Organization-based self-esteem in work teams
Datos Bibliográficos
| ID | 12603908 |
|---|---|
| Autores | Donald G Gardner (0000-0003-2752-3824, University of Colorado at Colorado Springs, USA, autor de correspondencia), Jon L Pierce (University of Minnesota, Duluth) |
| Año | 2015 |
| Volumen | 19 |
| Número | 3 |
| Páginas | 394-408 |
| Fecha de publicación | 2015-07-08 |
| Peer Reviewed | Sí |
| Open Access | Sí |
| Tipo | ARTICLE |
| Revista | Group Processes & Intergroup Relations (JOURNAL) |
| Identificadores de la revista | ISSN: 1368-4302 • E-ISSN: 1461-7188 |
| Editorial | SAGE Publishing (PUBLISHER • US) |
| DOI | 10.1177/1368430215590491 |
| OpenAlex | W2337648743 |
| Idioma | EN |
| Citas recibidas | 13 |
| Referencias citadas | 43 |
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 significant others, and experiences of success) have also been well studied, with one major exception. We do not know if, or how the experience of working in a group (team) environment affects employees’ OBSE level, and how OBSE might affect attitudes towards and the effectiveness of that group environment. This study develops hypotheses about the genesis of OBSE in work groups, and its relationships with work group satisfaction and perceptions of group member effectiveness. In three different organizations we found that OBSE correlates with coworker and team satisfaction, as well as perceived team member effectiveness. Theoretical and managerial implications of the results are discussed
Affect (linguistics · Job satisfaction · Management · Perception · Team effectiveness · Work (physics · Work environment · Applied Psychology · Job Satisfaction and Organizational Behavior · Knowledge Management and Sharing · Psychology · Social Psychology · Team Dynamics and Performance
I want to achieve my goals when I can? The interactive effect of leader organization-based self-esteem and political skill on goal-focused leadership
Integrating ethics and inclusion
Influence mechanism of workplace ostracism on employee work alienation
Spotlighting employee-organization relationships
The relationship between collaborative problem solving behaviors and solution outcomes in a game-based learning environment
Linking empowering leadership with older teachers’ knowledge-sharing behaviour
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An Investigation of Teacher Candidates' Self‐Efficacy Beliefs and Self‐Evaluations Towards Cultural Diversity and Their Empathic Orientations
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Feeling Capable and Worthy? Impact of Employee Silence on Self-Concept
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The principles of psychology.
Organization-Based Self-Esteem
Toward an hypothesis of work behavior.
Self-Esteem Within the Work and Organizational Context
A meta‐analysis of the predictors and consequences of organization‐based self‐esteem
Method Variance in Organizational Research
Modeling reciprocal team cohesion–performance relationships, as impacted by shared leadership and members’ competence.
Rejection Elicits Emotional Reactions but Neither Causes Immediate Distress nor Lowers Self-Esteem
Human Nature and the Social Order
Single-Item Versus Multiple-Item Measurement Scales
Ingroup Bias and Self-Esteem
Low Self-Esteem and Ingroup Bias
Self-Esteem as a Source of Raters' Bias in Peer Evaluation
The Silent Treatment
The Janus face of paternalistic leaders
Sources of respect
How social identity shapes the working self-concept
| Obras citantes distintas | 13 |
|---|---|
| Citas por año | 2,17 |
| Intervalo de citas | 2020 - 2026 (7) |
| Velocidad de citación | current |
| Altamente citado | No |
| Tipos de cita | Neutras: 13 |