The Psychology of Ownership and Worker-Owner Productivity

By J. L. Pierce, Loren Rodgers. 2004

171 citations recorded by the source corpus.

Subfields: Accounting, Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/fbb9d32816f8e30621ba31f4e829c0aede770bf1

How researchers see this paper

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

In Accounting

1. He Peng
2. Haemoon Oh
3. Vahagn S. Asatryan
4. M. O’driscoll
5. Fabian Bernhard

In Organizational Behavior and Human Resource Management

1. He Peng
2. Haemoon Oh
3. Vahagn S. Asatryan
4. M. O’driscoll
5. Fabian Bernhard
6. Sanjay Kumar Singh
7. J. Petrick
8. M. Gallarza

In Strategy and Management

1. Haemoon Oh
2. Vahagn S. Asatryan
3. M. O’driscoll
4. Fabian Bernhard
5. He Peng

Citations in the corpus

• Why and when do people hide knowledge? (2013, background): “According to self-consistency theory, employees with high OBSE will put their efforts into those behaviors that will benefit their ‘‘ Few studies have investigated the determinants of knowledge withholding or knowledge hiding.”
• Psychological Ownership Theory: An Exploratory Application in the Restaurant Industry (2008, background): “This finding was also inconsistent with the results reported by Pierce & Rogers (2004), who showed a significant, positive relationship between employees’ perceived control and PO toward a firm.”
• Exploring the linkages between formal ownership and psychological ownership for the organization: The mediating role of organizational justice (2008, unknown): “As Pierce and Rodgers (2004) indicated, formal ownership constructed with the three rights is more or less parallel to the three ‘routes’ (p. 598), providing connections between formal ownership and psychological ownership.”
• Psychological Ownership in Small Family-Owned Businesses: Leadership Style and Nonfamily-Employees’ Work Attitudes and Behaviors (2011, background): “Some businesses have tried to use the motivational power of ownership and overcome the discrepancy between family and nonfamily employees by using ESOPs (employee stock ownership programs; cf. Pierce & Rodgers, 2004).”