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首页> 外文期刊>Journal of organizational behavior >A multi-level investigation of psychological contract breach and organizational identification through the lens of perceived organizational membership:Testing a moderated-mediated model
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A multi-level investigation of psychological contract breach and organizational identification through the lens of perceived organizational membership:Testing a moderated-mediated model

机译：通过感知的组织成员身份对心理契约违约和组织认同进行多层次调查：测试主持人介导的模型

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Drawing on the perceived organizational membership theoretical framework and the social identity view of dissonance theory, I examined in this study the dynamics of the relationship between psychological contract breach and organizational identification. I included group-level transformational and transactional leadership as well as procedural justice in the hypothesized model as key antecedents for organizational membership processes. I further explored the mediating role of psychological contract breach in the relationship between leadership, procedural justice climate, and organizational identification and proposed separateness-connectedness self-schema as an important moderator of the above mediated relationship. Hierarchical linear modeling results from a sample of 864 employees from 162 work units in 10 Greek organizations indicated that employees' perception of psychological contract breach negatively affected their organizational identification. I also found psychological contract breach to mediate the impact of transformational and transactional leadership on organizational identification. Results further provided support for moderated mediation and showed that the indirect effects of transformational and transactional leadership on identification through psychological contract breach were stronger for employees with a low connectedness self-schema.
机译：基于感知到的组织成员资格理论框架和不和谐理论的社会认同观点，我在本研究中考察了心理契约违背与组织认同之间关系的动态。我在假设的模型中包括了组织级别的转型和交易领导力以及程序正义，这是组织成员资格流程的关键前提。我进一步探讨了心理契约违约在领导力，程序正义氛围和组织认同之间的关系中所起的中介作用，并提出了分离联系自我模式作为上述中介关系的重要调节者。来自10个希腊组织的162个工作单元的864名员工的分层线性建模结果表明，员工对心理契约违背的感知会对他们的组织认同产生负面影响。我还发现心理合同违约可以调解变革型和交易型领导对组织认同的影响。结果进一步为中度调解提供了支持，并表明，对于那些具有低联系自我模式的员工，变革性和交易型领导对通过心理契约违约进行识别的间接影响更大。

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