Original Research

Do job autonomy and negotiation self-efficacy improve employment relationships?

Peter R A Oeij
SA Journal of Industrial Psychology | Vol 32, No 2 | a229 | DOI: https://doi.org/10.4102/sajip.v32i2.229 | © 2006 Peter R A Oeij | This work is licensed under CC Attribution 4.0
Submitted: 29 October 2006 | Published: 29 October 2006

About the author(s)

Peter R A Oeij,, South Africa

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This study investigated whether improving the employment relationship does more depend on negotiation selfefficacy or on task outonomy for a sample of employees from a Dutch telecom company. Multiple regression analyses were conducted to examine the effects of negotiation self-efficacy and task autonomy on integrative negotiation and the effect of integrative negotiation on psychological contract breach. Results indicate that employees negotiate more integratively when they have higher negotiation self-efficacy, compared to employees with more task autonomy. Empirical support was found for the prediction that higher negotiation self-efficacy and task autonomy correlates with less psychological contract breach.


Negotiation self-efficacy; Task autonomy; Psychological contract breach


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Crossref Citations

1. Negotiating Individual Employment Relations, Evidence from four Dutch Organizations
Jan de Leede, Rien Huiskamp, Peter Oeij, Aukje Nauta, Anneke Goudswaard, Tobias Kwakkelstein
Interventions économiques  issue: 35  year: 2007  
doi: 10.4000/interventionseconomiques.634