Abstract
Purpose – The purpose of this paper is to investigate the relationship between job- and organizationbased psychological ownership. In addition, the authors explored the emergence and outcomes of psychological ownership in Chinese context. Design/methodology/approach – Time-lagged survey data from 158 Chinese participants were used to test several hypothesized relationships employing partial least square techniques. Findings – 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. Practical implications – 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. Originality/value – 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.
Original language | English (US) |
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Pages (from-to) | 151-168 |
Number of pages | 18 |
Journal | Journal of Managerial Psychology |
Volume | 30 |
Issue number | 2 |
DOIs | |
State | Published - Mar 9 2015 |
Bibliographical note
Publisher Copyright:© Emerald Group Publishing Limited.
Keywords
- Employee behaviour
- Job attitudes
- Managerial psychology