Employees' Self-Confidence/Esteem and Organizational (Business) Growth

by

Acknowledgement

I would take this opportunity to thank my research supervisor, family and friends for their support and guidance without which this research would not have been possible.

DECLARATION

I, [type your full first names and surname here], declare that the contents of this dissertation/thesis represent my own unaided work, and that the dissertation/thesis has not previously been submitted for academic examination towards any qualification. Furthermore, it represents my own opinions and not necessarily those of the University.

Signed __________________ Date _________________

Abstract

This paper seeks to investigate the role played by employee self-confidence in the overall growth of an organization. In this paper, number of methods is used to show that employee motivation/self confidence result in the growth of the organization. Organization-based self-esteem (OBSE), which represents employees' beliefs about their own value and competence as organizational members, has attracted much recent research attention. In the current paper, we identified several theoretically based predictors and consequences of OBSE. We then conducted a meta-analysis examining the relationships between OBSE and these variables. Results indicated that several hypothesized predictors, including the work environment and employee dispositions, were related to OBSE. Furthermore, OBSE was related to several hypothesized outcome variables including job satisfaction, organizational commitment, employee health, job performance, and organizational citizenship behaviour. As expected, OBSE generally yielded stronger relationships with work-related variables than did general self-esteem and we found evidence that OBSE mediated the relationships between general self-esteem and work-related criteria.

Table of Content

Chapter 1: Introduction7

Chapter 2: Literature Review11

Self esteem12

Some Moderating Influences on Self-Concept/ Self-Esteem Development12

Maturationainfluences on self-esteem13

Pubertal timing13

Females14

Males16

Methodological issues17

School transitions and self-esteem18

Relations between self-esteem and organizational achievement24

The role of parents and family26

Work motivation and self confidence32

Employee satisfaction/confidence and self esteem33

Employee Motivation: Intrinsic and Extrinsic36

Intrinsic And Extrinsic Motivation37

Do intrinsic and extrinsic motivation act together?38

Extrinsic motivation and the relative autonomy continuum39

Satisfaction and autonomous motivation41

how leaders can promote autonomous motivation42

approaches to management44

Theories of employee confidence and self esteem45

Equity Theory46

Research Evidence47

Limited predictive utility49

Neglect of individual difference variables49

Ambiguity concerning the referent other50

Evaluation of Equity Theory50

Beyond Equity Perceptions: Recent Conceptualization of Justice in Organizations51

Procedural justice51

Expectancy Theory53

Research Evidence54

Use of between-subjects designs55

Job performance as a criterion56

Measurement of VIE elements56

Issues with Expectancy Theory58

Emphasis on the 'economic man'59

Multiplicative nature of the model60

Evaluation of Expectancy Theory60

Cognitive Evaluation Theory62

Overview of CET62

Research Evidence63

Issues with CET65

Applicability of CET to the workplace65

Ambiguity concerning mediating variables66

Frequent model modifications67

Goal-Setting Theory68

Research Evidence69

Moderators of the goal-performance relationship70

Determinants of self-set goals71

Criticisms of GST research72

Issues with GST72

Focus on task performance73

Static view of motivation73

Control Theory74

Cybernetic control theory models75

Rational control theory models76

Research Evidence78

Issues with Control Theory79

Unclear model specification80

Poor 'testability'80

Evaluation of Control Theory81

Social Cognitive Theory82

Research Evidence84

Impact of self-efficacy84

Impact of goal-behavior discrepancies85

Issues with Social Cognitive Theory86

Prevalence of discrepancy production86

Evaluation of Social Cognitive Theory87

Theoretical Recommendations89

Model integration90

Increased examination of dispositional influences on motivation91

Increased recognition of variable interactions91

Methodological Recommendations92

Use of more appropriate tasks92

Use of more complex research designs93

Job satisfaction and employee confidence94

measuring job satisfaction95

Determinants Of Job Satisfaction98

Individual Determinants98

Situational Determinants99

Fit Determinants99

Outcomes Of Job Satisfaction100

Job Performance100

Employee Withdrawal101

Psychological Burnout and Health102

Employee Confidence, involvemement and participation102

EIP and HRM107

Establishing and running EIP schemes109

The 'Birth': Managerial Motives And Rationales For EIP113

Organisational Factors Influencing The EIP Scheme's Design And ...