Moderating Effects of Organization-Based Self-Esteem on Organizational Uncertainty: Employee Response Relationships

By Chun Kit Hui, Cynthia Lee. 2000

287 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/e649b907b5d5b90aa12f0eabee0b4757ce1a3576

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. A. van den Broeck
2. Abraham Carmeli
3. Hans De Witte
4. H. Ngo
5. David A. Waldman
6. Ravit Cohen-Meitar
7. Jukka Lipponen
8. Haina Zhang

In Social Psychology

1. A. van den Broeck
2. Hans De Witte
3. Abraham Carmeli
4. J. L. Pierce
5. P. Smulders
6. Yui-tim Wong
7. Hon-Kwong Lui
8. Kenneth Cole

Citations in the corpus

• Linking Meaningfulness in the Workplace to Employee Creativity: The Intervening Role of Organizational Identification and Positive Psychological Experiences (2009, background): “In addition, there is empirical evidence that OBSE can affect employees’ motivation, attitudes and behaviors (Hui & Lee, 2000; Pierce et al., 1989).”
• Moderating effects of job insecurity in the relationships between procedural justice and employee well-being: Gender differences (2005, result): “Thus, the research findings of Hui and Lee (2000) showing interaction between organization-based self-esteem and job insecurity in explaining absenteeism are convergent with the results of our study.”
• Self-Esteem Within the Work and Organizational Context: A Review of the Organization-Based Self-Esteem Literature (2004, background): “Similarly,Hui and Lee (2000)found that employees with high levels of OBSE were less responsive to perceptions of uncertainty than their low self-esteem counterparts.”
• Good for the Soul: the relationship between work, wellbeing and psychological capital (2009, background): “” When this belief of control is threatened, or when individuals perceive that they have little control in their work environment, undesirable consequences may result, including decreased job satisfaction, organisational commitment, low motivation, poor performance, physical and psychological stress”
• Does an intrinsic work value orientation strengthen the impact of job resources? A perspective from the Job Demands–Resources Model (2011, result): “Similar results have been obtained for, among others, positive affect and organizational based self-esteem (eg, Hui & Lee, 2000 ; Lu, 1999 ).”
• Different responses to job insecurity of Chinese workers in joint ventures and state-owned enterprises (2005, background): “Empirically, Hui and Lee (2000) found that organization-based self-esteem (defined as the degree to which an individual believes that he or she can satisfy his or her personal needs by participation in roles within the context of an organization) moderated the negative impacts of job insecurity on…”