Organization-based Self-esteem Research Articles

THE INFLUENCE OF INDIVIDUAL WORK PERFORMANCE AND ADAPTIVE BEHAVIOR ON ORGANIZATION-BASED SELF-ESTEEM

The study aimed to establish which individual work performance domain best influences adaptive behavior and organization-based self-esteem among 313 public school teachers of Kiblawan District, Division of Davao del Sur. A non-experimental quantitative research design using the descriptive-correlational technique was applied. Using modified questionnaires, the data collected were tested for reliability and validity by experts. In analyzing the data, mean, Pearson r, and regression analysis were used. Results revealed that the level of work performance was high organization-based self-esteem was very high and adaptive behavior was high. The relationship between Individual Work Performance and Organization-Based Self-Esteem was significant, indicating that higher levels of individual work performance are associated with higher levels of organization-based self-esteem. Similarly, there was a significant positive correlation between Adaptive Behavior and Organization-Based Self-Esteem. A linear regression analysis shows that both Task Performance and Contextual Performance significantly predict Organization-Based Self-Esteem. Additionally, Individual Work Performance significantly predicts Organization-Based Self-Esteem. The findings have significant implications for organizations seeking to improve employee morale and organizational performance through targeted interventions aimed at enhancing both work performance and adaptive behavior.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu/0754/a.php" alt="Hit counter" /></p>

Training Effectiveness and Organisational-based self-esteem: the mediating role of Self-efficacy of Teachers in Ghana

Training Effectiveness and Organisational-based self-esteem: the mediating role of Self-efficacy of Teachers in Ghana

Evaluating the correlation between self-esteem and the values of anxiety and depression respectively in an organizational context

The present work aims to analyze, on the one hand, the link between self-esteem levels and anxiety values among professionally active people, respectively, on the other hand, between self-esteem levels and depression values, among the same population . We consider it important to define the concept of self-esteem in relation to anxiety and depression. In order to determine whether the working hypotheses are valid, a questionnaire was drawn up consisting of the items of the Anxiety, Satisfaction and Depression and Enthusiasm at Work Scale (Warr, P. (1990). The measurement of well‐being and other aspects of mental health. Journal of Occupational and Organizational Psychology, 63(3), 193-210.), respectively of self-esteem related to the organization (Pierce, J. L., Gardner, D. G., Cummings, L. L., & Dunham, R. B. (1989). Organization-based self-esteem: construct definition, measurement, and validation. Academy of Management Journal, 32(3), 622–648.). The group of participants in this study was made up of both male and female people, professionally active, predominantly from the urban environment, with higher education and a varied length of work.

PENGARUH SPIRITUAL LEADERSHIP TERHADAP KINERJA, ORGANIZATIONAL BASED SELF-ESTEEM SEBAGAI VARIABEL INTERVENING

This study aims to analyze the role of Organizational Based Self Esteem (OBSE) in mediating the influence of Spiritual Leadership on the HR Performance of the Sun Life Syariah Insurance Agency team Al Fateeh Semarang. A sample of 102 employees. The sample selection method used in this study is purposive sampling method, namely sampling with techniques adapted to research objectives where the samples used have certain criteria determined based on their positions consisting of Agency Directors, Senior Agency Managers, Agency Managers and Financial Advisors. . The data collection method used in this study was by giving a questionnaire. Data analysis techniques This study uses the SEM-PLS analysis method. Organizational research results provide a positive and influential role in mediating the effect of Spiritual Leadership on Performance. Spiritual leadership influences performance. Organizational Based Self Esteem influences performance.

Impact of perceptions of ESG on organization-based self-esteem, commitment, and intention to stay

ABSTRACT The purposes of this study are to provide a comprehensive understanding of ESG in terms of its dimensionality, and to explore how integrated resort (IR) employee perceptions of ESG practices influence their work attitudes/behaviors. We collected data from IR employees and employed second-order factor analysis and structural equation modeling for data analysis. The results indicated that ESG practices are composed of three distinct but related dimensions (i.e. environmental, social, and governance practices). Our findings suggest that ESG practices have particular importance as a means of supporting a company’s efforts to nurture employee self-esteem and commitment, and thus enhance employee retention.

Is organizing self-esteem effective? Research on social characteristics of work and task performance

From the previous literature, it is found that there are still many shortcomings in the research on the two variables that affect task performance, employees’ social support and others’ feedback. In this study, employees’ social support, feedback from others, organization-based self-esteem, and task performance were studied. By studying the relationship between job social characteristics and task performance, the mediating role of organization-based self-esteem and the moderating role of job social characteristics are further discussed. In the future, this study will take the influence of employees’ social support and others’ feedback on task performance as the starting point, study the influence mechanism of social support and others’ feedback, enrich the cross-examination research in this aspect, analyse and discuss the research results, and explain the significance of the research, the shortcomings of viewpoints and future prospects.

The Effect of Ostracism Workplace on Deviant Behavior with Emotional Exhaustion and Organizational Based Self Esteem as a Mediation Variable

This study aims to analyze the effect of workplace ostracism on deviant behavior with emotional exhaustion and organizational based self-esteem as mediating variables. This research was conducted on all employees of PT Berjaya Pet Sumatra Padang. Sampling was carried out using the census method by distributing questionnaires. Data analysis was performed using path analysis which was processed using PLS software. Based on the results of hypothesis testing, it was found that workplace ostracism had a positive effect on deviant behavior. Emotional exhaustion has a positive effect on deviant behavior. In addition, the research results also found that organizational based self-esteem also had a negative effect on deviant behavior. If it is observed from the mediation effect test, it is found that emotional exhaustion and organizational based self-esteem are able to mediate the relationship between workplace ostracism and deviant behavior in employees of PT Berjaya PT Sumatra Padang.

Forced to be a good citizen: Exploring the bright‐ and dark‐side effects of daily compulsory citizenship behaviours on subsequent proactive helping and interpersonal deviance

AbstractCompulsory citizenship behaviour (CCB) refers to extra‐role behaviours that are not necessarily voluntary or driven by goodwill, and are often conducted under duress or performed in response to supervisor or coworker pressure. The literature is currently unclear about whether these behaviours have negative, positive, or a nuanced combination of outcomes. We address this confusion by drawing on Conservation of Resources Theory to explain employees' daily depletion and organization‐based self‐esteem (OBSE) mechanisms that capture respective costs and benefits of daily CCB. We also explain how employees' extraversion and leader–member exchange (LMX) are critical boundary conditions of these effects. Using an experience sampling method, we collected data twice per day from 186 full‐time employees across 10 working days, yielding 1551 valid daily responses. The results of multilevel path analyses showed that: (a) daily CCB had a positive indirect effect on next‐day interpersonal deviance via increased ego depletion, with extraversion buffering this positive indirect effect; and (b) daily CCB had a positive indirect effect on next‐day proactive helping via increased OBSE, with LMX strengthening this positive indirect effect. These results suggest that employees' daily CCB has both costs (i.e., resource depletion) and benefits (i.e., positive self‐focused beliefs).

Favouritism: a recipe for ostracism? How jealousy and self-esteem intervene

PurposeOstracism is a common challenge in the workplace, but little is known about the behaviours of those who trigger it. The authors examined how leader favouritism can drive coworkers to ostracise one another, given that leadership is a key factor in shaping employee attitudes and behaviour. Invoking social comparison theory, the authors assessed a model of how perceived favouritism affects ostracism through jealousy, moderated by organisation-based self-esteem (OBSE).Design/methodology/approachThe authors surveyed 294 non-managerial employees from several service organisations in the United Arab Emirates (UAE) and analysed the data with partial least squares structural equation modelling (PLS-SEM) using SmartPLS 3 software.FindingsUnexpectedly, leader favouritism did not directly affect ostracism but only indirectly through the mediation of jealousy. OBSE was found to moderate this relationship, suggesting that higher levels of OBSE can weaken the impact of leader favouritism on employee jealousy.Originality/valueThese findings explain the intricate dynamics and underlying reasons as to how leader favouritism can instigate employee-to-employee ostracism.

Procedural justice and well-being at work: Moderating role of self-variables and work locus of control

IntroductionThis study investigates the role of self-variables and locus of control in determining job-related affective well-being. ObjectiveIt especially focuses on the moderating role of Organizational Based Self-Esteem (OBSE), work self-efficacy, and Work Locus of Control (WLOC) in relation to procedural justice and positive/negative emotions in the banking industry. MethodCarried out in Istanbul, Turkey with participants from three banking institutions from private sector (n=190), responded to a questionnaire consisting of five sections (Scales for procedural justice, organization-based self-esteem, work locus of control and organizational commitment, plus demographic descriptive of the participants). ResultsResults of this research indicate the buffering effect of OBSE, work self-efficacy and WLOC on the interlinkages between negative emotions and procedural justice, but the moderating role of these variables is not confirmed for the relationship between procedural justice and positive emotions. ConclusionAmong the key findings of our study, the paper shows that the OBSE and work self-efficacy buffer to negative emotions in the case of low procedural justice, and the external locus of control provokes negative emotions in the case of low procedural justice.

Why and when newcomer career consultation behaviour attracts career mentoring from supervisors: A sociometer explanation of supervisors' perspective

AbstractDrawing from the perspective of sociometer theory, we posit that the career consultation behaviour of newcomers can bolster supervisors' organization‐based self‐esteem (OBSE), thereby increasing their access to career mentoring from supervisors. Additionally, we suggest that the impact of newcomers' career consultation behaviour on supervisors' OBSE will be more pronounced among individuals with a higher power distance orientation. A time‐lagged, four‐phase data collection involving 238 newcomer–supervisor dyads supported this moderated mediation effect. The results indicate that newcomers' career consultation behaviour contributes to supervisors' OBSE, particularly for those with higher power distance orientations compared to their counterparts with lower power distance orientations. Subsequently, this is positively associated with supervisors' career mentoring as reported by newcomers. The implications of this study are discussed in the context of existing literature on newcomer socialization and mentoring.

Participative leadership and employees’ cyberloafing: A self-concept-based theory perspective

The antecedents of employees’ cyberloafing (internet use for nonwork purposes during office hours) have become a burgeoning research topic. This research therefore explores how and when participative leadership serves as an important antecedent to employees’ cyberloafing. Drawing upon self-concept-based theory, we hypothesize that participative leadership can reduce the cyberloafing of employees with a high need for power by increasing their organization-based self-esteem (OBSE). Analyzing survey data from 212 employee-coworker dyads, we have found that participative leadership is positively related to employees’ OBSE, which, in turn, is negatively related to employees’ cyberloafing. Moreover, employees’ need for power strengthens the relationship between participative leadership and employees’ OBSE as well as the indirect relationship between participative leadership and employees’ cyberloafing through their OBSE. These relationships are significant (versus nonsignificant) when employees’ need for power is high (versus low). Accordingly, this research identifies a novel predictor of employees’ cyberloafing and offers insights for organizational leaders aiming to manage employees’ cyberloafing wisely.

Effects of formal mentoring support onnewcomer–protégéaffective organizational commitment: aself‐concept‐based perspective

AbstractThe study proposes and tests a self‐concept‐based perspective for the effects of formal mentoring support on affective organizational commitment (AOC) via multiple mediators. Using time‐lagged multi‐source dyadic data (n = 203), we demonstrate that formal mentoring support significantly influences newcomer–protégés' AOC through an underlying self‐evaluative mechanism indicated by organization‐based self‐esteem (OBSE), even in the presence of a well‐established alternative mediator (perceived organizational support; POS). Moreover, we further demonstrate when or under what circumstances such effects might be attenuated or exaggerated by introducing a salient boundary condition to such a process (i.e., perceived mentor organizational prototypicality). As the findings reveal, by making newcomer–protégés feel good about themselves in the workplace (i.e., perceive self‐value) formal mentoring support can also promote organizational commitment, effects that are likely to be amplified when the formal mentor is perceived to be prototypical of the organization. Thus, bridging the mentoring and socialization literatures, the inclusion of our proposed mediators and moderator and testing their relationships simultaneously not only provides a more nuanced view of the underlying mechanisms through which the effects of formal mentoring support are channeled to influence newcomer–protégés' work attitudes but it offers new theoretical elaboration and contextual understanding that we hope will prompt future research and be of benefit to human resource practitioners. Implications to theory, practice and future research directions are discussed.

Exploring the Mechanisms Linking Proactive Personality and Job Crafting: The Role of Organization-Based Self-Esteem

The objective of this research is to examine the influence of organization-based self-esteem on the relationship between proactive personality and job crafting, considering the predictive and creative aspects of personality. A quantitative research approach was employed, collecting data from 1067 participants in two separate time periods through a survey. The findings, gathered at different time points, indicate that a proactive personality significantly and positively affects job crafting. Moreover, organization-based self-esteem emerges as both a partial mediator and a moderator in this relationship. The study highlights the significance of proactive thinking and having a sense of self-esteem within the organizational context for employees to engage in job crafting. Practical and academic recommendations are provided based on these results.

Is it fair? How and when exploitative leadership impacts employees' knowledge sharing

PurposeExploitative leadership as a form of destructive leadership may hinder employees' knowledge sharing. However, how and when exploitative leadership impacts employees' knowledge sharing is under explored. Drawing on fairness heuristic theory, this study aims to construct a moderated mediation model to investigate the impacting mechanisms of exploitative leadership on employees' knowledge sharing by introducing organization-based self-esteem as a mediator and perceived organizational procedural justice as a moderator.Design/methodology/approachTo test the research model, data were collected from 148 full-time employees at two-time points and analyzed using partial least square-structural equation modelling (PLS-SEM).FindingsExploitative leadership has a direct negative impact on knowledge sharing. Through the mediation of organization-based self-esteem, exploitative leadership has an indirect impact on knowledge sharing. Organizational procedural justice can weaken the indirect negative relationship between exploitative leadership and knowledge sharing via organization-based self-esteem.Originality/valueThis study is the first to introduce fairness heuristic theory to explain the relationship between exploitative leadership and knowledge sharing. Findings about the mediating role of organizational self-esteem and the moderating role of organizational procedural justice in the relationship between exploitative leadership and knowledge sharing can uncover the black box of how exploitative leadership affects knowledge sharing.

“Bite the bullet?”--The influence of job stress on turnover intention: the chain mediating role of organization-based self-esteem and resilience

“Bite the bullet?”--The influence of job stress on turnover intention: the chain mediating role of organization-based self-esteem and resilience

The Effect of Organization-Based Self-Esteem in Public Workers on Psychological Ownership

Çalışanların örgütsel açıdan değerli ve anlamlı olduklarını düşünmeleri örgüt temelli öz saygılarının olduğunu göstermektedir. Bu sayede işyerine karşı aidiyet duygusu gelişebilir ve çalışanlarda psikolojik olarak sahiplik hissi ortaya çıkabilir. Bireyler kendileri için önemli olan farklı nitelikteki belirli öğelere yasal veya psikolojik olarak sahip olmaya çalışmaktadır. Sahiplik, öz saygıyı artırmanın bir yolu olarak görülmektedir. Bu çalışmada, örgüt temelli öz saygının psikolojik sahiplenme üzerindeki etkisinin araştırılması amaçlanmaktadır. Araştırmanın yapılabilmesi için nicel araştırma yöntemi tercih edilmiştir. Araştırmanın evreni belediye çalışanlarından oluşmaktadır. Basit tesadüfi örnekleme tekniğine göre belirlenen 278 çalışandan veriler toplanmıştır. Veri toplama aracı olarak Pierce (1989) tarafından geliştirilen örgüt temelli öz saygı ölçeği ve Van Dyne ve Pierce (2004) tarafından geliştirilen psikolojik sahiplenme ölçeği kullanılmıştır. Değişkenler arasındaki ilişkiler yapısal eşitlik modeli ile analiz edilmiştir. Araştırma bulgularından elde edilen veriler örgüt temelli öz saygının psikolojik sahiplenme üzerinde pozitif ve anlamlı yönde etkisinin olduğunu göstermektedir. Araştırma sonucu literatürdeki bulguları destekler niteliktedir.

Going beyond the role: How employees' perception of corporate social responsibility fuels proactive customer service performance

Corporate social responsibility (CSR) and employees' proactive performance are essential in the hospitality industry, given their positive impact on corporate performance. However, little focus has been given to the influence of CSR on employees' proactive performance. This study utilizes the social information processing theory and proactive motivation model to examine the impact of employees' perceived CSR on their proactive customer service performance. We also investigate the employees' motivational states as mediators, including employees' organization-based self-esteem, felt obligation, and experienced meaningfulness. Empirical evidence is from 438 frontline employees in boutique hotels in China. Results indicate that employees' perceived CSR significantly influences their proactive customer service performance. Specifically, felt obligation and experienced meaningfulness play the mediating roles between employees' perceived CSR and their proactive customer service performance, while organization-based self-esteem does not. This study contributes to the growing body of literature on CSR and employee proactivity, offering practical implications for managers and policymakers who aim to improve employee performance through CSR programs.

Black and abused: understanding who Black employees hold accountable for their mistreatment

In an effort to extend workplace accountability research, our studies identify an actor that is accountable for the mistreatment of an understudied group of employees: Black employees. We accomplish this by leveraging insights from the attributions of accountability and anti-Black racism literatures. Subsequently, we adopt an overall socio-psychological perspective and integrate social cognitive and organizational resentment theories to explain why organizational leaders that are perceived to support anti-Black sentiments are more likely to mistreat Black employees. Across three studies, we find that supervisors perceived to be Trump-supporting, in comparison to those perceived to be Trump-opposing, are more likely to display abusive supervision toward Black employees. In turn, as Black employees experience abusive supervision, they develop organizational resentment as they attribute this mistreatment to their employer. We also find that the impact of abusive supervision on organizational resentment is weaker when Black employees’ organization-based self-esteem (OBSE) is relatively low compared to relatively high. This is because Black employees with relatively low OBSE are more likely to blame themselves for the abuse. Theoretical contributions, practical implications, limitations, and future research are discussed.

Empowering Leadership in Emancipated School Program: A Systematic Literature Review

The emancipated school program policy is still 3.56% of the total schools in Indonesia. The role of the school principal in implementing an empowering leadership style is the main key to increasing the quantity and quality of schools involved in the emancipated school program. This study aims to analyze the empowering leadership of school principals in implementing the emancipated school program as a form of commitment to implementing national policies on education. The method used in this research is a systematic literature review with the PRISMA model. Data analysis followed the procedures in PRISMA by using an internationally indexed article database, namely Scopus. The results of this study indicate that the empowering leadership of school principals is needed in pro-actively encouraging the involvement of educational institutions that are led to participate in the emancipated school program. In addition, the empowering leadership style in honing the ability of leaders to carry out the role as a motivator for the entire school community can foster self-efficacy, trust in leaders, perceived organizational support, organization-based self-esteem, vigour, affective commitment, organizational status, job satisfaction, job well-being, as well as knowledge-sharing behaviour from the entire school community. Thus, the national education policy regarding the focus on emancipated school programs such as digitizing schools, data-based planning, learning with a new paradigm, and strengthening human resources in schools can run well.