychological contract Psychological contract Psychological contract formation of the nature of psychological contract violation and reflect the individual attribution to explain the way these information for the formation of contract have an important impact, which impact the individual's culture is an important factor in the interpretation of information. By mutual responsibility, obligations, rights, understanding and coding, the formation of the inner world of the existence of the employee's psychological contract. Shows that the core of psychological contract of mutual responsibility is not the reality, but in reality people are the mutual responsibility for understanding. Second, the cultural impact of psychological contract types. Deep in the culture of motivation, determines the orientation of people's values and behavior. To enhance the cultural values of individualism, independence and drive of individual individuals form more transactional contract; and collectivist values as dependent and satisfy the relevant motivation to enhance the coherence and impact of individual and create more relational psychological contract. Again, the nature of cultural influence psychological contract. People of different cultural background of the exact nature of psychological contract, the time frame, the transaction level of symmetry and have different contracts. Finally, the cultural impact of psychological contract breach of attribution and reflect. Cultural mechanisms through cognitive mechanisms and motives affect the individual's interpretation of psychological contract breach and attribution, thereby affecting the response of the contract violation. Collectivist cultures, members of the psychological contract violation would be attributed to organizations unable to honor their commitments, tend to tolerate and silence; and individualistic cultures, members of the psychological contract violation would be attributed to the high cost of organization performance while taking into account the deliberate violation of commitment, and then to speak out and out performance. (B) cross-cultural comparative analysis of the dimensions of the Dutch anthropologist 吉尔特霍夫 Hofstede (Geert Hofstede) The study found differences in the performance of managers and employees in the four dimensions of national culture: Individualism and collectivism, power distance, uncertainty avoidance and masculine or feminine. Individualism refers to a loose combination of the social structure, in this structure, people only care about themselves or immediate family interests. Study found that Americans score the highest in individualism; and background of Chinese culture and China Taiwan Hong Kong, China scores very low on the individualism (Hofstede China is not the first time within the scope of the study Table 1) . Collectivism in a close-knit social structure characteristics, in this structure, people expect their ownership groups are facing problems in their help and protect themselves. In this sense of safety in exchange for their absolute loyalty groups feel that they should. Power distance refers to an organization or group differences in the level of status and low status people, especially members of the unequal distribution of rights and acceptance. China's power distance scores higher than the U.S., five virtues from the ancient to the modern leadership level, power distance can be said that Chinese culture has become an important part. Culture of power, based on psychological contract to alienate. Uncertainty avoidance refers to the people and for the fuzzy or uncertain situation to the threat and minimize the appearance or occurrence of such a situation, in high uncertainty avoidance countries such as China, members of the society with high anxiety, anxiety and stress, performance a lower sense of job mobility and wanted stability; in the low uncertain cultural country like the United States, members of society have been good at risk and tolerate different behavior. Male degree that the values of mainstream success with the material, the mainstream values of female degree that is caring and human relations. Degree of this dimension in men, the Americans index higher than China's. Represented by the United States and Western culture to China's Confucian culture is represented by two different cultural systems, they are distinct personality differences exist (see Table 2). Third, different cultural backgrounds and cultural differences in psychological contract is a "soft" binding, the type of psychological contract, nature and contrary to the potential impact of different cultural background of their psychological contract were significantly different. (A) the type of psychological contract is based on differences in cultural norms and values affect the psychological needs and cultural values, so to some extent culture determines the type of psychological contract, at least provides a framework.

心理契约；中美两国

心理契约是西方组织行为学和人力资源管理交叉的一个研究领域，心理契约的形成受到个体水平、组织水平和社会水平三个因素的影响，不同的社会结构和文化因素影响到心理契约的内容和特性，文化差异对于心理契约的影响力在一定程度上已被忽视。本文比较分析中美两国不同文化背景下心理契约的差异，针对目前中国人力资源管理模式的不足，以文化为基础，以心理契约为切入点，探讨中国的心理契约管理模式。一、心理契约心理契约是在员工与组织的相互关系中，与经济契约相对应的一种隐含的、非正式的、未公开说明的相互期望和理解，它包括成就需要、工作安全感、职业培训、补偿和职业发展等。当前学术界关于心理契约的概念尚无统一的界定，它的基本假设是组织与员工之间是一种互惠互利的相互关系，双方均需要有一定的付出，也需要得到一定的收益。研究表明，心理契约对人的行为具有一定的内驱力，在一定程度上预示着员工的绩效、态度和去留问题。Schein指出“虽然它并没有写明，心理契约却是组织中行为的强有力的决定因素”。Shore等人认为，心理契约在组织中的作用有两个方面：一是可以减少雇用双方的不安全感，因为正式协议不可能涉及雇用关系的方方面面，而心理契约可以填补正式协议留下的空白；二是可以规范雇员的行为，雇员以组织对自己所负的责任来衡量自己对待组织的每一行为，以其作为调节自己行为的标准。二、文化与心理契约文化包括价值、态度、信念和群体成员的行为模式及从前人那里传承的知识。文化存在于个体的知识结构，代表个体相对稳定的价值态度和行为假设。（一）文化对个体心理契约的影响社会文化、社会规范、社会道德和法律等诸多要素，构成了在一个社会中人们对于责任、义务、权力的广泛理解和信念，是心理契约的形成背景和操作条件。文化影响个体心理契约的形成、类型、性质和对心理契约违背的归因与感知（见图1）。首先，文化影响心理契约的形成。个体实际接收到的信息和图1文化对心理契约的影响机制模型文化心理契约的类型心理契约的形成心理契约的性质心理契约违背的归因与反映个体对于这些信息解释的方式，对于契约的形成有着重要的影响，而文化是影响个体对信息进行解释的重要因素。通过对相互责任、义务、权利的理解和编码，形成了存在于员工内心世界中的心理契约。可见，心理契约的核心内容并非现实中的相互责任，而是人们对于现实中的相互责任的认知。其次，文化影响心理契约的类型。深藏于文化中的动机，决定了人们的价值观与行为取向。个人主义文化价值为提升个体的独立性而驱动个体形成更多交易型心理契约；而集体主义价值观为提升依赖性和满足相关动机的一致性而影响个体形成更多关系型心理契约。再次，文化影响心理契约的性质。不同的文化背景下人们心理契约的确切性、时间框架、交易的对称性和契约水平均有所不同。最后，文化影响心理契约违背的归因与反映。文化通过认知机制和动机机制影响个体对心理契约违背的解释与归因，进而影响对契约违背的反应。集体主义文化中，成员会把心理契约违背归因于组织无力兑现承诺，倾向于容忍和沉默；而个人主义文化中，成员会把心理契约的违背归因于组织考虑到履约成本高而故意违背承诺，进而表现为出声和退出。（二）跨文化比较分析的维度荷兰人类学家吉尔特·霍夫斯泰德（Geert Hofstede）经研究发现，管理者和雇员的差异表现在民族文化的4个维度上：个人主义与集体主义、权力距离、不确定性规避和男性化或女性化。个人主义指的是一种松散结合的社会结构，在这一结构中人们只关心自己的或直系亲属的利益。研究发现，美国人在个人主义上得分最高；而以中国文化为背景的中国香港和中国台湾在个人主义上得分很低（中国大陆不在霍夫斯泰德的第一次研究范围之内表1）。集体主义以一种紧密结合的社会结构为特征，在这一结构中，人们期望自己所归属的群体在自己遇到困难时能帮助和保护自己。以这种安全感为交换条件，他们感到自己应对群体绝对忠诚。权力距离指一个组织或群体中的等级地位的差别以及人们特别是地位低的成员对权利分配不平等的接受程度。中国的权力距离得分比美国高，从古代的三纲五常，到现代的领导等级，可以说权力距离已成为了中国文化的一个重要组成部分。在权力文化中，心理契约以疏远为基础。不确定性规避指人们对于模糊或不确定的情况感到威胁并尽量避免这种情况的出现或发生，在高不确定性规避的国家如中国，社会成员具有较高的焦虑、不安和压力，表现出较低的工作流动性与求稳意识；在低不确定性文化的国家如美国，社会成员善于冒险和容忍异已行为。男性度指主流的价值观是成功与物质，女性度指社会主流价值观是关爱和人与人之间的关系。在男性度这个维度上，美国人的指数高于中国。以美国为代表的西方文化和以儒家思想为代表的中国文化是两种不同的文化体系，他们存在着鲜明的个性差异（见表2）。三、不同文化背景下心理契约的差异文化是一种“软”的约束力，对心理契约的类型、性质和违背具有潜在的影响，不同文化背景下人们的心理契约存在显著差异。（一）心理契约类型的差异文化的基础是规范和价值观，文化价值观影响心理需求，因此文化在一定程度上决定了心理契约的类型，至少提供了一个框架。