Employee Self-esteem Research Articles

How positive leadership leads to employees’ interpersonal citizenship behavior: a self-consistency perspective

PurposeAlthough researchers have carried out considerable work on organizational citizenship behavior (OCB), the questions of whether and how adopting a positive leadership style leads subordinate employees to engage in interpersonal citizenship behavior (ICB) remain, thus far, unanswered. To address this research gap, this study aimed to uncover the possible underlying mediation mechanism.Design/methodology/approachPartial least squares structural equation modeling (PLS-SEM) was used to test the research model using data collected by means of a three-wave online survey with 166 respondents.FindingsThe results indicated that the organization-based self-esteem (OBSE) of subordinate employees mediated the effect of supervisors using a positive leadership style on subordinates engaging in person-focused ICB.Originality/valueThe importance of positive leadership is revealed in the finding of a self-consistency-based positive spillover effect, according to which the use of a positive leadership style directly benefits subordinates by enhancing their OBSE. This subsequently motivates them to engage in person-focused ICB, which benefits their coworkers. Thus, a positive leadership style creates a positive dynamic in the workplace.

Optimism and Self-esteem of Employees Contributing to Organizational Productivity

The given study examines the role of self-esteem and optimism in software organizations based in Hyderabad, India. It establishes the new spectrum of optimism, self-esteem and its transformational effect on employees, their positivity and eventual productiveness. Purposive sampling technique wass used for selecting the sample for the study. Survey research methodology was used to get data from the sample. The Life Orientation Test Revised (LOT-R) was used to measure optimism and The 10-item Rosenberg Self-Esteem Scale (Rosenberg, 1965) was used to assess global self-esteem. Survey research is used as research methodology. Correlation and ANOVA are used to analyze the data. It was found that optimism had a strong and positive correlation with self-esteem. The association between self-esteem, optimism and work experience was also found to be significant and moderately positive. A significant difference between the optimism level of senior and junior level employees was also observed. Based on these results, it can be concluded that software employees who have an optimistic outlook and adequate self-esteem contribute towards greater employee performance, overall organizational productivity and fared well in consumer facing roles.

Managing employee self-esteem in higher education: impact on individuals, organizations and society

PurposeOrganizations increasingly promote the health and well-being of their employees. There is a growing need for organizations to develop a long-term humanistic approach towards their workforce. This study aims to examine how self-esteem influences the organization, the employee and society within the context of higher education institutions.Design/methodology/approachThe research has been carried out among the teaching and research staff of a higher education institution in Spain. For this, a structured questionnaire was used. Data analysis was conducted using 272 valid questionnaires. A linear regression analysis was used to examine the relationship between self-esteem and the variables of the model.FindingsWe identified a positive correlation between self-esteem and productivity, job satisfaction and altruism, where significant differences were observed according to gender, age, seniority and professional category of the teaching staff. The results revealed that teachers with high self-esteem are more productive, satisfied and participate in more altruistic activities than their counterparts with low self-esteem.Originality/valueThis study reveals the importance that worker self-esteem has on their behavior in the work environment and in society as a whole, to improve the overall results of the organization. We identified self-esteem as an attribute that improves productivity, job satisfaction and altruism, that can be used to reduce job turnover intention and improve job retention levels, positively affecting the organization. We also contribute to the achievement of some Sustainable Development Goals. This study offers a theoretical contribution by extending the application of social learning theory to the context of self-esteem within higher education institutions.

The relationship between self-esteem and the level of professional success of employees of a business organization

The article discusses issues related to determining the influence of the level of self-esteem of employees on their professional success in the context of modern business organizations. An analysis of domestic and foreign research on the problems of self-esteem and its relationship with performance in professional activities was carried out. The findings are presented that employees with adequate self-esteem more often demonstrate high levels of motivation and productivity, which affects their career development and professional achievements

The relationship between effort at work, satisfaction and selfesteem of employees in relation to the organization

The present study explores the connections between work effort, employee satisfaction, and self-esteem, focusing on the organizational context. The main purpose is to assess the relationship between employees' effort at work and their level of satisfaction, and to investigate how employees' self-esteem can influence their job satisfaction. Through a representative sample ofemployees, we will collect and analyze data to reveal possible correlations between the amount ofeffort put into work, the level of satisfaction felt and the individual's self-esteem. Research methodology includes employee effort assessment tools, measures of job satisfaction and self-esteem assessment. Regarding the research hypotheses, it is assumed that there is a significant relationship between effort at work and employee satisfaction, anticipating that sustained effort can contribute tohigher satisfaction. Employees' self-esteem is also hypothesized to positively influence their job satisfaction, providing insight into the importance of individual perceptions of value in the work context. The results of this research could provide organizations with a deeper understanding of the factors that contribute to employee satisfaction and suggest tailored management strategies to improve organizational climate. Also, the study could make significant contributions to the literature by illustrating how aspects such as effort, satisfaction, and self-esteem are interconnected within the work environment.

The importance of employee self-esteem on the well-being and productivity of the military organization

The general objective of the paper is to investigate the extent to which the self-esteem of military personnel can influence the well-being and productivity of the military organization. This work is a descriptive, quantitative, comparative, correlational and transversal study. Subjects were examined at one time and the instruments were applied at one stage. This design allows for a quick assessment of self-esteem in relation to the organization and to test its well-being and productivity. It is cost effective and relatively simple to implement. The group of participants selected for this study consists of 60 military personnel of Romanian nationality. The data were collected in the premises of Mihail Kogălniceanu Air Base 57. Subjects were randomly selected. Of the 60 military personnel, 8 are female and 52 are male. The instruments used for this research were: Counterproductive Behavior Questionnaire (CWB-C), Organizational Well-Being Scale (UWES) and Organizational Self-Esteem (OBSE). Following the research we can state that in a military environment, where pressure and stress are inevitable, maintaining a state of well-being is crucial. Resilience and effective stress management can contribute to a more resilient and capable military force.

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.

Employees’ self-esteem in psychological contract: workplace ostracism and counterproductive behavior

PropósitoEl comportamiento laboral contraproducente (CLC) en la industria turística se ha convertido en un problema significativo tanto para los empleados individuales como para las organizaciones. Los empleados que se sienten marginados en su lugar de trabajo suelen participar en comportamientos negativos y disruptivos. El objetivo de este trabajo es examinar los efectos de la violación del contrato psicológico y la autoestima del empleado en el ostracismo en el lugar de trabajo y en el comportamiento laboral contraproducente CLC y agregar nuevos conocimientos para comprender mejor el lado oscuro del comportamiento laboral turístico.Diseño/metodología/enfoqueRealizamos una encuesta de cuestionario a 228 empleados de hotel en dos momentos en Huangshan, China. Se utilizaron la regresión jerárquica y el SPSS PROCESS Macro para probar todas las hipótesis.ResultadosLos resultados muestran que 1) el ostracismo en el lugar de trabajo aumenta significativamente la CLC de los empleados. 2) La violación psicológica del contrato juega un papel mediador entre el ostracismo en el lugar de trabajo y CLC. 3) El ostracismo en el lugar de trabajo aumenta las percepciones de violación psicológica del contrato cuando la autoestima de los empleados es mayor. 4) El efecto mediador de la violación psicológica del contrato también es moderado por la autoestima.Originalidad/valorUtilizando el marco de la teoría del contrato psicológico y la teoría cognitiva social, avanzamos en la literatura del comportamiento organizacional en el campo del turismo. Contextualizamos la singularidad del comportamiento en el lugar de trabajo chino y destacamos la necesidad de comprender la 'pérdida de la visión de la cara (mianzi)' en las relaciones laborales. Esta investigación contribuye con nuevos conocimientos para comprender mejor el lado oscuro del comportamiento turístico en el lugar de trabajo al examinar los efectos de la violación psicológica del contrato y la autoestima de los empleados en el ostracismo en el lugar de trabajo.

Corporate health preservation programs are the main element of the health-saving system of the working population

Introduction. Risk management is one of the main directions of occupational health at the present stage. At the same time, the analysis of factors affecting human health is an important component of this process. Many scientific papers have been devoted to the study of the health status of industrial workers, showing priority etiological factors contributing to the development of both occupational and chronic non-infectious pathology. Much less attention is paid to the study of the causes and consequences of health disorders of social workers, who make up a significant part of the able-bodied population. The purpose of the research is to develop modular corporate programs for industrial and social workers using scientifically based differentiated approaches. Materials and methods. The study of working conditions, socio-demographic factors, lifestyle characteristics, morbidity of nine hundred forty seven employees of various professional groups, clinical and functional examination and neuropsychological testing of 395 employees of the studied enterprises and institutions was carried out. The assessment of working conditions was carried out using data of sanitary and hygienic characteristics and charts for special assessment of working conditions, socio-demographic status, lifestyle and self-esteem of employees were studied using questionnaires, neuropsychological questionnaires were used, morbidity was analyzed based on data from outpatient charts and a functional survey. Results. The analysis of working conditions revealed priority production factors affecting the health of employees of the studied occupational groups: the noise vibration factor and the severity of labour in machine-building workers and miners, labour intensity in combination with other factors for social workers. The risk factors of lifestyle, risk diseases characteristic of workers of various industries and workers of the non-industrial sphere have been identified. Limitation: the study was conducted on a representative sample of 947 employees, 395 of whom underwent an in-depth examination, the limitation of the results of the study was the subjective assessments of respondents during the questionnaire. Conclusion. The obtained results made it possible to develop differentially directed medical and preventive effects, taking into account the peculiarities for each professional group.

Managing Consumers and Employees through Digital Services

Creating sustainable and effective management strategies is one of the main goals for companies in today’s digitalized world. To achieve that, companies need to understand the social capital for which the strategies will be generated, especially regarding work output, which will in this case refer to digital services. Consequently, the goal of this paper was to point out the connection between social capital and digital services. Satisfaction, self-assessment, and self-esteem of online consumers and employees in digital sales were investigated, with regard to digital services. The survey involved 113 employees in digital sales and 275 online consumers. Results obtained through factor and regression analysis indicated the importance of managing consumers and employees (i.e., social capital) while they formed relationships with digital services. Online consumer satisfaction and self-esteem need to be taken into account when formulating strategies. For employees, self-esteem is the key component. Self-assessment from both sides proved to have no connection with digital services.

The Impact of Negative Workplace Gossip on Employees' Organizational Self-Esteem in a Differential Atmosphere.

The level of organizational self-esteem of employees, whether on the production line or as managers or directors of enterprises, does not only correlate with individual performance but has also become a key factor in determining the completion of team core tasks. Based on the theory of self-consistency, this study explores the correlation between negative workplace gossip and employees’ organizational self-esteem by revealing the intermediary role of workplace exclusion and poor-order atmosphere. A survey of 228 employees from enterprises in Shandong and Shanghai showed that negative workplace gossip exerted a significant negative impact on employees’ organizational self-esteem, suggesting that negative workplace gossip reduces employees’ organizational self-esteem in the context of Chinese organizations. In addition, workplace exclusion exerted a complete intermediary effect between negative workplace gossip and employees’ organizational self-esteem, and poor-order atmosphere perception played a partial intermediary role. This study uncovers the black box that negative workplace gossip affects employees’ organizational self-esteem and has a strong enlightening significance for management practice.

Analysis of Lifelong Learning in Industrial Enterprises in the Border Regions of the Slovak Republic and the Czech Republic

Abstract Lifelong learning is a conscious learning process with the aim of acquiring knowledge, skills and competences throughout an individual’s life. For lifelong learning to be successful, learning activities must meet market requirements. Correct skills of employees and a serious approach to lifelong learning are now being viewed as essential meet the skills and workforce needs of the future. Well-adjusted education system improves quality of life and sense of self-esteem of employees, besides it brings benefits of competitiveness for the whole company. The key goal of the article was to identify the current needs of lifelong learning in industrial enterprises in technical fields. The conducted questionnaire survey was focused on the companies in the border regions of the Slovak Republic (the Trnava, Trenčín and Žilina regions) and the Czech Republic (the South Moravian, Zlín and Moravian-Silesian regions). The research was aimed primarily at the companies in the machinery and automotive industries. Based on the results of the questionnaire, the requirements for the training focused on technical areas such as: materials engineering, mechanical engineering, computer aided design and production preparation, automation and control of technological processes and mechatronic systems, production quality, IT security and others were defined.

EMPLOYEE JOB SATISFACTION AND ITS ANTECEDENTS

Employee job satisfaction is a very crucial area formanager in this day and age as far as managing their employees is concerned. Employee job satisfaction is a term to determine whether employees are happy and fulfilling their needs and aspirations in the organization. Essentially employee satisfaction is a gauge of the degree of worker‘s happiness with their job and working environment.Many measures establish that employee satisfaction is necessary for employee motivation, higher performance andbetter employee self-esteem in the organization. In this paper different variables accountable for employee job satisfaction has been identified and an attempt has been made to shed some light on the differences in variables among the studies. This study reveals that commonly acknowledged antecedents to build employee job satisfaction are salary, relationship with coworkers, relationship with supervisor, training and development, working environment, motivation, appreciation etc. In the end, the conceptual framework of this research is also presented.

THE IMPACT OF THE AUDITOR’S PERSONAL CHARACTERISTICS THROUGH DYSFUNCTIONAL AUDIT BEHAVIOUR ACCEPTANCE TOWARDS THE AUDIT QUALITY

The research aims to discover the impact of personal auditor’s characteristics, includingemployee’s performance, auditor burnout, professional commitment, turnover intention, selfesteem,
 locus of control, towards dysfunctional audit behavior acceptance, and its impact on thequality of audit through dysfunctional audit behavior. The technique employed in this research waspurposive sampling with 121 auditors at BPKP Province of Papua representative office and PapuaInspectorate Office as the size of the sample. However, there were only 94 used. StructuralEquation Model (SEM) with Partial Least Square (PLS) WrapPLS 6.0 method was also used astechnical analysis to test the variable’s impact. The research found that employee performance and self-esteem have no impact on the dysfunctionalaudit behavior, however auditor burnout, professional commitment, and external locus of controlhave significant and positive impacts on the dysfunctional audit behavior. Auditor burnout,turnover intention, and external locus of control have no impact on the quality of the audit,however, the employee’s performance, professional commitment, and self-esteem do have asignificant and positive impact on the quality of audit. All auditor’s characteristics have no impacton the quality of audit through dysfunctional audit behavior acceptance, another word, thedysfunctional audit behavior acceptance is not necessarily the intervening variable betweenauditor’s personal characteristic towards the quality of audit.

Does employee resilience exacerbate the effects of abusive supervision? A study of frontline employees’ self-esteem, turnover intention, and innovative behaviors

ABSTRACT Drawing on self-enhancement theory, this study examines the exacerbating influence of employee resilience on the relationship between abusive supervision and employee reactions, namely employee self-esteem, turnover intention and innovative behaviors. Two waves of survey data were collected from 205 frontline employees of hospitality organizations in the UAE, and structural equation modeling was used to analyze the model. The findings suggest that the negative relationship between abusive supervision and employee self-esteem is stronger when employees have high resilience. The mediating effect of self-esteem on the relationship between abusive supervision and turnover intention or innovative behaviors is also significant for highly resilient employees. These findings provide novel insights by highlighting the previously unexplored exacerbating role played by employee resilience in the abusive supervision-employee work outcomes relationship in the hospitality context.

The relationship between abusive supervision and organizational trust: The role of subordinates’ self-esteem

Interest in abusive supervision (Tepper, 2000) has increased due to its serious personal andorganizational costs. As such, there is a need for additional studies that identify the individuals’ factorsthat can minimize the adverse effects of abusive supervision.Specifically, we predict employee self-esteem as a buffer of the relationship between abusivesupervision, organizational trust and in-role behaviors. Additionally, we suggest organizational trustas a possible mechanism linking abusive supervision to in-role behaviors. Our model was exploredamong a sample of 201 supervisor-subordinate dyads from different organizational settings. The resultsof the moderated mediation analysis supported our hypotheses. That is, abusive supervision wassignificantly related to in-role behaviors via organizational trust when employees’ self-esteem waslow, but not when it was high. These findings suggest that self-esteem buffers the impact of abusivesupervision perceptions on organizational trust, with consequences for performance.

Professional Communication of Employees of the Internal Affairs Agencies

This article studies the importance of professional communication training for employees of internal affairs in the educational organization of the Ministry of internal affairs agencies of Russia. The research justified the necessity of developing communicative qualities, acquiring professional knowledge and communication skills of a law enforcement officer by the fact that law enforcement officers are the specialists of the «man-man» professional system. Professional communication of employees of internal affairs has its own characteristics, which are primarily related to interaction with different categories of citizens, including those citizens who violate the law and public order. It is important for the employee to be able to interact with citizens at a high professional level, and for this it is necessary to possess mental and pedagogical technologies. Training of an internal affairs officer in psychological and pedagogical technologies takes place in educational organization of the Ministry of internal affairs of Russia. However, in nowadays, due to the coronavirus educational organizations teach online and these circumstances have led to a negative tendency associated with the formation of personal qualities in employees that do not contribute to effective professional communication. This negative orientation is confirmed by the research conducted by the authors focused on the study of communicative qualities of employees of internal affairs agencies. The research involved employees studying in an educational organization of the Ministry of internal affairs of Russia. The research found an increasing negative tendency of development of such negative qualities as low self-esteem, uncertainty, social and communicative passivity of employees of internal affairs agencies. In conclusion the authors provided their views and perspectives on how to address those emerging issues.

Relationships between Self-Esteem, Emotional Intelligence, and Mindfulness of Employees in Large Corporations

Relationships between Self-Esteem, Emotional Intelligence, and Mindfulness of Employees in Large Corporations

Research on the Influence Mechanism of Disabled Staff Performance from the Perspective of Advantages

From the perspective of superiority, this article is based on the theory of leadership style, using grounded theory research methods to explore and analyze the impact mechanism of disabled employees’ performance in the local environment. The research results show that: 1) Spiritual leaders can influence their performance by improving the organizational commitment and organizational self-esteem of disabled employees. 2) The influence of spiritual leaders on the performance of disabled employees is affected by organizational support. The research findings reveal the “black box” of the performance impact mechanism of employees with disabilities, enrich and supplement the existing leader theory, provide a preliminary theoretical framework for follow-up related empirical research, and provide theory for organizations to stimulate disability employee performance in management practice.

Восприятие опасности у сотрудников правоохранительных органов с разным уровнем профессиональной виктимности

The relevance of the study regarding the peculiarities of the attitude to danger of law enforcement officers is due to the need to create a complex of protection for law enforcement officials, which is an integral part of regulating public order and maintaining public safety, including preserving the identity of the employee himself. The author reveals the relationship between the degree of professional victimization and the level of sensitivity to threats among law enforcement officials. The peculiarities of the relationship between professional victimization and the attitude to danger of law enforcement officers with a tendency to risk and direction of aggression were studied: self-aggression and aggression towards people. Professional victimization is considered as a psychologically negative professional and personal formation, which creates the threat of accidents, injuries or death of an employee during actions in criminally dangerous and other critical situations. Victim mental states (anxiety, fear, stress) and victim qualities (high achievement motivation, exaggerated employee self-esteem, impulsiveness, arrogance, aggression) determine the structure of professional victimization, which creates a tendency to the unjustified risk. The practical application and use of knowledge in this field by psychologists of law enforcement agencies will prevent possible accidents among law enforcement officers.