Self-Esteem Within the Work and Organizational Context: A Review of the Organization-Based Self-Esteem Literature

By J. L. Pierce, D. G. Gardner. 2004

1,051 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/1f4d4afbe4415fb3187a39944d3a4e5aa99d76eb

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Citations in the corpus

Co‐Worker Exclusion and Employee Outcomes: An Investigation of the Moderating Roles of Perceived Organizational and Social Support (2014, background): “Within a work setting, OBSE reflects one’s belief about his or her self-worth and competence as an organizational member (Pearce and Gardner, 2004).”
Service employee burnout and engagement: the moderating role of power distance orientation (2016, result): “Despite these efforts, results have been inconsistent and conflicting, with some studies finding that personal resources mitigate the negative effect of job demands (e.g., Pierce and Gardner 2004; Van Yperen and Snijders 2000) and others showing no moderating effect (e.g., Xanthopoulou et al. 2007).”
Empowering leadership and employee creativity: A dual‐mechanism perspective (2018, background): “Regarding the first factor, Pierce et al. (1989) theorized that the work environment may lead to higher levels of OBSE if it is less structured and provides employees with greater opportunities to express themselves in their organizational roles (Pierce & Gardner, 2004).”
Exploring work- and organization-based resources as moderators between work–family conflict, well-being, and job attitudes (2006, background): “From a theoretical viewpoint, it is plausible to anticipate that OBSE operates as an antecedent of rather than an outcome for job attitudes (see Pierce et al., 1989; Pierce & Gardner, 2004).”
Abusive supervision and frontline employees' service performance (2012, background): “Researchers have contended that people have different perceptions of their value and competence, depending on the role they are playing, and that self-esteem should be divided into different dimensions, including OBSE (Pierce & Gardner, 2004).”
When does quality of relationships with coworkers predict burnout over time? The moderating role of work motivation (2010, background): “Such studies mostly depicted how adaptive individual characteristics (e.g., self-esteem, self-efficacy) mitigate the effects of deleterious working conditions on well-being (e.g., Pierce & Gardner, 2004).”
Is the job satisfaction–job performance relationship spurious? A meta-analytic examination ☆ (2007, background): “for example, are a potential cause of both job satisfaction and job performance (see Barrick et al., 2001; Chen, Goddard, & Casper, 2004; Judge and Bono, 2001; Judge et al., 2002; Pierce and Gardner, 2004; Pierce, Gardner, Cummings, & Dunham, 1989; Spector, 1988).”
The Motivational Effects of Diminished Self-Esteem for Employees Who Experience Abusive Supervision (2017, background): “Previous research suggests that withdrawal cognitions are a consequence of abusive supervision (e.g., Tepper, 2000) and, certainly, it could be argued that individuals with lower self-esteem are more likely to think about and plan on quitting their jobs (see Pierce & Gardner, 2004).”
Explaining Knowledge Sharing (2006, background): “Organization-based self-esteem has been found to be related to organizational citizenship behaviors, such as altruism and compliance and to the motivation to mentor (Pierce & Gardner, 2004).”
Organization-Based Self-Esteem and Meaningful Work Mediate Effects of Empowering Leadership on Employee Behaviors and Well-Being (2018, background): “The model in Figure 1 proposes that OBSE is a feature of intrinsic motivation that can affect employees’ behavioral responses (Pierce & Gardner, 2004).”
Examining the effects of feeling trusted by supervisors in the workplace: A self-evaluative perspective (2014, background): “Individuals experience OBSE mostly because the social messages they receive from meaningful and significant others indicate that they are worthy, capable, and competent (Pierce & Gardner, 2004).”
Do hotel employees really care for corporate social responsibility (CSR): a happiness approach to employee innovativeness (2021, background): “Self-esteem is the degree to which individuals believe how much he/ she is valuable for the organization, respect themselves, and respect co-workers (Pierce & Gardner, 2004).”