1、外文文献翻译译文一、外文原文原文PSYCHOLOGICALCONTRACTBREACH,PERCEIVEDDISCRIMINATION,ANDETHNICIDENTIFICATIONINHISPANICBUSINESSPROFESSIONALSDELCAMPO,ROBERTGROGERS,KRISTIEMJACOBSON,KATHRYNJLROUSSEAU1995DEFINESTHEPSYCHOLOGICALCONTRACTASTHEINDIVIDUALSBELIEFSABOUTMUTUALOBLIGATIONSINTHECONTEXTOFTHERELATIONSHIPBETWEENEMPLO
2、YEEANDEMPLOYERTHEPSYCHOLOGICALCONTRACTFOCUSESLESSONTRADITIONALCOMPENSATIONISSUESANDMOREONTHEENTIRERELATIONSHIPBETWEENANEMPLOYEEANDEMPLOYERROUSSEAU,1995THETERMSOFTHEPSYCHOLOGICALCONTRACTAREOBLIGATIONSSPECIFICALLYBASEDONPERCEIVEDPROMISESBYTHEOTHERPARTYROUSSEAU,1989ROBINSON,1996WHETHERIMPLICITOREXPLICI
3、T,THEPERCEIVEDPROMISESCREATEOBLIGATIONSTHATMUSTBEFULFILLEDFORTHECONTRACTTOBEUPHELDROUSSEAU,2001FOREXAMPLE,THEORGANIZATIONORMANAGERUTILIZINGARELATIONALPSYCHOLOGICALCONTRACTISOBLIGATEDTOTREATTHEINDIVIDUALJUSTLY,PROVIDESAFEWORKINGCONDITIONS,ALLOWEMPLOYEESREASONABLEVACATIONTIME,ANDPROVIDEPROPERRESOURCES
4、TOCOMPLETETHEIRTASKSONTHEOTHERHAND,THEEMPLOYEEISOBLIGATEDTOCOMPLETEREQUESTEDTASKS,DEMONSTRATEAGOODATTITUDE,PROMOTETHEIMAGEOFTHECOMPANY,ANDOBEYCORPORATEPOLICYTHEMAINTENANCEOFTHERELATIONALPSYCHOLOGICALCONTRACTISPARAMOUNTTOAHEALTHYANDENDURINGWORKRELATIONSHIPWHATSETSARELATIONALPSYCHOLOGICALCONTRACTAPART
5、FROMOTHERPSYCHOLOGICALCONTRACTSIE,BALANCED,TRANSACTIONAL,TRANSITIONALISTHELONGTERMFOCUSTHATREQUIRESMUTUALSATISFACTIONINBOTHSOCIOEMOTIONALANDECONOMICRELATIONSRATHERTHANCERTAINPERFORMANCEREWARDCONTINGENCIESHUIETAL,2004OVERTHEPASTTWODECADESACHANGINGBUSINESSENVIRONMENTEG,GLOBALIZATION,DOWNSIZINGHASREQUI
6、REDCONSTANTRENEGOTIATIONOFTHEMUTUALOBLIGATIONSOFEMPLOYERSANDEMPLOYEES,LEAVINGMOREROOMFORTHEMISUNDERSTANDINGSANDMISALIGNMENTSTHATRESULTINPSYCHOLOGICALCONTRACTBREACHROBINSON,1996INORDERTOMAINTAINAPROPERWORKINGRELATIONSHIPTHISSPECIFICTYPEOFCONTRACTMUSTREMAINFULFILLEDTHISBECOMESPARTICULARLYCHALLENGINGBE
7、CAUSEPSYCHOLOGICALCONTRACTSAREBASEDONTHEPERCEPTIONSOFEACHPARTY,ANDTHEPERCEPTIONSARENOTNECESSARILYSHAREDROBINSON,1996APSYCHOLOGICALCONTRACTISCONSIDEREDBREACHEDWHENONEPARTYBELIEVESTHATTHEOTHERHASFAILEDTOFOLLOWTHROUGHONAPROMISEORCOMMITMENTROUSSEAU,1989THEPARTYTHATDEEMSTHECONTRACTBREACHEDMAYTAKEACTIONTO
8、CHANGETHERELATIONSHIPEMPIRICALRESEARCHSUGGESTSTHATBREACHOFAPSYCHOLOGICALCONTRACTISNEGATIVELYRELATEDTOEMPLOYEELOYALTY,JOBPERFORMANCE,EFFICIENCY,TRUST,ANDEFFECTIVENESS,ANDPOSITIVELYRELATEDTOFILINGGRIEVANCESANDSEEKINGALTERNATIVEEMPLOYMENTMASTERSON,2001COYLESHAPIROANDKESSLER,2000CAVANAUGHANDNOE,1999TURN
9、LEYANDFELDMAN,1999LEWISMCCLEARANDTAYLOR,1997ROUSSEAUANDMCLEANPARKS,1993ROUSSEAUANDANTON,1991,1988CONVERSELY,FULFILLEDCONTRACTSLEADTOINCREASEDJOBSATISFACTIONANDPRODUCTIVITYROUSSEAU,1995THEREFORE,ITISIMPERATIVETOASSESSANDMANAGEPSYCHOLOGICALCONTRACTSWITHINORGANIZATIONSEMPLOYEESTENDTOENTERANORGANIZATION
10、EXPECTINGTREATMENTFREEFROMDISCRIMINATION,REGARDLESSOFDEMOGRAPHICDIFFERENCESTHEREFORE,ARELATIONSHIPMAYEXISTBETWEENPSYCHOLOGICALCONTRACTBREACHANDANEMPLOYEESPERCEPTIONOFDISCRIMINATIONMORESPECIFICALLY,IFANEMPLOYEEFEELSTHEYHAVEBEENDISCRIMINATEDAGAINST,THEYMAYALSOPERCEIVETHEIRPSYCHOLOGICALCONTRACTTOHAVEBE
11、ENBREACHEDROBINSONANDROUSSEAU1994FOUNDTHATMORETHANONEHALF548OFALLEMPLOYEESSTUDIEDREPORTEDTHEIRPSYCHOLOGICALCONTRACTASBREACHEDALTHOUGHROBINSONANDROUSSEAU1994REPORTEDAVERYHIGHRATEOFPSYCHOLOGICALCONTRACTBREACH,THEYDIDNOTEXAMINEPOTENTIALLYINFLUENTIALINDIVIDUALDIFFERENCESOFTHEIRRESPONDENTSINORDERTOSTUDYT
12、HERELATIONSHIPBETWEENPSYCHOLOGICALCONTRACTBREACHANDPERCEPTIONOFDISCRIMINATION,THEINVESTIGATIONMIGHTBEMOSTFRUITFULINEXAMININGMINORITYGROUPS,ASTHEYAREMORELIKELYTOPERCEIVETHATTHEYAREDISCRIMINATEDAGAINSTTHANMAJORITYGROUPMEMBERSMCKAYETAL,2007BEFOREDEFININGWHATITMEANSTOBREACHTHEPSYCHOLOGICALCONTRACT,ITISI
13、MPORTANTTODISTINGUISHOTHERDEFINITIONSOFPSYCHOLOGICALCONTRACTSFROMTHEDEFINITIONTHATISOPERATIONALZEDINTHISSTUDYAPOINTOFDIVERGENCEINDEFININGPSYCHOLOGICALCONTRACTLIESINTHEAGREEMENTOFCONTRACTTERMSACCORDINGTOSHOREETAL2004,THEDEFINITIONOFAPSYCHOLOGICALCONTRACTHASEVOLVEDINTHEMANAGEMENTLITERATUREFROMADEFINIT
14、IONTHATINCLUDEDSOMEMUTUALAGREEMENTONTHETERMSOFTHECONTRACTLEVINSON,1962SCHEIN,1965TOTHESUBJECTIVEBELIEFSANDPERCEPTIONSOFTHEINDIVIDUALROUSSEAU,1989ANOLDERCONCEPTUALIZATIONOF“PSYCHOLOGICALCONTRACT”WASFORMEDINSTABLECONDITIONSWHEREEMPLOYEESANDEMPLOYERSEXCHANGEDCOMPLIANCEFORSECURITY,RESPECTIVELYSPARROW,19
15、96WITHCHANGINGBUSINESSCONDITIONSANDFEWERJOBS,THETERMSOFTHEPSYCHOLOGICALCONTRACTMAYALSOHAVECHANGEDEMPLOYEESCANNOTJUSTCOMPLYBUTMUSTPERFORMWELLANDARECONSIDEREDLUCKYTOKEEPTHEIRJOBSSPARROW,1996THEPRESENTSTUDYADHERESTOTHEDEFINITIONBYROUSSEAUBECAUSEEMPLOYEESMAYFEELEQUALLYWRONGEDWHENANEMPLOYERDOESNOTFOLLOWT
16、HROUGHONANOBLIGATION,WHETHERTHEPROMISEISEXPLICITORTHEYPERCEIVEANIMPLICITPROMISEALSO,THEEMPLOYEEWILLACTACCORDINGTOWHATTHEYPERCEIVETHEEXCHANGEAGREEMENTTOBE,WHETHERORNOTTHEEXCHANGEAGREEMENTISSHAREDWITHTHEEMPLOYERTHUS,PSYCHOLOGICALCONTRACTBREACHISTHEBELIEFTHATTHEOTHERPARTYHASNOTFOLLOWEDTHROUGHONTHEIRPRO
17、MISEDOBLIGATIONSROUSSEAU,1989BREACHISASUBJECTIVEEXPERIENCE,BASEDONACTIONSANDONINDIVIDUALSPERCEPTIONSOFACTIONSROBINSON,1996RESULTSINTHISSTREAMOFRESEARCHAREALSOREPORTEDBYROBINSONANDMORRISON2000WHOEXAMINEDPSYCHOLOGICALCONTRACTBREACHTHROUGHTHELENSOFCONTEXTUALINFLUENCESGLOBALFULFILLMENTREFERSTOTHEENTIREP
18、SYCHOLOGICALCONTRACTREMAININGFULFILLEDWITHMINORINFRINGEMENTSLIKEWISE,GLOBALBREACHINDICATESTHATTHEENTIREPSYCHOLOGICALCONTRACTISVOIDEDTHEYFOUNDASIGNIFICANTINCREASEOFBREACHREPORTSININSTANCESOFLOWORGANIZATIONALPERFORMANCE,LACKOFFORMALSOCIALIZATIONPROCESS,LACKOFORINAPPROPRIATEJOBPREVIEWS,INCREASEDNUMBERO
19、FJOBOPTIONS/OFFERSBEFORECHOOSINGTHEJOBSTUDIED,ANDININSTANCESWHERETHEEMPLOYEEHASAHISTORYOFPSYCHOLOGICALCONTRACTBREACHINPREVIOUSEMPLOYMENTSROBINSONANDMORRISONRECOGNIZEDTHEREAREIMPORTANTEFFECTSOFPSYCHOLOGICALCONTRACTBREACH,BUTALSOSUGGESTEDTHEREARE“FACTORSTHATAFFECTTHEDEVELOPMENTOFTHOSEPERCEPTIONS”ANDIT
20、ISCRUCIALTOUNDERSTANDWHYINDIVIDUALSDEVELOPTHESEBELIEFS2000526PREVIOUSEMPIRICALWORKINDICATESPSYCHOLOGICALCONTRACTBREACHISPOSITIVELYRELATEDTOOUTCOMESSUCHASNEGATIVEEMPLOYEEATTITUDES,UNFAVORABLEWORKBEHAVIORS,ANDVOLUNTARYTURNOVERCOYLESHAPIROANDKESSLER,2000ROUSSEAUANDMCLEANPARKS,1993,ANDNEGATIVELYRELATEDT
21、ODISCRETIONARYSERVICEBEHAVIORSBLANCEROANDJOHNSON,2001CONVERSELY,THEFULFILLEDPSYCHOLOGICALCONTRACTHASPREDICTEDMANYPOTENTIALBENEFITSRESEARCHERSHAVESHOWNFULFILLEDCONTRACTSAREPOSITIVELYRELATEDTOORGANIZATIONALCOMMITMENT,EXTRAROLEBEHAVIORTHATPROMOTESEFFECTIVEFUNCTIONINGOFTHEORGANIZATIONORGANIZATIONALCITIZ
22、ENSHIPBEHAVIOROCB,PRODUCTIVITY,ANDJOBSATISFACTIONKICKULETAL,2004SUTTONANDGRIFFIN,2004TURNLEYETAL,2004JOHNSONANDOLEARYKELLY,2003TEKLEABANDTAYLOR,2003CHROBOTMASON,2003MASTERSON,2001COYLESHAPIROANDKESSLER,2000CAVANAUGHANDNOE,1999TURNLEYANDFELDMAN,1999LEWISMCCLEARANDTAYLOR,1997ROBINSONANDROUSSEAU,1994RO
23、USSEAUANDANTON,1991,1988ANADDITIONALFACETOFTHEPSYCHOLOGICALCONTRACTMAYRELATETOONESVALUESORIDEALSBECAUSE“THEPSYCHOLOGICALCONTRACTPERSPECTIVEPROVIDESCONCEPTUALSPACETOCONSIDERHOWINDIVIDUALSDEVELOPBELIEFSABOUTORGANIZATIONALOBLIGATIONSBASEDONCOMMITMENTTOAPRINCIPLEORCAUSE”THOMPSONANDBUNDERSON,2003573THISA
24、RGUMENTASSERTSTHATEMPLOYEESBELIEVETHEIREMPLOYERHASCERTAINIDEOLOGICALOBLIGATIONSTHOMPSONANDBUNDERSON,2003INTHECURRENTSTUDY,ITISSPECULATEDTHATIDENTIFICATIONWITHACOLLECTIVEMAYBEASOURCEOFTHISBELIEFAHIGHLEVELOFHISPANICIDENTIFICATIONINDICATESTHATANINDIVIDUALPLACESGREATVALUEONTHEIRCULTUREOFORIGINTHEREFORE,
25、THERESPECTOFTHEIRCULTUREFROMOTHERSMAYBEANIMPORTANTCOMPONENTOFTHEIRPSYCHOLOGICALCONTRACTTHOSEWHOIDENTIFYCLOSELYWITHTHEIRHISPANICORIGINSWILLALSOUSETHISSOCIALGROUPASASTRONGSOURCEOFSOCIALINFLUENCEACCORDINGTOSPARROW1996,EXTERNALSOCIALCUESFROMANATIONALCULTUREMEDIATESTHEFORMATIONOFPSYCHOLOGICALCONTRACTSSUC
26、HTHATNATIONALVALUESINFLUENCETHEWAYMEMBERSOFTHECULTUREDECODEINFORMATION,CAUSINGTHEMTOJUDGESITUATIONSDIFFERENTLYTHANOTHERSIFTHISISTHECASE,THEPOSITIVERELATIONSHIPBETWEENPERCEIVEDDISCRIMINATIONANDBREACHOFPSYCHOLOGICALCONTRACTSHOULDSTRENGTHENWITHETHNICIDENTIFICATIONPUTSIMPLY,ANORGANIZATIONISEXPECTEDTOTRE
27、ATEMPLOYEESFAIRLYHOWEVER,DISCRIMINATORYACTIONSSURFACEINMORESUBTLEWAYSTHATMAYBEHARDERTOIDENTIFYSUCHASIMPOVERISHEDSOCIALNETWORKSIBARRA,1995ANDSTEREOTYPETHREATSTEELE,1997THESETYPESOFDISCRIMINATIONARECAPTUREDMOSTPRECISELYBYPERCEIVEDDISCRIMINATION,SINCETHEYARENOTNECESSARILYOVERTORDEMONSTRATEDBIASESJONESE
28、TAL,2009PERCEIVEDDISCRIMINATIONMAYBEANUNDERLYINGCOMPONENTOFBREACHEDPSYCHOLOGICALCONTRACTSPSYCHOLOGICALCONTRACTBREACHWASEVALUATEDUSINGAFIVEITEMSCALEFROMROBINSONANDROUSSEAU1994THATEVALUATESPSYCHOLOGICALCONTRACTBREACHANDFULFILLMENTCOYLESHAPIROANDKESSLER2000EXPLAINEDTHATTHISSCALEEXPLICITLYMEASURESCONTRA
29、CTFULFILLMENTANDBREACH,WHICHMAKESITMOREAPPROPRIATETHANOTHERMEASURESFORINVESTIGATINGTHECONSEQUENCESOFTHEPSYCHOLOGICALCONTRACT,THEPURPOSEOFTHISSTUDYITSHOULDBENOTEDTHATMINUTEINFRINGEMENTSOFTHEPSYCHOLOGICALCONTRACTMAYEXISTBUTTHISMEASUREISINTENDEDTOEVALUATETHEEXTENTTOWHICHTHEINDIVIDUALHASEXPERIENCEDBREAC
30、HORFULFILLMENTOFTHECONTRACTASAWHOLECOYLESHAPIROANDKESSLER,2000ROBINSONANDROUSSEAU,1994BLANCERO,DELCAMPO,ANDMARRON2007ANDTHEPRESENTSTUDYSRESULTSSUGGESTTHATASIGNIFICANTLYHIGHNUMBEROFHISPANICPROFESSIONALSPERCEIVETHATTHEIRPSYCHOLOGICALCONTRACTISBREACHEDTHISRESULTENHANCESUNDERSTANDINGOFPSYCHOLOGICALCONTR
31、ACTSBYBUILDINGUPONTRADITIONALRESEARCHRESULTSTHATAREETHNICALLYNONSPECIFICEG,ROBINSONANDROUSSEAU,1994THEPRESENTSTUDYGIVESINSIGHTINTOPERCEPTIONSOFPSYCHOLOGICALCONTRACTBREACHFORANINDEPENDENTANDMUCHLARGERSAMPLEOFHISPANICPROFESSIONALSTHESTUDYSPECIFICALLYSETOUTTOPROPOSETWOHYPOTHESESFIRST,THEREISAPOSITIVERE
32、LATIONSHIPBETWEENPERCEIVEDDISCRIMINATIONANDPSYCHOLOGICALCONTRACTBREACHANDSECOND,ETHNICIDENTIFICATIONHASAMODERATINGEFFECT,SUCHTHATHIGHLEVELSOFETHNICIDENTIFICATIONSTRENGTHENTHEPOSITIVERELATIONSHIPBETWEENPERCEIVEDDISCRIMINATIONANDPSYCHOLOGICALCONTRACTBREACHTYPICALLY,COMMONMETHODBIASDOTYANDGLICK,1998ISA
33、CONCERNINPSYCHOLOGICALCONTRACTRESEARCHCOMMONMETHODBIASISBIASENCOUNTEREDINRESEARCHWHENCOLLECTINGINDEPENDENTANDDEPENDENTVARIABLESFROMTHESAMESOURCEATTHESAMETIMEINORDERTOCOMBATCOMMONMETHODBIASINTHISSTUDY,EACHPARTICIPANTWASINSTRUCTEDTOCOMPLETEAFOLLOWUPSURVEYCONTAININGQUESTIONSONTHEDEPENDENTMEASUREIE,PSYC
34、HOLOGICALCONTRACTBREACHONEMONTHAFTERCOMPLETINGTHEINITIALSURVEYCOLLECTINGTHEDEPENDENTVARIABLEOFINTERESTAFTERATIMELAGHASBEENSHOWNTOEFFECTIVELYCOMBATTHISISSUEBYADMINISTERINGTHESECONDSURVEYONEMONTHAFTERTHEINITIALDATACOLLECTION,ANDSUBSEQUENTLYDETERMININGTHATNOSIGNIFICANTDIFFERENCEEXISTEDBETWEENT1ANDT2MEA
35、SURES,THESTUDYEFFECTIVELYALLEVIATESFUTURECONCERNFORCOMMONMETHODBIASASITDEMONSTRATESSOMESTABILITYINPSYCHOLOGICALCONTRACTBREACHOVERTIMETHISSTUDYTAKESANEWAPPROACHTOTHEPSYCHOLOGICALCONTRACTBYLOOKINGATEXPLANATORYCONSTRUCTSOFTHEBREACHPHENOMENONNOTPREVIOUSLYCONSIDEREDINTHERESEARCHLITERATURENUMEROUSSCHOLARS
36、ANDERSONANDSCHALK,1998GUEST,1998ROUSSEAU,1998HAVESTATEDTHATFUTUREDIRECTIONSINPSYCHOLOGICALCONTRACTRESEARCHSHOULDFOCUSONADDRESSINGTHEMAJORCRITICISMSTHATEXISTINTHERESEARCHLANDSCAPECONCERNINGMEASUREMENT,DEFINITION,DYNAMICS/OUTCOMESASWELLASTHEADDEDVALUEOFTHECONSTRUCTTHISWOULDINCLUDEIDENTIFICATIONOFCLEAR
37、RELATIONSHIPSWITHOTHERORGANIZATIONALBEHAVIORCONSTRUCTSTHATAREMORESOLIDLYDEFINEDANDTHETESTINGOFTHESEALTERNATIVEOREXPLANATORYCONSTRUCTSADDITIONALLY,THEFINDINGTHATETHNICIDENTIFICATIONSIGNIFICANTLYIMPACTSTHERELATIONSHIPBETWEENPERCEIVEDDISCRIMINATIONANDPSYCHOLOGICALCONTRACTBREACHSEEMSTOBECONTRARYTOOTHERR
38、ECENTRESEARCHONPERCEIVEDDISCRIMINATIONJONES,NI,ANDWILSON2009FOUNDTHATEMPLOYEEENGAGEMENTDOESNOTDIFFERSIGNIFICANTLYBYRACEORETHNICITY,BUTBYPERCEIVEDDISCRIMINATIONONECANINTERPRETTHESERESULTSTOMEANTHATWORKERSDONOTNECESSARILYREPORTANUNFAIRWORKAGREEMENTBASEDONTHEIRETHNICIDENTIFICATION,BUTINSTEADTHEIRPERCEI
39、VEDEXPERIENCESATWORKMAYBESOMEHOWTIEDTOTHEIRETHNICIDENTITYINSUM,ETHNICIDENTIFICATIONSIGNIFICANTLYCONTRIBUTESTOPSYCHOLOGICALCONTRACTBREACHTHISIMPLIESTHATWHILEPERCEIVEDEXPERIENCESAREBETTERPREDICTORSOFOUTCOMESSUCHASPSYCHOLOGICALCONTRACTBREACHOREMPLOYEEENGAGEMENT,IDENTIFICATIONWITHAMINORITYGROUPDOESHAVES
40、OMEIMPACTONTHESEEXPERIENCESHOWEVER,ITDOESNOTAPPEARTHATTHEPRESENCEOFDEMOGRAPHICDIFFERENCESALONEDETERMINESTHEEMPLOYEEEMPLOYERRELATIONSHIPTHISSTUDYCONTRIBUTESTHEORETICALLY,EMPIRICALLY,ANDPRACTICALLYTOTHEBODYOFKNOWLEDGEONPSYCHOLOGICALCONTRACTBREACHANDMINORITYEMPLOYEESPERCEIVEDDISCRIMINATIONISANIMPORTANT
41、EXPERIENCETOUNDERSTANDINORDERTOREDUCETHEOCCURRENCESOFPSYCHOLOGICALCONTRACTBREACHALTHOUGHGOVERNMENTANDORGANIZATIONSHAVEMADESTRIDESINREDUCINGOVERTACTSOFWORKPLACEDISCRIMINATION,MINORITYEMPLOYEESARESTILLENCOUNTERINGUNFAVORABLEEXPERIENCESANDPERCEIVINGDISCRIMINATIONTHEUNFAVORABLEEXPERIENCESPOSITIVELYRELAT
42、EDTOPERCEIVEDDISCRIMINATION,SUCHASPSYCHOLOGICALCONTRACTBREACH,STRESSTHEIMPORTANCEOFCORRECTINGTHEBEHAVIORSTRIGGERINGTHESEPERCEPTIONSITMAYALSOBEHELPFULFOREMPLOYERSTOCOMMUNICATEWITHEMPLOYEESMOREEFFECTIVELYINORDERTOBETTERUNDERSTANDTHERECIPROCALTERMSOFTHEPSYCHOLOGICALCONTRACTMINIMIZINGTHEAMBIGUITYOFPROMI
43、SESBETWEENTHEEMPLOYEEANDEMPLOYERMAYDECREASETHEOCCURRENCEOFPSYCHOLOGICALCONTRACTBREACHANDOPENLINESOFCOMMUNICATION资料来源JOURNALOFMANAGERIALISSUESSUMMER2010,VOL22ISSUE2,P220238,19P译文心理契约的破坏，知觉歧视，西班牙裔的族群认同和商务专业DELCAMPO,ROBERTGROGERS,KRISTIEMJACOBSON,KATHRYNJLROUSSEAU1995定义心理契约为在雇员和雇主之间的关系中有关相互义务的个人信仰。集中的心
44、理契约减少对传统的补偿问题，劳动者与用人单位（ROUSSEAU，1995）对整个之间的关系。心理契约的条款是专门对知觉的承诺为基础的其他缔约方的义务（ROUSSEAU,1989ROBINSON,1996）。无论是隐含或明确，认为创建承诺必须为合同履行义务，必须坚持（ROUSSEAU，2001）。例如，该组织或经理利用一个关系型心理契约有义务公正地对待个人，提供安全的工作条件，让员工合理的休假时间，并提供适当的资源来完成其任务。另一方面，雇员有责任要求完成任务，表现出良好的心态，促进了公司的形象，并遵守公司政策。对心理契约关系的维护是至关重要的健康和持久的工作关系。设置一个什么关系型心理契约，除
45、了其他的心理合约（即均衡，交易，过渡）是长期的，需要双方都满意的重点在两个社会，情感和经济关系，而不是某些业绩回报的或有负债（回族等。，2004）。在过去二十年不断变化的商业环境（例如，全球化，裁员）时，要求雇主和雇员的共同义务不断重新谈判，以预留更多空间的误解和偏差，在心理违约（ROBINSON,1996）的结果。为了保持一个适当的工作关系，这对合同的具体类型必须继续履行。这一点特别具有挑战性，因为心理契约是建立在各党的观念基础，且看法不一定共享（ROBINSON,1996）。一个被认为是违反心理契约时，一方认为对方未能按照承诺或承诺（ROUSSEAU，1989年）通过。当事人一方违反合同可
46、能认为采取行动改变这种关系。实证研究表明，心理契约是员工忠诚度呈负相关，工作绩效，效率，信任和有效性，并积极申请相关的申诉和寻求其他就业MASTERSON,2001COYLESHAPIRO和KESSLER,2000CAVANAUGH和NOE,1999TURNLEY和FELDMAN,1999LEWISMCCLEAR和TAYLOR,1997ROUSSEAU和MCLEANPARKS,1993ROUSSEAU和ANTON,1991,1988。相反，履行合同导致更多的工作满意度和生产率（ROBINSON，1995）。因此，必须进行评估和管理组织内的心理契约。员工们期待进入一个组织免受歧视待遇，不论人口的
47、差异，因此，这种关系之间可能存在的心理契约违背和雇员的歧视观念。更具体地说，如果雇员认为他们受到歧视，他们也可能认为自己的心理契约已被破坏。ROUSSEAU和ROBINSON（1994）发现，超过一半（548），研究报告的所有雇员合约，违反了他们的心理。虽然ROUSSEAU和ROBINSON（1994）报道了心理契约违背率非常高，他们没有审查其潜在影响的受访者的个体差异。为了研究之间的心理契约违背和歧视知觉间的关系，调查研究可能是少数群体中最富有成果的，因为他们更容易觉察到他们比多数人反对歧视小组成员（MCKAY等，2007年）。在定义什么是违反心理契约，是很重要的区别是，从本研究可操作性的定
48、义心理契约的其他定义。在确定一个分歧点在于心理契约在合同条款的协议。SHORE等（2004年），一个心理契约的定义，演变，从一个定义，其中包括一些合同的条款双方协议管理文学（莱文森，1962年，沙因，1965）的主观信念和个人（ROUSSEAU的看法，1989）。一种“心理契约”概念是老年人在稳定条件下形成的雇员和雇主换保障，分别为（SPARROW，1996）的规定。随着不断变化的业务条件和工作机会减少，对心理契约的可能也发生了变化的条件员工不能仅仅表现良好，但必须遵守，被认为幸运地保住自己的工作（SPARROW，1996）。本研究坚持以卢梭定义，因为员工可能会感到委屈时，雇主也同样不循上的义
49、务，是否承诺是明确的或他们认为一个隐含的承诺。此外，员工将按照他们认为要交换协议，不论是交换协议与雇主共享。因此，心理契约违反的是，对方没有经过他们的（ROUSSEAU，1989年）承诺的义务遵循的信念。违反是一种主观经验的基础上，行动和个人行动的观念（ROBINSON，1996）。在这方面的研究结果流还报告了ROBINSON和MORRISON（2000）谁审查通过镜头的心理背景影响违约。全球履行是指整个合同还有轻微的心理侵犯履行。同样地，全球违反表明，整个心理契约是无效。他们发现，在低组织绩效，正式社会化的过程中，工作缺乏或不适当的情况下预览违反报告缺乏显着增加，增加了作业选项/提供数量（在选择工作学习），并在情况下的雇员在以前的雇佣关系的心理契约违背历史。ROBINSON和MORRISON承认有违约重要的心理影响，但也建议有“因素影响这些观念的发展”，这是至关重要的理解为什么这些信念的个人发展（2000526）。以往的实证工作表明心理契约的破坏是正相关的结果，例如员工的态度消极，不利的工作行为，以及自愿离职（COYLESHAPIRO和KESSLER,2000ROUSSEAU和MCLEANPARKS,1993），并可以自由支配的负相关服务的行为（BLANCERO和JOHNSON,2001）。相反，心理契约履行的预测许多潜在的好处。研究人员已经证明履行合同的正相关，组
