[雙語(yǔ)翻譯]薪酬滿意度外文翻譯--領(lǐng)導(dǎo)力和薪酬滿意度（英文）

1、Full Terms Salimäki, Hakonen, and Heneman 2009). Providing meaning and understanding of organizational systems is a key characteristic of transformational leadership, having positive effects on employee job sati

2、sfaction and organizational commitment (Bass 1985) and, as we propose, also on pay satisfaction. Furthermore, transformational leaders establish psychological contracts to influ- ence employees (Brown and Moshavi 2002;

3、Goodwin, Wofford, and Whittington 2001). Psychological contracts involve mutual obligations, explicit and implicit agreements of exchange that may refer to (1) transactional contracts, including monetary elements, suc

4、h as pay, and (2) relational contracts, involving socioemo- tional elements, such as career development or support (Rousseau 1995). Brown and Moshavi (2002) found that psychological contracts can explain the effect of

5、transformational leadership on employee satisfaction; they argue that transfor- mational leaders are likely to fulfill employees’ expectations about the exchange when employees expect self-management and autonomy. In li

6、ne with this, Liden, Bauer, and Erdogan (2005) believe that employees perceive their supervisor as the representative of the organization and their contractual partner who is responsible for fulfilling the obligations

7、 of the organization. Whereas the influence of relational psychological contracts on job satisfaction and organizational commitment is well established (McDonald and Makin 2000), the effects of psychological contracts

8、on pay satisfaction have only been discussed (Rousseau and Ho 2000). Therefore, we test in this study the hypothesis that the fulfillment of transactional psychological contracts enhances pay satisfaction. We are not

9、aware of any research so far that investigates the effects of leader- ship behavior and psychological contracts on pay satisfaction or the role of psy- chological contracts as potential mediators of leadership influence

10、on employee attitudes. The purpose of this study is to close this gap. We propose that relational psychological contracts partially mediate the effects of transformational leadership behavior on job satisfaction and o

11、rganizational commitment and that transactional contracts partially mediate the effects of transformational leadership behavior on pay satisfaction.Leadership and pay satisfactionResearch on pay satisfaction highlights

12、 the role of perceptual variables as anteced- ents. Besides input-output comparisons and perceptions of pay fairness (Williams, McDaniel and Nguyen 2006), knowledge and understanding of pay systems are crucial determin

13、ants of pay satisfaction (Brown and Huber 1992; Dyer and Theri- ault 1976). Consequently, Brown and Huber (1992) demanded that leaders should carefully explain pay systems. Yet, while these studies underlined the import

14、ance of leaders for employee pay satisfaction, none of them has analyzed how leadership behavior influences employee pay satisfaction. The only related study we know of showed that immediate supervisors influence pay