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OSTRACISM, SELF-ESTEEM, AND JOB PERFORMANCE: WHEN DO WE SELF-VERIFY AND WHEN DO WE SELF-ENHANCE?
بواسطة
BROWN, DOUGLAS J.
, FERRIS, D. LANCE
, LIAN, HUIWEN
, MORRISON, RACHEL
في
Behavior
/ Employee attitude
/ Interpersonal relations
/ Job performance
/ Motivation
/ Organizational behaviour
/ Ostracism
/ Performance appraisal
/ Self esteem
/ Social psychology
/ Source studies
/ Studies
/ U.S.A
2015
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OSTRACISM, SELF-ESTEEM, AND JOB PERFORMANCE: WHEN DO WE SELF-VERIFY AND WHEN DO WE SELF-ENHANCE?
بواسطة
BROWN, DOUGLAS J.
, FERRIS, D. LANCE
, LIAN, HUIWEN
, MORRISON, RACHEL
في
Behavior
/ Employee attitude
/ Interpersonal relations
/ Job performance
/ Motivation
/ Organizational behaviour
/ Ostracism
/ Performance appraisal
/ Self esteem
/ Social psychology
/ Source studies
/ Studies
/ U.S.A
2015
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هل تريد طلب الكتاب؟
OSTRACISM, SELF-ESTEEM, AND JOB PERFORMANCE: WHEN DO WE SELF-VERIFY AND WHEN DO WE SELF-ENHANCE?
بواسطة
BROWN, DOUGLAS J.
, FERRIS, D. LANCE
, LIAN, HUIWEN
, MORRISON, RACHEL
في
Behavior
/ Employee attitude
/ Interpersonal relations
/ Job performance
/ Motivation
/ Organizational behaviour
/ Ostracism
/ Performance appraisal
/ Self esteem
/ Social psychology
/ Source studies
/ Studies
/ U.S.A
2015
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OSTRACISM, SELF-ESTEEM, AND JOB PERFORMANCE: WHEN DO WE SELF-VERIFY AND WHEN DO WE SELF-ENHANCE?
Journal Article
OSTRACISM, SELF-ESTEEM, AND JOB PERFORMANCE: WHEN DO WE SELF-VERIFY AND WHEN DO WE SELF-ENHANCE?
2015
اطلب الآن
واختر طريقة الاستلام
نظرة عامة
Self-esteem level has been positioned as a key mediating mechanism accounting for the effects of ostracism on behaviors, invoking the notion that individuals seek to verify their self-perceptions by behaving in a way that is consistent with those self-perceptions. However, evidence supporting the relation of ostracism and self-esteem level to behavioral outcomes has been mixed. We argue that such mixed effects arise because individuals may engage in behaviors alternately to verify their self-perceptions (suggesting a relation between self-esteem level and behavioral outcomes) or to selfenhance (suggesting no relation between self-esteem level and behavioral outcomes). Within this framing, the question becomes: When do we self-verify and when do we self-enhance? To that end, we position contingent self-esteem—or the extent to which individuals base their self-worth on outcomes in a particular domain—as a determining factor in whether we self-verify or self-enhance, and present a moderated mediation model to account for varying relations between ostracism and job performance. Our predictions regarding self-verification and self-enhancement motivation are fully supported across two field samples using multi-wave, multi-source study designs. Theoretical and practical implications for self-verification and self-enhancement motivation, as well as negative interpersonal behaviors at work, are discussed.
الناشر
Academy of Management
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