Organization‐Based Self‐Esteem, Psychological Contract Fulfillment, and Perceived Employment Opportunities: A Test of Self‐Regulatory Theory
研究基于组织的自尊如何受雇主心理契约履行影响，并检验其通过自我调节过程对工作满意度、绩效和离职意向的作用，发现关系型契约履行通过自尊影响结果，而交易型契约则无此效应，且感知就业机会调节自尊与满意度及离职意向的关系。
This study addresses organization‐based self‐esteem ( OBSE ) development by examining the role of perceptions of employer psychological contract fulfillment, and the self‐regulatory processes by which OBSE evolves and produces its effects. Self‐regulatory theory helps reveal why psychological contract fulfillment relates to OBSE , how OBSE mediates its effects, and the ways in which OBSE might interact with perceived employment opportunities to affect job satisfaction, performance, and turnover intentions. The results show that OBSE is related to and mediates the relationships between relational contract fulfillment and employee job satisfaction and performance, but OBSE is not related to transactional contract fulfillment. Nor does OBSE mediate the relationships between transactional contract fulfillment and the dependent variables. Perceived employment opportunities moderate the relationships of OBSE with job satisfaction and turnover intentions. This study concludes with recommendations of ways managers can increase their sensitivity to the types of messages they communicate to employees. © 2014 Wiley Periodicals, Inc.