This research examines the function of organizational respect and psychological capital in influencing performance through organization-based self-esteem and perceived organizational membership as mediators. We gathered data from 240 working executives from different industries and employed partial least squares structural equation modeling to test hypotheses. We comprehensively tested the measurement and structural models to understand the relationships among the constructs. We find that organizational respect has a positive impact on organization-based self-esteem and perceived organizational membership and impacts organizational performance positively. Perceived organizational membership partially mediates the relationship between organizational respect and organizational performance. Organization-based self-esteem partially mediates the relationship between respect and perceived organizational membership. Employee’s psychological capital facilitates organization-based self-esteem. This study highlights the importance of organizational respect in developing organization-based self-esteem and perceived organizational membership leading to performance. Psychological capital also plays a significant role in enhancing self-esteem and perceived organizational membership. We contribute by presenting one of the first studies establishing the role of organizational respect in enhancing performance through organization-based self-esteem and perceived organizational membership. We highlight that organizations should invest in developing strong employee-organization relationships through respect. This will enable them to cultivate a robust perception of sense of community and belongingness, enhance employees’ self-esteem, promote cooperative behaviors and improve collective performance. They should also support the development of psychological capital through developmental training toward the same ends.

本研究探讨了组织尊重和心理资本通过基于组织的自尊和感知组织成​​员作为中介来影响绩效的功能。我们收集了来自不同行业的 240 名在职高管的数据，并采用偏最小二乘结构方程模型来检验假设。我们全面测试了测量和结构模型，以了解结构之间的关系。我们发现组织尊重对基于组织的自尊和感知的组织成员资格有积极的影响，并对组织绩效产生积极的影响。感知的组织成员资格在一定程度上调节组织尊重与组织绩效之间的关系。基于组织的自尊在一定程度上调节了尊重与感知组织成​​员资格之间的关系。员工的心理资本有利于基于组织的自尊。这项研究强调了组织尊重在发展基于组织的自尊和感知组织成​​员资格以提高绩效方面的重要性。心理资本在增强自尊和组织成员意识方面也发挥着重要作用。我们通过提出第一项研究来做出贡献，该研究确立了组织尊重在通过基于组织的自尊和感知的组织成员身份来提高绩效方面的作用。我们强调，组织应该通过尊重来投资发展牢固的员工与组织关系。这将使他们能够培养强烈的社区意识和归属感，增强员工的自尊心，促进合作行为并提高集体绩效。他们还应该通过达到相同目的的发展培训来支持心理资本的发展。