Organization-based self-esteem: construct definition, measurement, and validation

Article Abstract:

This article introduces the construct "organization-based self-esteem" and its measurement. We developed a partial nomological network resulting in a set of hypotheses that guided efforts to validate the construct and its measurement. Homogeneity of scale items, test-retest and internal consistency reliability, and convergent, discriminant, incremental, concurrent, and predictive validity estimates were all inspected through constructing field studies and a laboratory experiment. We present results from a validation effort involving seven studies that drew on data from over 2,000 individuals, representing diverse organizations and occupations. Results support the construct validity of the measurement and most of the hypotheses. (Reprinted by permission of the publisher.)

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Moderation by organization-based self-esteem of role condition-employee response relationships

Article Abstract:

Behavioral plasticity theory is offered as an explanation for the moderating effects of self-esteem on role perception-employee response relationships. According to this theory, because individuals with low self-esteem are more reactive than their counterparts with high self-esteem, they are more susceptible to adverse role conditions, such as role conflict, ambiguity, and overload, and a poor work environment and poor supervisory support. Moderated hierarchical regression analysis revealed significant moderating effects for organization-based self-esteem on role-response relationships, thereby providing support for predictions based on behavioral plasticity theory. (Reprinted by permission of the publisher.)

Analysis

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Attitudes toward work schedules: construct definition, instrument development and validation

Article Abstract:

A three-phase sampling study of over 700 clerical, technical, construction, manufacturing, and health workers was employed to develop a scale to evaluate worker attitudes toward alternative work schedules. The study resulted in a scale capable of measuring six sets of worker attitudes, including: general feelings toward the schedule; the effects of work coordination; schedule uniqueness; social and family life repercussions; transportation and personal security implications; and impact on service to outside recipients. These scales were able to predict schedule satisfaction levels in 71 percent of the cases tested.

Scheduling (Management), Job satisfaction, Employee morale

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