1、原文EFFECTSOFPSYCHOLOGICALCONTRACTBREACHONORGANIZATIONALCITIZENSHIPBEHAVIORINSIGHTSFROMTHEGROUPVALUEMODELRESTUBOG,SIMONLLOYDDHORNSEY,MATTHEWJBORDIA,PRASHANTESPOSO,SARAHRPSYCHOLOGICALCONTRACTBREACHTAKESPLACEWHENEMPLOYEESPERCEIVETHATTHEIRORGANIZATIONHASFAILEDTODELIVERSATISFACTORILYONITSPROMISESROUSSEAU,
2、1995THEBELIEFTHATAPROMISEORFUTUREOBLIGATIONEXISTSISBASEDEXCLUSIVELYONTHEEMPLOYEESOWNPERCEPTIONSUCHABELIEFMAYBEINTENTIONALLYORUNINTENTIONALLYCONVEYEDVIARECRUITMENTINTERVIEWS,PERFORMANCEAPPRAISALS,WRITTENPERSONNELPOLICIES,ORORGANIZATIONALPRACTICESDEERYETAL,2006BREACH,WHICHISACOGNITIVEASSESSMENTINVOLVI
3、NGTHEDISCREPANCYBETWEENWHATHASBEENPROMISEDANDWHATHASBEENDELIVERED,ISEMPIRICALLYANDTHEORETICALLYDISTINCTFROMCONTRACTVIOLATIONWHICHREFERSTOANEMOTIONALRESPONSEARISINGFROMPERCEIVEDCONTRACTUALTRANSGRESSIONBORDIAETAL,INPRESSROBINSONANDMORRISON,2000UNSURPRISINGLY,PSYCHOLOGICALCONTRACTBREACHHASNEGATIVECONSE
4、QUENCESFORORGANIZATIONSANDEMPLOYEESBORDIAETAL,INPRESSCOYLESHAPIROANDKESSLER,2000KICKULANDLESTER,2001RESTUBOGETAL,2007ROBINSONANDROUSSEAU,1994TURNLEYANDFELDMAN,2000ZAGENCZYKETAL,INPRESSZHAOETAL,2007ONEWELLDOCUMENTEDCONSEQUENCEOFPSYCHOLOGICALCONTRACTBREACHISTHATEMPLOYEESARELESSWILLINGTOENGAGEINORGANIZ
5、ATIONALCITIZENSHIPBEHAVIORSOCBSRESTUBOGANDBORDIA,2006RESTUBOGETAL,2006,2007ROBINSON,1996ROBINSONANDMORRISON,1995TURNLEYANDFELDMAN,2000TURNLEYETAL,2003TRADITIONALLY,THENEGATIVERAMICATIONSOFPSYCHOLOGICALCONTRACTBREACHHAVEBEENEXPLAINEDUSINGTHEFRAMEWORKOFSOCIALEXCHANGETHEORYCOYLESHAPIROANDCONWAY,2004,PA
6、RTOFBLAUS1964LARGEREXCHANGETHEORYACCORDINGTOTHISPERSPECTIVE,EMPLOYEESARELARGELYDRIVENBYINSTRUMENTALCONSIDERATIONSASSOCIATEDWITHGIVEANDTAKEBETWEENTHEINDIVIDUALANDTHEGROUPUPHOLDINGCONTRACTSWILLINCREASEOCBSFORTWOREASONS1BECAUSETHEEMPLOYEEFEELSCOMPELLEDTORECIPROCATETHEPOSITIVEBEHAVIOROFTHEORGANIZATIONAN
7、D2BECAUSEBYENGAGINGINPOSITIVEBEHAVIORTHEEMPLOYEEISMAXIMIZINGHISORHERCHANCEOFBEINGTREATEDWELLBYTHEORGANIZATIONINTHEFUTUREACCORDINGTOSOCIALEXCHANGETHEORY,APRECURSORFORTHEDEVELOPMENTOFPOSITIVEEMPLOYMENTRELATIONSHIPSISTHATPARTIESABIDEBYCERTAINRULESOFEXCHANGEBLAU,1964THECONTENTOFTHEEXCHANGEPROCESSCANBEPU
8、RELYECONOMICEGMONEY,GOODSANDSERVICESORMORESOCIALINNATUREEGINFORMATION,ADVICEANDPOSITIVEREGARDIFEMPLOYEESFEELASTHOUGHTHEIROUTCOMESARELESSTHANTHEYWEREPROMISEDORTHATTHEYAREGIVINGMORETHANTHEYAREGETTINGFROMTHEORGANIZATION,THEYWILLRESTOREEQUITYBYENGAGINGINNEGATIVE,WITHDRAWNAND/ORCOUNTERPRODUCTIVEBEHAVIORS
9、WEVIEWTHEGROUPVALUEMODELNOTASACOMPETINGTHEORYTOREPLACESOCIALEXCHANGETHEORY,BUTASACOMPLEMENTARYTHEORYTHATADDSBREADTHTOOURUNDERSTANDINGOFPSYCHOLOGICALCONTRACTBREACHALTHOUGHSOCIALEXCHANGETHEORYMAYBESUFFICIENTTOEXPLAINRESPONSESTOCONTRACTBREACHINMANYCONTEXTS,WEARGUETHATTHEFOCUSONINSTRUMENTALITYANDSELFINT
10、ERESTIMPLICITWITHINEXCHANGETHEORYHASDISTRACTEDATTENTIONFROMTHESYMBOLICANDRELATIONALCONSEQUENCESOFPSYCHOLOGICALCONTRACTBREACHTHEFINDINGSOFTHEPRESENTSTUDYSUGGESTANADDITIONALMEANSOFTHEORIZINGTHEDAMAGINGEFFECTSOFPSYCHOLOGICALCONTRACTBREACH,WITHASPECIFICFOCUSONTHECONSEQUENCESOFCONTRACTBREACHFORUNDERSTAND
11、INGTHEQUALITYANDSTRENGTHOFTHERELATIONSHIPBETWEENTHEINDIVIDUALANDTHEORGANIZATIONIDENTIFICATIONINSODOING,WE1PROVIDEANEMPIRICALANDTHEORETICALBRIDGEBETWEENTHEPSYCHOLOGICALCONTRACTLITERATUREANDTHEPARALLELLITERATUREONORGANIZATIONALIDENTIFICATION,AND2PROVIDEATHEORETICALACCOUNTFORWHYRELATIONALANDTRANSACTION
12、ALCONTRACTBREACHESMIGHTHAVEDIFFERENTEFFECTSINADDITION,WEHAVEINTEGRATEDTHERELATIONALCONSTRUCTSOFORGANIZATIONALTRUSTANDORGANIZATIONALIDENTIFICATIONWITHINABROADERFRAMEWORKTHISWORKHELPSOPENUPNEWLINESOFINQUIRYREGARDINGTHECONSEQUENCESOFCONTRACTBEACH,ANDATTHESAMETIMEHASTHEPOTENTIALTOENRICHEMPLOYERSUNDERSTA
13、NDINGSOFHOWTOUNDERSTAND,ANTICIPATEANDDEFUSETHEDELETERIOUSOUTCOMESASSOCIATEDWITHPERCEPTIONSOFCONTRACTBREACHFROMATHEORETICALPERSPECTIVE,ITMAKESSENSETOARGUETHATTHEGROUPVALUEMODELWOULDBEPARTICULARLYPREDICTIVEWHENSYMBOLICCONCERNSABOUTTHERELATIONSHIPBETWEENTHEORGANIZATIONANDTHEINDIVIDUALAREHEIGHTENEDFOREX
14、AMPLE,WEPREDICTEDANDFOUNDTHATTHEVARIABLESASSOCIATEDWITHTHEGROUPVALUEMODELWEREMORETIGHTLYLINKEDTOOCBSWHENTHECONTRACTBREACHWASRELATIONALRATHERTHANBEINGTRANSACTIONALINNATUREBUTTHEREAREOTHERCIRCUMSTANCESWHENSYMBOLICCONCERNSMIGHTBEMOREPRONOUNCEDFOREXAMPLE,WHENEMPLOYEESHAVEACOLLECTIVISTORIENTATIONWHENLEVE
15、LSOFIDENTIFICATIONAREHIGHWHENEMPLOYEESINTENDTOSTAYWITHTHEORGANIZATIONINTHELONGTERMAND/ORWHENEMPLOYEESARENEWTOTHEORGANIZATIONANDTHEBUILDINGBLOCKSOFTRUSTANDMUTUALRESPECTHAVEYETTOBEESTABLISHEDTHECOROLLARYOFTHISISTHATTHESOCIALEXCHANGEMODELWITHITSFOCUSONINSTRUMENTALITYANDSELFINTERESTCONCERNSMIGHTBEMOREPR
16、EDICTIVEWHENEMPLOYEESHAVEANINDIVIDUALISTORIENTATIONWHENLEVELSOFIDENTIFICATIONAREMODERATETOLOWWHENEMPLOYEESARENOTINTENDINGTOSTAYWITHTHEORGANIZATIONINTHELONGTERMAND/ORWHENEMPLOYEESHAVEESTABLISHEDASECUREPLACEWITHINTHEORGANIZATIONOVERTIMETODATE,HOWEVER,THESEPREDICTIONSREMAINSPECULATIONFUTURERESEARCHISNE
17、EDEDTOSHARPENOURUNDERSTANDINGBOTHTHEORETICALLYANDEMPIRICALLYOFTHECONDITIONSUNDERWHICHTHESOCIALEXCHANGEANDTHEGROUPVALUEMODELSMIGHTBEMOREORLESSUSEFULTHEREARETWOASSUMEDMECHANISMSFORWHYPSYCHOLOGICALCONTRACTBREACHMIGHTINUENCEOCBSONEEXPLANATIONISTHATTHEREEXISTSAUNIVERSALNORMOFRECIPROCITY,SUCHTHATHELPFULBE
18、HAVIOURISREPAIDINKINDGOULDNER,1960IFTHEORGANIZATIONENGAGESINUNSUPPORTIVEORUNHELPFULWAYSEGBYBREACHINGAPSYCHOLOGICALCONTRACT,THENEMPLOYEESARERELEASEDFROMTHEIRFELTOBLIGATIONTOENGAGEINPOSITIVEBEHAVIORSUCHASOCBSASECONDEXPLANATIONFAVOREDBYBLAU1964ISTHATPEOPLEAREMOTIVATEDTORECIPROCATEHELPFULBEHAVIORBECAUSE
19、TODOSOFURTHERSTHEIRSELFINTERESTIFWEREPAYPOSITIVEBEHAVIORFROMTHEORGANIZATIONWITHPOSITIVEEMPLOYEEBEHAVIOREGOCBS,WEMAXIMIZEOURCHANCESOFRECEIVINGFURTHERPOSITIVEBEHAVIORINTHEFUTUREIFWEFAILTOREPAYABENET,WERISKVIOLATINGTHECYCLEOFPOSITIVITY,MEANINGTHATWELOWEROURCHANCESOFRECEIVINGFURTHERPOSITIVEBEHAVIORINTHE
20、FUTUREBOTHEXPLANATIONSSUGGESTASOMEWHATIMMEDIATEANDPROXIMALRELATIONSHIPBETWEENCONTRACTBREACHANDOCBS,ANDFORTHISREASONRESEARCHERSHAVEOFTENBEENCONTENTTOIDENTIFYADIRECTRELATIONSHIPBETWEENTHETWO,WITHOUTEXAMININGMEDIATINGMECHANISMSOTHERS,HOWEVER,HAVEARGUEDTHATTRUSTISACRITICALINGREDIENTINEXCHANGERELATIONSHI
21、PSLOANDARYEE,2003ROBINSON,1996ROUSSEAUETAL,1998TRUSTISCONCEPTUALIZEDASAPSYCHOLOGICALSTATECOMPRISINGTHEINTENTIONTOACCEPTVULNERABILITYBASEDUPONPOSITIVEEXPECTATIONSOFTHEINTENTIONSORBEHAVIOROFANOTHERROUSSEAUETAL,1998,P395THESELFINTERESTMOTIVEFORENGAGINGINPOSITIVEEMPLOYEEBEHAVIORSRESTSONTHEASSUMPTIONTHAT
22、THEORGANIZATIONISJUSTANDHASBENEVOLENTINTENTIONSONLYWHENTHISTRUSTEXISTSCANEMPLOYEESCONDENTLYEXPECTTHATTHEIREXTRAROLEBEHAVIORWILLBERECIPROCATEDNONFULLMENTOFPERCEIVEDOBLIGATIONSDIMINISHESTRUSTBYCOMPROMISINGTHEVALUESOFINTEGRITYANDBENEVOLENCEWHICHAREIMPORTANTBUILDINGBLOCKSOFTRUSTMAYERETAL,1995INDEED,PREV
23、IOUSRESEARCHHASFOUNDTHATEMPLOYEEREPORTSOFBREACHRESULTEDINALOSSOFTRUSTINTHEORGANIZATION,ANDTHISEROSIONOFTRUSTEXPLAINEDTHEREDUCTIONINEMPLOYEECONTRIBUTIONSTOTHEORGANIZATIONROBINSON,1996ALONGSIMILARLINES,THEREISEVIDENCETOSUGGESTTHATTRUSTMEDIATESTHERELATIONSHIPBETWEENBREACHANDEMPLOYEEATTITUDESEGTURNOVERI
24、NTENTIONSANDBEHAVIORSEGOCBS,PERFORMANCELOANDARYEE,2003ROBINSON,1996THEMEASUREMENTOFPSYCHOLOGICALCONTRACTBREACHALSODESERVESREFLECTIONPSYCHOLOGICALCONTRACTBREACHHASBEENMEASURED/OPERATIONALZEDINANUMBEROFWAYSKICKULANDLESTER,2001ROUSSEAUANDTIJORIWALA,1998ZHAOETAL,20071COMPOSITEORFACETBASEDMEASUREOFBREACH
25、IEFULFILLMENTOFVARIOUSCONTENTITEMS2GLOBALASSESSMENTOFBREACHIEOVERALLASSESSMENTOFEMPLOYEESSUBJECTIVEPERCEPTIONOFHOWWELLTHEORGANIZATIONHASADEQUATELYFULFILLEDITSPROMISEDOBLIGATIONS3WEIGHTEDMEASUREOFBREACHIEUSESCONTENTITEMSMULTIPLIEDBYTHEEXTENTOFIMPORTANCEACCORDEDTOEACHCONTENTITEMAND4COMPOSITEEVALUATIVE
26、MEASUREIESPECIFYINGWHICHOBLIGATIONSHAVEBEENPROMISEDEXPLICITLYORIMPLICITLYANDASSESSINGTHEEXTENTTOWHICHTHEORGANIZATIONHASADEQUATELYFULFILLEDTHESPECIFIEDPROMISESWEUSEDTHEFIRSTTWOAPPROACHESGLOBALBASEDAPPROACHINSTUDY1,ANDFACETBASEDAPPROACHINSTUDIES2AND3INASSESSINGWHETHERTHEORGANIZATIONHASFULFILLEDITSPROM
27、ISEDOBLIGATIONSALTHOUGHAGREATDEALOFRESEARCHHASUTILIZEDTHECOMPOSITEMEASUREOFBREACHEGRESTBOGANDBORDIA,2006ROBINSON,1996ROBINSONANDMORRISON,1995,APROBLEMASSOCIATEDWITHTHISAPPROACHISTHATTHEREISNOCLEARINDICATIONOFTHEEXTENTTOWHICHANOBLIGATIONWASACTUALLYPERCEIVEDORPROMISEDCOYLESHAPIROANDKESSLER,2000THUS,FU
28、TURERESEARCHSHOULDCONSIDERCOMBININGTHEFIRSTANDFOURTHAPPROACHESTOACCURATELYCAPTUREPERCEPTIONSOFUNFULFILLEDPROMISESPREVIOUSRESEARCHHASESTABLISHEDTHATPSYCHOLOGICALCONTRACTBREACHESCANHAVEANEGATIVEEFFECTONWILLINGNESSTOENGAGEINOCBSRESTUBOGETAL,2006ROBINSONANDMORRISON,1995TURNLEYETAL,2003THEPURPOSEOFTHISST
29、UDYWASTOEXAMINEWHYTHISWASTHECASEINOTHERWORDS,TODELINEATETHEPSYCHOLOGICALMECHANISMSTHATMEDIATEDTHERELATIONBETWEENCONTRACTBREACHANDOCBSINDOINGSO,WEDREWONTWOTHEORETICALPERSPECTIVESSOCIALEXCHANGETHEORYANDTHEGROUPVALUEMODELALTHOUGHTHESEPERSPECTIVESSHARESOMETHEORETICALGROUNDEGBOTHDRAWONTHENOTIONOFTRUSTTOE
30、XPLAINWHYCONTRACTBREACHHASDELETERIOUSOUTCOMES,THEYAREDISTINCTINTWOIMPORTANTWAYSTRADITIONALLY,EXCHANGETHEORIESHAVEPRIVILEGEDSELFINTERESTASTHEFUNDAMENTALMECHANISMGUIDINGRESPONSESTOORGANIZATIONALTREATMENTINCONTRAST,PROPONENTSOFTHEGROUPVALUEMODELARGUETHATTREATMENTFROMTHEORGANIZATIONSENDSSYMBOLICMESSAGES
31、ABOUTWHETHERONEISVALUEDWITHINTHEGROUPANDWHETHERONESHOULDFEELPRIDEINTHEGROUPONEKEYDIFFERENCEBETWEENTHETWOPERSPECTIVES,THEN,ISTHATTHEGROUPVALUEMODELBUTNOTTHEEXCHANGEPERSPECTIVESEESGROUPIDENTICATIONASACRUCIALMEDIATORBETWEENPERCEPTIONSOFCONTRACTBREACHANDOUTCOMESANOTHERDISTINCTIONBETWEENTHETWOPERSPECTIVE
32、SISTHATTHEGROUPVALUEMODELPREDICTSDIFFERENTPSYCHOLOGICALCONSEQUENCESOFTRANSACTIONALANDRELATIONALCONTRACTBREACHES,WHEREASEXCHANGETHEORYISSILENTONTHISQUESTIONFROMAGROUPVALUEMODELPERSPECTIVE,THELONGTERM,SOCIOEMOTIONALELEMENTOFRELATIONALCONTRACTBREACHESMEANSTHATSUCHBREACHESMIGHTBEEXPECTEDTOSENDSTRONGERSY
33、MBOLICMESSAGESABOUTTHEQUALITYOFTHERELATIONSHIPBETWEENTHEINDIVIDUALANDTHEGROUPTHANWOULDBREACHESOFTRANSACTIONALCONTRACTS,WHICHAREMORESPECIC，SHORTTERMANDINSTRUMENTALFUTURERESEARCHMAYALSOWISHTOEXAMINETHERELATIONSHIPBETWEENPSYCHOLOGICALCONTRACTBREACHANDLEADERMEMBEREXCHANGEGROUNDEDINSOCIALEXCHANGETHEORY,L
34、MXPROPOSESTHATLEADERSDEVELOPDIFFERENTQUALITIESOFRELATIONSHIPSWITHEACHOFTHEIREMPLOYEESLMXRELATIONSHIPSRANGEONACONTINUUMFROMTHOSETHATARECHARACTERIZEDASEXCHANGESBETWEENTHELEADERANDEMPLOYEETHATARE,FORTHEMOSTPART,DENEDINTHEEMPLOYMENTCONTRACT,TOTHOSETHATAREFOUNDEDONMUTUALTRUST,RESPECTANDOBLIGATIONGRAENAND
35、UHLBIEN,1995PERCEIVEDFAILUREONTHEPARTOFTHEORGANIZATIONTODISCHARGEITSPROMISEDOBLIGATIONSIEPSYCHOLOGICALCONTRACTBREACHISLIKELYTORESULTINDAMAGEDSUPERVISORSUBORDINATERELATIONSHIPSTHUS,IFEMPLOYEESPERCEIVEANORGANIZATIONALTRANSGRESSION,THEYARELIKELYTOTURNTOOTHERSINTHEORGANIZATION,SUCHASTHEIRIMMEDIATESUPERV
36、ISOR,TODIRECTTHEIRRESENTMENTSIMILARLY,NONFULLMENTOFPSYCHOLOGICALCONTRACTSCANBEINTERPRETEDASAVIOLATIONOFRELATIONALTIES,NOTONLYFROMTHEORGANIZATIONBUTALSOFROMTHESUPERVISORASSUCH,PSYCHOLOGICALCONTRACTBREACHHASTHEPOTENTIALTOUNDERMINETHEDYADICRELATIONSHIPBETWEENTHEEMPLOYEEANDTHELEADERTHEPRESENTNDINGSHAVEI
37、MPLICATIONSFORORGANIZATIONALSETTINGSWHENPROMISESAREBROKEN,EMPLOYEESTRUSTANDIDENTICATIONTOWARDSTHEORGANIZATIONARESERIOUSLYCOMPROMISED,WITHPOTENTIALLYDESTRUCTIVECONSEQUENCESITNEEDSTOBEEMPHASIZEDTHATTHESECONSEQUENCESOWONFROMTHEPERCEPTIONTHATACONTRACTORPSYCHOLOGICALUNDERSTANDINGHASBEENBROKEN,EVENIFNOLIT
38、ERALCONTRACTHASBEENBROKENITISIMPORTANT,THEN,THATTHEREISCLEARANDUNAMBIGUOUSCOMMUNICATIONBETWEENORGANIZATIONALAUTHORITIESANDEMPLOYEESABOUTTHEIRMUTUALOBLIGATIONSREGARDINGTRAINING,FEEDBACK,CAREEROPPORTUNITIESANDSOFORTHIFMUTUALEXPECTATIONSAREMADECLEAR,THENTHEREISLESSROOMFORPERCEPTIONSOFPSYCHOLOGICALCONTR
39、ACTBREACHIFHOWEVER,CONTRACTBREACHISPERCEIVED,ITISIMPORTANTTHATMANAGERSMOVETOCOUNTERACTTHENEGATIVECONSEQUENCESOFBREACHONTRUSTANDIDENTICATIONMANAGERSCANPROMOTETRUSTWITHTHEIRCONSTITUENTSBYEXPRESSINGRECOGNITION,DISPLAYINGSENSITIVITYTOTHEIRNEEDSANDCONCERNS,ANDESTABLISHINGEFFECTIVECOMMUNICATIONCHANNELSHAN
40、DLEYETAL,2006INLINEWITHTHEGROUPVALUEMODEL,ASENSEOFTRUSTANDJUSTICECANALSOBERESTOREDBYOFFERINGEMPLOYEESVOICEWITHREGARDTODECISIONMAKINGPROCESSESLINDANDTYLER,1988INSUM,BYEXAMININGMORECLOSELYTHESYMBOLICCONSEQUENCESOFCONTRACTBREACH,THECURRENTPAPERLEAVESUSBETTERPOSITIONEDTOPREDICTWHYPSYCHOLOGICALCONTRACTBR
41、EACHRESULTSINREDUCEDOCBSANDPROVIDESSOMECLUESONHOWORGANIZATIONSCANDEALWITHTHEDAMAGINGEFFECTSOFCONTRACTBREACH资料来源JOURNALOFMANAGEMENTSTUDIESDEC2008,VOL45ISSUE8,P13771400,24P,3DIAGRAMS,2CHARTS译文影响心理契约对组织公民行为的突破口从集团价值模式的启示RESTUBOG,SIMONLLOYDDHORNSEY,MATTHEWJBORDIA,PRASHANTESPOSO,SARAHR心理契约违背发生时，员工觉得他们的组织
42、没有兑现其诺言（ROUSSEAU，1995）令人满意。相信未来的承诺或义务的存在是完全基于雇员的自己的看法。这样的信念可能是有意或无意地转达通过招聘面试，绩效考核，书面的人事政策，或中心组织机构，周志武做法（DEERY等，2006）。违约，这是一个涉及认知评估之间有什么承诺，什么是已交付的差异，是经验和理论有别于违反合同是指从知觉的情绪反应所产生的合同侵（BORDIA等人在报刊；BINSON和MORRISON，2000）不出所料，心理违约造成了不良后果的组织和员工（BORDIA等人在报刊；YLESHAPIRO和KESSLER,2000KICKUL和LESTER,2001RESTUBOG等,20
43、07ROBINSON和ROUSSEAU,1994TURNLEY和FELDMAN,2000ZAGENCZYK等人在新闻；ZHAOETAL,2007）。一个证据充分的心理违反合同的后果是，员工不太愿意从事组织公民行为（组织公民行为）（RESTUBOG和BORDIA，2006RESTUBOGET等人，2006，2007ROBINSON,1996ROBINSON和MORRISON,1995TURNLEY和FELDMAN,2000TURNLEY等人,2003）。传统上，违反合同的心理造成负面影响，已解释过用社会交换理论（COYLESHAPIROANDCONWAY,2004），BLAU的（1964）大交流
44、的框架理论的一部分。根据这一观点，在很大程度上带动员工与相关工具的考虑，各让一步之间，个人与群体。坚持合同将组织公民行为增加的原因有两个（一）由于员工感到不得不回报组织的积极行为（二）在积极的行为，因为员工是最大限度地从事他或她正在接受治疗的好机会组织的未来。根据社会交换理论，为积极的雇佣关系发展的先导，是双方遵守一定的规则交换BLAU,1964。在交流过程中的内容可以是纯经济（如钱，物品和服务）或更多的性质（如信息，咨询和积极的方面）的社会。如果员工感觉他们的结果都不比他们承诺（或者他们是比他们提供更多的从组织获得），他们将恢复负，撤回和/或适得其反的行为从事股权。我们认为，集团价值模式不是
45、一种竞争理论，“代替”社会交换理论，但作为一个互补理论，增加了我们对心理广度违反合同的理解。虽然社会交换理论可以充分解释答复违反合同，在许多情况下，我们认为，关于工具性和自身利益交换理论中隐含的重点已转移了违约的心理和关系的象征性后果的关注。本研究的结果表明了理论化，从而对违反合同的后果，了解质量和之间的个人与组织（识别）的关系强度特别注重心理违约所造成的破坏性影响，另一种手段。这样做，（1）我们提供文献之间的心理契约对组织认同和平行文学的实证和理论的桥梁，（2）提供了为什么违反合同关系和交易可能有不同的效果理论阐释。此外，我们整合了组织的信任关系和组织认同建构在一个更广泛的框架。这项工作有助
46、于开辟关于合同的后果查询海滩新生产线，并在同一时间，丰富如何理解，预见和化解与违约相关的有害结果的看法雇主的谅解潜力。从理论的角度来看，是有意义的争论，该集团价值模型预测时，会特别对本组织与个人的关系是象征性的担忧加剧。例如，我们预测（发现），与集团价值模型相关的变数更紧密地联系在一起时，组织公民行为违反了合同，而不是事务性的关系。但也有其他情况下，当象征性的关注可能会更加明显例如，当员工有集体主义倾向，当识别水平高，当员工打算留在长期的组织和/或当员工新对组织和信任的基石和相互尊重还没有建立起来。这种推论是，社会交换模式凭借着它在工具性和自身利益的关注焦点可能更预测当员工有个人主义倾向，当识
47、别水平中度至低当员工不打算继续使用在长期的组织和/或当员工在组织内建立一个安全的地方随着时间的推移。但迄今为止，这些预测仍然是猜测。未来的研究需要，是加强我们了解的情况（包括理论和经验），据此，社会交流与模型组值可能或多或少有用。有两种原因可能会影响心理契约违反组织公民行为承担机制。一种解释是，存在一个对等的普遍规范，这样的行为是有益的实物（GOULDNER,1960）偿还。如果该组织不支持或无益的方式（通过心理契约如违反一）从事，那么雇员均获准在感到有义务进行积极的行为，如组织公民行为。第二种解释由BLAU1964青睐是人们的动机是回报帮助行为，因为这样做，进一步巩固自身的利益。如果我们用积
48、极偿还员工的行为（如组织公民行为）组织的积极行为，我们最大限度地接受在今后进一步积极的行为的机会。如果我们不偿还的利益，我们就可能侵犯了积极的周期，这意味着我们降低对未来接受进一步的积极行为的机会。两种解释建议之间的合同违约行为，立即组织公民行为有所近端的关系，基于这个原因，研究人员往往未经审核调解机制的内容，以确定两者之间的直接关系。然而，另一些人认为，信任是交换关系，船舶关键因素（LO和ARYEE,2003ROBINSON,1996ROUSSEAU等人1998）。信任是一个概念化的心理组成后，有意接受其他的意图或行为方面的积极预期的脆弱性状态（ROUSSEAU等人，1998,P395）。为
49、在从事积极的员工行为的自我利益的动机在于，前提是该组织公正和有善意的意图。只有当这种信任存在员工能满怀信心地期待，他们的额外角色的行为将得到回报。不自觉履行义务的影响减弱诚信和善意的，是信任的重要组成部分的价值信托基金（MAYER等人，1995）。事实上，以往的研究发现，雇员违反报告导致了信任的组织的损失，而这种信任的侵蚀解释了员工捐款减少到组织（ROBINSON,1996）。与之相似的，有证据表明这种信任调解违反与员工之间的态度（如离职意向）和行为（如组织公民行为，绩效）的关系（LO和ARYEE，2003ROBINSON,1996）。心理契约的违反测量也值得反思。心理契约的破坏已测/业务在许多方面零碳（KICKUL和LESTER,2001ROUSSEAU和TIJORIWALA,1998ZHAOET等,2007）（1）复合或面为基础的措施违反（不同的内容项，即完成）；（2）违反全球评估（即员工对如何组织好充分履行其承诺的义务）的主观感受全面的评估；（3）违反加权措施（即使用由给予程度的重要性乘以内容项目每个内容项）；（4）复合评价指标（即指定哪些义务得到明确承诺或暗示的程度，并评估该组织已充分履行了规定的承诺）。我们用前两种方法（在研究1全球为基础的方针，并面为基础的方法在研究2和3）在评估该组织是否已履行其承诺的义务
