Donald G Gardner
Datos Biográficos
| ID | 1607308 |
|---|---|
| NOMBRE | Donald G Gardner |
| NOMBRES | Donald G |
| APELLIDO | Gardner |
| FIRMA | GARDNER D G |
| AFILIACIONES | University of Colorado Colorado Springs |
| ORCID | 0000-0003-2752-3824 |
| VERIFICADO | Sí |
| TOTAL DE OBRAS | 10 |
| TOTAL DE CITAS | 5 |
| TOTAL COMO AUTOR | 10 |
| TOTAL COMO EDITOR | 0 |
| PRIMER AÑO DE PUBLICACIÓN | 1987 |
| AÑO MÁS RECIENTE DE PUBLICACIÓN | 2026 |
| ÍNDICE H | 2 |
Proximal antecedents and objective outcomes of organization-based self-esteem
The Psychology of Financial Giving
Many universities around the world depend on financial donations to maintain and enhance their operations. We propose that donating money to an organization is a specific form of organizational citizenship behavior. We theorize that perceived values congruence between alumni and their colleges/universities and normative organizational commitment each provide motivation for people to donate money. We tested our hypotheses using alumni from a priva…
Values congruence, organization-based self-esteem, and employee responses
Expatriate managers are often advised to adapt their leadership styles and organizational cultures to the culture of the country in which they operate. This advice appears to be reasonable, but it has rarely been empirically tested. In this study, we examine the degree to which congruence of organization and individual cultural values affect employees. We collected data from business managers and executives in Sri Lanka, a country that has not be…
Organization-based self-esteem in work teams
It is now known that organization-based self-esteem (OBSE) correlates consistently with employee attributes that are important to the success of organizations, such as in-role and extra-role job performance, job satisfaction, organization commitment, and turnover intentions (see Bowling, Eschelman, Wang, Kirkendall, & Alarcon, 2010; Pierce & Gardner, 2004). The three major categories of OBSE antecedents (organization systems, messages from signif…
The Core Self-Evaluation Scale
The authors empirically examined two operationalizations of the core self-evaluation construct: (a) the Judge, Erez, Bono, and Thoresen 12-item scale and (b) a composite measure of self-esteem, self-efficacy, locus of control, and neuroticism.The study found that the composite scale relates more strongly than the shorter scale to performance, perceived job complexity, positive affectivity, personal trust, and belief in a just world. However, the …
Self-Esteem Within the Work and Organizational Context
On numerous occasions it has been suggested that an individual’s self-esteem, formed around work and organizational experiences, plays a significant role in determining employee motivation, work-related attitudes and behaviors. We review more than a decade of research on an organization-based conceptualization of self-esteem. It is observed that sources of organization structure, signals about worth from the organization, as well as, success-buil…
Single-Item Versus Multiple-Item Measurement Scales
Common methods variance often is a problem with psychological measures that require respondent self-reports of attitudes, beliefs, perceptions, and the like. The present study examined this problem by comparing multiple-item, Likert-type measures of psychological constructs to single-item, non-Likert-type measures of the same constructs. Using confirmatory factor analysis, the alternative forms were compared on criteria of methods variance and co…
Focus of attention at work
This paper introduces a multifaceted construct labelled ‘employee focus of attention’. Conceptual and operational definitions for the construct are provided. Evidence from four different studies is presented to establish content, construct and face validity for the operationalization. Data support the general hypothesis that the degree to which employees think about various targets in their work environment affects their reactions to those target…
Sex effects in evaluating applicant qualifications
Focus of Attention at Work and Leader‐Follower Relationships
Three different studies examine moderating effects of focus of attention at work on leader‐follower relationships, using the typology developed by Howell, Dorfman, and Kerr (1986). Survey data were collected from over 1300 subjects. Results indicate that: (1) high focus on the supervisor while at work enhances leader behaviour‐subordinate satisfaction and behaviour relationships, (2) high focus on off‐job factors while at work enhances leader beh…
Values congruence, organization-based self-esteem, and employee responses
Expatriate managers are often advised to adapt their leadership styles and organizational cultures to the culture of the country in which they operate. This advice appears to be reasonable, but it has rarely been empirically tested. In this study, we examine the degree to which congruence of organization and individual cultural values affect employees. We collected data from business managers and executives in Sri Lanka, a country that has not be…
Focus of Attention at Work and Leader‐Follower Relationships
Three different studies examine moderating effects of focus of attention at work on leader‐follower relationships, using the typology developed by Howell, Dorfman, and Kerr (1986). Survey data were collected from over 1300 subjects. Results indicate that: (1) high focus on the supervisor while at work enhances leader behaviour‐subordinate satisfaction and behaviour relationships, (2) high focus on off‐job factors while at work enhances leader beh…
Focus of Attention at Work and Leader‐Follower Relationships
Three different studies examine moderating effects of focus of attention at work on leader‐follower relationships, using the typology developed by Howell, Dorfman, and Kerr (1986). Survey data were collected from over 1300 subjects. Results indicate that: (1) high focus on the supervisor while at work enhances leader behaviour‐subordinate satisfaction and behaviour relationships, (2) high focus on off‐job factors while at work enhances leader beh…
Sex effects in evaluating applicant qualifications
Focus of attention at work
This paper introduces a multifaceted construct labelled ‘employee focus of attention’. Conceptual and operational definitions for the construct are provided. Evidence from four different studies is presented to establish content, construct and face validity for the operationalization. Data support the general hypothesis that the degree to which employees think about various targets in their work environment affects their reactions to those target…
Single-Item Versus Multiple-Item Measurement Scales
Common methods variance often is a problem with psychological measures that require respondent self-reports of attitudes, beliefs, perceptions, and the like. The present study examined this problem by comparing multiple-item, Likert-type measures of psychological constructs to single-item, non-Likert-type measures of the same constructs. Using confirmatory factor analysis, the alternative forms were compared on criteria of methods variance and co…
Self-Esteem Within the Work and Organizational Context
On numerous occasions it has been suggested that an individual’s self-esteem, formed around work and organizational experiences, plays a significant role in determining employee motivation, work-related attitudes and behaviors. We review more than a decade of research on an organization-based conceptualization of self-esteem. It is observed that sources of organization structure, signals about worth from the organization, as well as, success-buil…
The Core Self-Evaluation Scale
The authors empirically examined two operationalizations of the core self-evaluation construct: (a) the Judge, Erez, Bono, and Thoresen 12-item scale and (b) a composite measure of self-esteem, self-efficacy, locus of control, and neuroticism.The study found that the composite scale relates more strongly than the shorter scale to performance, perceived job complexity, positive affectivity, personal trust, and belief in a just world. However, the …
Organization-based self-esteem in work teams
It is now known that organization-based self-esteem (OBSE) correlates consistently with employee attributes that are important to the success of organizations, such as in-role and extra-role job performance, job satisfaction, organization commitment, and turnover intentions (see Bowling, Eschelman, Wang, Kirkendall, & Alarcon, 2010; Pierce & Gardner, 2004). The three major categories of OBSE antecedents (organization systems, messages from signif…
Values congruence, organization-based self-esteem, and employee responses
Expatriate managers are often advised to adapt their leadership styles and organizational cultures to the culture of the country in which they operate. This advice appears to be reasonable, but it has rarely been empirically tested. In this study, we examine the degree to which congruence of organization and individual cultural values affect employees. We collected data from business managers and executives in Sri Lanka, a country that has not be…
The Psychology of Financial Giving
Many universities around the world depend on financial donations to maintain and enhance their operations. We propose that donating money to an organization is a specific form of organizational citizenship behavior. We theorize that perceived values congruence between alumni and their colleges/universities and normative organizational commitment each provide motivation for people to donate money. We tested our hypotheses using alumni from a priva…
Proximal antecedents and objective outcomes of organization-based self-esteem
Psychology (9 obras) · Social Psychology (9 obras) · Job Satisfaction and Organizational Behavior (8 obras) · Job satisfaction (5 obras) · Social Psychology (5 obras) · Developmental psychology (4 obras) · Applied Psychology (3 obras) · Computer Science (3 obras) · Construct validity (3 obras) · Political science (3 obras)