Organization-Based Self-Esteem, Psychological Contract Fulfillment, and Perceived Employment Opportunities: A Test of Self-Regulatory Theory

Donald G. Gardner*, Guohua Emily HUANG, Xiongying Niu, Jon L. Pierce, Cynthia Lee

*Corresponding author for this work

    Research output: Contribution to journalArticlepeer-review

    42 Citations (Scopus)

    Abstract

    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.

    Original languageEnglish
    Pages (from-to)933-953
    Number of pages21
    JournalHuman Resource Management
    Volume54
    Issue number6
    DOIs
    Publication statusPublished - 1 Nov 2015

    Scopus Subject Areas

    • Applied Psychology
    • Strategy and Management
    • Organizational Behavior and Human Resource Management
    • Management of Technology and Innovation

    User-Defined Keywords

    • Organization-based self-esteem
    • Psychological contract fulfillment
    • Self-enhancement
    • Self-verification

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