个性化契约是基于员工能力与需求，企业与员工协商达成的个性化的工作安排，是人力资源管理实践的有效工具。本研究在社会交换理论和社会认知理论框架下，探究不同类型的个性化契约如何通过组织自尊对知识共享行为发生作用,以及情感性关系在其中的调节作用。研究结果表明：任务性与发展性个性化契约通过提升组织自尊，促进知识共享行为；情感性关系反向调节组织自尊对知识共享行为的正向作用，也反向调节个性契约通过组织自尊对知识共享行为的间接效应。

Abstract: Idiosyncratic deals is personalized work arrangements accomplished through negotiation between enterprises and employees based on the ability and needs of employees, which is an important tool with high-efficiency in modern human resource management practice. Under the framework of social exchange theory and social cognition theory, this study explores the mechanism of how different types of idiosyncratic deals take effects on knowledge sharing behavior through organization-based self-esteem with the moderation of emotional relationship. Our research findings show that the task and development idiosyncratic deals can promote knowledge-sharing behaviors through improving organization-based self-esteem. Employee emotional relationships moderate the positive effect of organization-based self-esteem on knowledge sharing behavior. In the meanwhile, employee emotional relationships moderate the indirect effects of idiosyncratic deals on knowledge sharing behavior through organization-based self-esteem.