BREACH AND FULFILLMENT OF THE PSYCHOLOGICAL CONTRACT: A COMPARISON OF TRADITIONAL AND EXPANDED VIEWS

Breach and fulfillment in a psychological contract has traditionally been studied with approaches that are conceptually and methodologically limited. We compared predictions derived from the traditional view to predictions from an expanded view that maintains the distinction between promised and delivered inducements and examines their joint relationship with employee satisfaction. The traditional and expanded views were compared using longitudinal data and polynomial regression analysis. Results provided little support for the traditional view. In contrast, results supported the expanded view and revealed that relationships for breach and fulfillment are more complex than previously suggested. Specifically, satisfaction depended on whether breach represented deficient or excess inducements and the particular inducement under consideration. Moreover, satisfaction was more strongly related to delivered inducements than promised inducements. These results question basic tenets of psychological contract research and indicate new avenues for research that build on the expanded view developed in this article.     

JUSTICE IN TEAMS: ANTECEDENTS AND CONSEQUENCES OF PROCEDURAL JUSTICE CLIMATE

This study examined antecedents and consequences of procedural justice climate (Mossholder, Bennett, & Martin, 1998; Naumann & Bennett, 2000) in a sample of manufacturing teams. The results showed that climate level (i.e., the average procedural justice perception within the team) was significantly related to both team performance and team absenteeism. Moreover, the effects of climate level were moderated by climate strength, such that the relationships were more beneficial in stronger climates. In addition, team size and team collectivism were significant antecedents of climate level, and team size and team demographic diversity predicted climate strength.     

TWO IMAGES OF MAN: CONFUCIAN AND KANTIAN

The main point of this paper is that the two images of man (Kantian and Confucian) are radically different from each other. The mainstream Con-fucianists (Confucius- cum -Mencius and their followers) and Kant have different foci and address different concerns and problems. Further, their manners of presentation are different, and the manners are reflections of the substantive issues they address respectively.     

分配公平与程序公平对工作倦怠的影响

根据3家企业294份调查问卷的结果对工作倦怠量表MBI-GS进行了修订。然后,利用修订的MBI-GS和组织公平量表在6家企业进行了调查,524份有效问卷的调查进一步验证了MBI-GS的构想效度和信度;t检验和方差分析结果表明,人口统计学变量会影响组织公平和工作倦怠;分层回归的结果发现,在控制了人口统计学变量后,组织公平对工作倦怠具有较强的预测作用;进一步的优势分析表明,预测情绪衰竭时,分配公平相对来说更重要,贡献了已解释方差的65.91%;预测玩世不恭时,程序公平相对来说更重要,贡献了已解释方差的56.07%