如果组织能更直接地告诉员工他们是如何改变心理契约的，那么员工可能就能有效地应对心理契约的变化。
Employees could probably cope effectively with changes in the psychological contract if organizations were more forthright about how they were changing it.
违反这一心理契约将对忠诚度，积极性和工作人员的组织承诺(希斯·洛普2003年)有负面影响。
Breaching this psychological contract potentially will have negative implications for loyalty, motivation, and worker commitment to the organisation (Hislop 2003).
而心理契约的违背则会导致员工低的工作满意度、组织承诺和组织公民行为。
However, psychological contract violation can leads lower working satisfaction, organizational commitment and organizational citizenship behavior.
最后总结出，构建员工与组织间心理契约的对策和建议。
At last, We put forword countermeasure and suggestion to structure the psychological contract of staff and organization.
研究表明技术工人与所在组织容易形成长期雇用的心理契约。
The research indicated that the technical worker is easy to form the long-term employment the psychological contract with the organization.
组织在持续、快速变化的压力下不得不及时地改变经济关系以及在经济关系下隐藏的心理契约内容。
Under the constant and movable pressures, organizations have to alter employment relationships and the psychological contract that underlie them.
心理契约作为一种内隐的期望在组织和员工中起着潜移默化的作用，是预测工作倦怠的标准之一。
As an implicit expectation, playing a subtle role in employees and organizations, psychological contract becomes one of the criteria for evaluating job burnout degree.
心理契约是组织行为的强有力决定因素，是维持和谐雇佣关系的必要条件之一。
The Psychological Contract is a powerful deciding factor of organizational behavior, and necessary in the maintenance of a harmonious employment relationship.
心理契约存在于所有的管理活动和组织中。
Psychological Contract exists in all the management activities and organizations.
员工心理契约是员工对自己与组织相互责任的理解与认知。
The essence of psychology contract is modern organization and its members expectation of bodiless psychology.
心理契约是组织与员工之间隐含的、未公开说明的相互期望的总合。
Psychological contract is the general mutual expectation between an organization and its employees that is potential and explicitly expressed.
心理契约发轫于组织行为学研究，但心理契约在企业与顾客的营销情境中同样存在。
Although the theory of psychological contract originated from organizational behavioral research, there also exist psychological contracts in enterprise-customer marketing context.
员工的心理契约是指在组织与员工的互惠交换关系中，员工所感知到的彼此为对方提供的责任。
Employee psychological contract refers to the mutual obligations perceived by employees between employees and organizations to the reciprocal exchange relationships.
心理契约一直是组织行为研究的热门话题。
Psychological contract has been a popular issue in Organizational Behavior Study.
组织的关系型心理契约违背导致管理者忽略行为减少。
Relational psychological contract is positively related to manager's neglect.
研究发现组织沟通对管理者感知心理契约违背不存在显著影响；
The results suggest that: Organizational communication with its managers is not significantly related to managers' perception of organizational psychological contract violation.
心理契约作为员工和企业间的桥梁，起着至关重要的作用，对此的合理建设会影响组织中员工的工作效率与工作满意度。
As a bridge connecting employees and enterprises, psychological contract plays a vital role, and its reasonability will affect employees 'efficiency and job satisfaction.
心理契约包括个体水平上的心理契约和组织水平上的心理契约两个方面。
A psychological obligation involves two aspects of commitment: from the individual and from the organization.
第二部分分析非营利性组织员工心理契约对工作满意感和离职倾向的作用。
The other is analysis of how NPO Employee Psychological Contract affects Employee Job Satisfaction and Turnover Intention.
心理契约是联系组织与员工的心理纽带，对于填补劳动契约的空白，提高员工满意度有着重要的作用。
It can make up for the formal contract and play an very important role on employees satisfaction.
心理契约从本质上来讲是雇佣双方对相互责任的期望，它是提高组织效率和员工满意度，降低员工的流失率的有效途径。
Psychological Contract is an effective way to raise efficiency and employee satisfaction and reduce staff turnover ratio. This paper is targeted on the technical staff in an areospace company.
结果发现：不同心理契约履行水平下，员工的组织公民行为存在显著差异。
Using a sample of 159 employees, this research examines the relationships between psychological contract fulfillment and organizational citizenship behaviors.
组织和员工之间存在的心理契约如果得不到满足，就有可能在员工和组织的互动过程中形成心理契约的违背。
Psychological contract violation is possible to come into being if the psychological contract is not satisfied during the communication between organization and employees.
摘要：组织间心理契约是一个全新的管理学研究课题。
Abstract: Interorganizational psychological contract is a new management research subject.
因此，本研究旨在通过实证研究的方法，探究IT行业员工组织公平感与心理契约履行的特性以及二者之间的关系。
This paper tries to discover the characteristicses of OJ and PCF of IT industry staff and their relationship in the method of demonstration.
因此，本研究旨在通过实证研究的方法，探究IT行业员工组织公平感与心理契约履行的特性以及二者之间的关系。
This paper tries to discover the characteristicses of OJ and PCF of IT industry staff and their relationship in the method of demonstration.
应用推荐