英语翻译The results of this study and the general notion of psyc

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,to how well organizational actions maintain ratherthan hreach the contract between employer and employee.In recent years,much writing has counseled employers on the importance of specifyingoptimal contracts in order to achieve a convergence hetween individual andorganizational goals (Alchian & Demsetz,1972; Williamson,1975).Thisstudy suggests that understanding employee perceptions of mutual ohligationsmay be at least as important as creating a contractual relationship withone particular set of terms.By showing how employer violations can affect employees' perceptions of their contracts with employers,our study suggestsan 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 selfreportmethod introduces some potential for common method hias,thoughthe 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 analysisdemonstrated the temporal stahility of these measures,we could notcalculate the more commonly assessed measures of equivalence,such assplit-half reliahility or Cronhach's alpha (Rossi,Wright,& Anderson,1983].This potential lack of reliahility may explain,to some extent,the lack of ademonstrahle relationship hetween violation and some ohligations.Our inahilityto explain change in some ohligations also suggests a need to searchfor explanatory variahles other than violation.For example,improvementsin organizational policies or changes in an employee's position may alter themutual ohligations inherent in the employment relationship.Finally,thesingle-item measure of employer violation may not he as valid as a multipleitemmeasure that could assess specific episodes of violation.Of interest to us in this study were employees' heliefs regarding employmentohligations,independent of their employers' perspective or someohjective standard of ohligations.This focus is consistent with the psychologicalcontract and social exchange literature in which this research isemhedded (Rousseau,1989).This is not to say,however,that this researchdomain would not henefit from an examination of employers' perceptions ofemployment ohligations.For example,it would he interesting to examinehoth changes in employers' perceptions of ohligations and the nature andcauses of discrepancies hetween employees' and employers' perceptions ofmutual obligations.