This study investigates how an employee's core self-evaluation (CSE) affects their self-regulation depletion in response to leader injustice. To reconcile the conflicting predictions of CSE reported in the existing leadership and justice literature, we propose and test a self-esteem contingency model for CSE, drawing on the self-determination theory (SDT) account of the self-regulatory process. We hypothesize that when an employee's CSE is heavily contingent on the leader's approval and recognition (denoted as high-level leader-contingent self-esteem), CSE facilitates a controlled form of self-regulation in response to leader injustice, leading to self-regulation depletion. Conversely, when one's CSE is less contingent on the leader's approval (denoted as low-level leader-contingent self-esteem), self-regulation facilitated by CSE in the presence of leader injustice is less of controlled, reducing the likelihood of self-regulation depletion. Our results and implications from three studies consistently supported our main hypothesis regarding the three-way interaction of leader injustice, CSE and leader-contingent self-esteem, as well as highlighting the potential downside of a follower's self-esteem being overly reliant on their leader's treatment.

中文翻译：

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核心自我评价会减轻还是加剧领导者不公正的自我调节耗竭效应？领导者自尊的作用

本研究调查了员工的核心自我评价（CSE）如何影响他们因领导者不公正而导致的自我调节损耗。为了调和现有领导力和正义文献中报告的 CSE 相互矛盾的预测，我们借鉴自律过程的自决理论（SDT）解释，提出并测试了 CSE 的自尊权变模型。我们假设，当员工的 CSE 在很大程度上取决于领导者的认可和认可（表示为高层领导者自尊）时，CSE 会促进一种受控形式的自我调节，以应对领导者的不公正，从而导致自我调节消耗。相反，当一个人的全面性教育不太依赖于领导者的认可（表示为低水平的领导者相关自尊）时，在领导者不公正的情况下，全面性教育所促进的自我调节就不太受控制，从而降低了自我调节的可能性消耗。我们三项研究的结果和启示一致支持了我们关于领导者不公正、全面性教育和领导者相关自尊三向相互作用的主要假设，并强调了追随者的自尊过度依赖领导者的自尊的潜在负面影响。治疗。