1、5900 英文单词， 3.6 万英文字符 ， 中文 1 万字 文献出处： Antoni C H, Syrek C J. Leadership and pay satisfaction: The mediating role of psychological contractsJ. International studies of management & organization, 2012, 42(1): 87-105. Leadership and Pay Satisfaction The Mediating Role of Psychological Contracts Conny H.
2、 Antoni And CHristine J. syrek Abstract This article proposes differential mediating mechanisms regarding the relationship between transformational leadership and employee pay satisfaction, job satisfaction, and commitment. It supposes that transformational leadership influences pay satisfaction in
3、part through transactional psychological contracts, whereas relational psychological contracts partially mediate the effects on job satisfaction and commitment. Employees (n = 421) of nine different German charitable institutions participated in this cross-sectional study. A multiple mediator model
4、was tested using structural equation modeling. The estimation of contrasts between the indirect effects supported the assumptions: relational psychological contracts partially mediated the relationship between transformational leadership, job satisfaction, and commitment, while transactional psychol
5、ogical contracts partially mediated the relationship between transformational leadership and pay satisfaction. Pay satisfaction affects employees attitudes, behavior, and consequently organizational effectiveness (Currall, Towler, Judge, and Kohn 2005). As actual pay is only weakly related to pay sa
6、tisfaction, research has concentrated on identifying perceptual variables as antecedents (Williams, McDaniel, and Nguyen 2006). One line of research assumes that knowledge and understanding of pay systems are crucial for pay satisfaction (Dyer and Theriault 1976; Salimki, Hakonen, and Heneman 2009). Providing meaning and understanding of organizational systems is a key characteristic of transformational leadership, having positive effects on employee job satisfaction and organizational comm
