Why Do I Feel Valued and Why Do I Contribute? A Relational Approach to Employee's Organization‐Based Self‐Esteem and Job Performance
基于关系视角和自我一致性理论，研究了中国组织中工作中心、工作外中心和个人成分的关系如何影响员工的组织自尊和工作绩效，发现领导-成员交换和关系通过组织自尊影响绩效，且职业指导调节了组织自尊与绩效的关系。
abstract Drawing on the relational perspective and self‐consistency theory, we theorize how relationships involving work‐centric, off‐work‐centric, and/or personal components can affect an employee's organization‐based self‐esteem and job performance in C hinese organizational contexts. Matched data were collected from a multi‐source sample that included 219 employee–supervisor dyads from a C hinese bank. Results based on hierarchical regression analyses reveal that a high‐quality relationship with a supervisor through work and off‐work domains (leader–member exchange and guanxi ) is positively related to organization‐based self‐esteem. Organization‐based self‐esteem plays a mediating role in the relationship between guanxi and job performance. Additionally, career mentoring from a supervisor (a work‐centric relationship involving personal components) moderates the relationship between organization‐based self‐esteem and job performance.