Job- and organization-based psychological ownership: relationship and outcomes. Issue 2 (9th March 2015)

• Record Type: Journal Article
• Authors: Peng, He; Pierce, Jon
• Is Part Of: Journal of managerial psychology. Volume 30:Issue 2(2015)
• Page Start: 151
• Page End: 168
• Publication Date: 2015-03-09
• Subjects: Organizational behavior -- Periodicals; Management -- Psychological aspects -- Periodicals; Psychology, Industrial -- Periodicals; Industrial management -- Psychological aspects -- Periodicals; 158.7
• DOI: 10.1108/JMP-07-2012-0201
• Languages: English
• ISSNs: 0268-3946

Abstract

<abstract> <title> <x content-type="archive" xml:space="preserve">Abstract</x> </title> <sec> <title content-type="abstract-heading">Purpose</title> <p> – The purpose of this paper is to investigate the relationship between job- and organization-based psychological ownership. In addition, the authors explored the emergence and outcomes of psychological ownership in Chinese context. </p> </sec> <sec> <title content-type="abstract-heading">Design/methodology/approach</title> <p> – Time-lagged survey data from 158 Chinese participants were used to test several hypothesized relationships employing partial least square techniques. </p> </sec> <sec> <title content-type="abstract-heading">Findings</title> <p> – Job-based psychological ownership appeared to mediate the relationship between experienced job control and organization-based psychological ownership. In addition, a statistically significant relationship between job-based psychological ownership and job satisfaction, organizational citizenship behaviors and turnover intentions, and a statistically significant relationship between organization-based psychological ownership and job satisfaction were observed. A negative relationship between organization-based psychological ownership and knowledge withholding was also observed. </p> </sec> <sec> <title content-type="abstract-heading">Practical implications</title> <p> – Managers who want to enhance employees' job- and ultimately organization-based psychological ownership should empower their employees by enabling them to exert control over their work. </p> </sec> <sec> <title content-type="abstract-heading">Originality/value</title> <p> – This paper examined how organization-based psychological ownership emerges from control over work via job-based psychological ownership. The authors also investigated the impact of psychological ownership in Chinese context.</p> </sec> </abstract>