各位大神 帮忙翻一下 老外老板发来的

Congruent respect Congruent appraisal respect and recognition respect he rather obvious effects: combined high levels of both appraisal respect and recognition respect support self-esteem and he positive outcomes, and low levels of both reduce feelings of self-worth that he negative health and commitment effects. High levels of both respect types positively affect individual outcomes of investment in the organization because both self-esteem types are supported, driving people toward investing in the enterprise. People experiencing little of either respect type may feel worthless because they gather esteem neither from the environment, the work itself, nor the interpersonal treatment from their colleagues. Being low in both respect types has the worst individual outcomes, and is likely to he a series of negative effects based on eroding self-esteem, including low commitment to the work and to the organization and a higher likelihood ofdeparting the organization compared to the other conditions (Aquino et al., 1999; Brockner, 1988; Tepper, 2000; Tepper et al., 2009). In this case there is virtually no reason to commit to the organization or work group and people are unlikely to stay if they he alternatives Self-verification theory explains how people populate the congruent positive and negative quadrants of Figure 1 (Swann et al., 2008). This theory states that people low in self-esteem seek situations that support low feelings of self-worth and that people high in self-esteem seek the opposite. Therefore, people high in self-esteem may seek out and prosper in the positive quadrant where people are praised for good performance, as well as generally treated positively. In contrast, people low in self-esteem may seek the negative situation in which people are mistreated and receive little recognition for their efforts. Self-verification theory has received empirical support from studies of romantic partners in which those low in self-esteem seek abusive partners (Swann et al., 1994). In the workplace setting, Wiesenfeld and colleagues (2007) found that those low in self-esteem felt like they deserved the poor treatment, but those who were high in self-esteem withdrew their commitment to the organization when they felt as though they were treated unfairly. 老板经常会发一些他看到的短文过来让翻译成中文（虽然大部分都没有翻译成功），但这篇我是完全没看懂啊.大神们帮忙翻一下