MODERATION BY ORGANIZATION-BASED SELF-ESTEEM OF ROLE CONDITION EMPLOYEE RESPONSE RELATIONSHIPS

• 成果类型: Article
• 署名作者: PIERCE, JL; GARDNER, DG; DUNHAM, RB; CUMMINGS, LL
• 署名单位: University of Colorado System; University of Colorado at Colorado Springs; University of Wisconsin System; University of Wisconsin Madison; University of Minnesota System; University of Minnesota Twin Cities
• 刊物名称: ACADEMY OF MANAGEMENT JOURNAL
• ISSN/ISSBN: 0001-4273
• DOI: 10.5465/256523
• 发表日期: 1993
• 页码: 271-288
• 关键词: ROLE PERCEPTIONS; stress; satisfaction; HEALTH; performance; LEVEL; job

摘要

Behavioral plasticity theory is offered as an explanation for the moderating effects of self-esteem on role perception-employee response relationships. According to this theory, because individuals with low self-esteem are more reactive than their counterparts with high self-esteem, they are more susceptible to adverse role conditions, such as role conflict, ambiguity, and overload, and a poor work environment and poor supervisory support. Moderated hierarchical regression analyses revealed significant moderating effects for organization-based self-esteem on role condition-response relationships, thereby providing support for predictions based on behavioral plasticity theory.