Self-Identification: Toward an Integration of the Private and Public Self

Schlenker, Barry R.

doi:10.1007/978-1-4613-9564-5_2

Cited by 184 publications

(215 citation statements)

References 64 publications

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“…They are also likely to reflect the employee's acceptance of and identification with work role expectations. Employees will be more involved in their jobs when they feel safe in expressing core aspects of their self-concepts (Argyris, 1964;Kahn, 1990;Schlenker, 1986). Thus, perceived freedom of self-expression is likely to be positively related to job involvement.…”

Section: Psychological Safetymentioning

confidence: 99%

A new look at psychological climate and its relationship to job involvement, effort, and performance.

Brown

Leigh²

1996

Journal of Applied Psychology

1,047

980

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This study investigated the process by which employee perceptions of the organizational environment are related to job involvement, effort, and performance. The researchers developed an operational definition of psychological climate that was based on how employees perceive aspects of the organizational environment and interpret them in relation to their own well-being. Perceived psychological climate was then related to job involvement, effort, and performance in a path-analytic framework. Results showed that perceptions of a motivating and involving psychological climate were related to job involvement, which in turn was related to effort. Effort was also related to work performance. Results revealed that a modest but statistically significant effect of job involvement on performance became nonsignificant when effort was inserted into the model, indicating the mediating effect of effort on the relationship. The results cross-validated well across 2 samples of outside salespeople, indicating that relationships are generalizable across these different sales contexts.Unleashing the power of human potential in the workplace through creation of an involving and motivating organizational environment has been acclaimed as a key source of competitive advantage for business organizations (e.g., Lawler, 1992;Pfeffer, 1994). A prominent stream of literature has argued that when employees perceive the potential for satisfying their psychological needs in the workplace, they engage themselves more completely and invest greater time and effort in the organization's work (Kahn, 1990;Pfeffer, 1994). It has been argued that such processes lead to greater organizational productivity and competitiveness. Although anecdotal evidence suggests that favorable employee perceptions of organizational environments lead to superior performance, empirical research has not shown how (or whether) psychological climate and job involvement translate into higher performance. We investigated whether employee effort constitutes the mediating link relating psychological climate and job involvement to work performance.Our purpose was to investigate the process by which psychological climate is related to employee involvement, effort, and performance. We evaluated the premise that favorable employee perceptions of the organizational environment are positively related to job involvement, effort, and performance. When employees perceive the organizational environment positively (i.e., as consistent with their own values and self-interests), they are likely to identify their personal goals with those of the organization and to invest greater effort pursuing them. We investigated specific perceptions of the organizational environment that constitute important aspects of psychological climate, as well as the process by which these are related to performance. Studying dimensions of psychological climate may reveal important aspects of the relationship between the employee and the organization that are related to greater involvement, effort, and performan...

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Section: Psychological Safetymentioning

confidence: 99%

A new look at psychological climate and its relationship to job involvement, effort, and performance.

Brown

Leigh²

1996

Journal of Applied Psychology

1,047

980

View full text Add to dashboard Cite

show abstract

“…Aron et al, 1991Aron et al, , 1995Baumeister & Tice, 1986; M. R. Leary et al, 1995;McNulty &Swann, 1994;Schlenker, 1986;Tice, 1992). A developing romance (especially if it is a first love) may play a large role in structuring individuals' models of themselves as romantic partners.…”

Section: Basking In Reflected Glory: Constructing Actual Partnersmentioning

confidence: 99%

The self-fulfilling nature of positive illusions in romantic relationships: Love is not blind, but prescient.

Murray¹,

Holmes²,

Griffin³

1996

Journal of Personality and Social Psychology

542

690

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S a n d r a L. M u r r a y University of Michigan J o h n G . H o l m e s University of Waterloo D a l e W. G r i f f i n University of Sussex It is proposed that satisfying, stable relationships reflect intimates' ability to see imperfect partners in idealized ways. In this study of the long-term benefits (or possible costs) of positive illusions, both members of dating couples completed measures of idealization and well-being 3 times in a year. Path analyses revealed that idealization had a variety of self-fulfilling effects. Relationships were most likely to persist--even in the face of conflicts and doubts--when intimates idealized one another the most. Intimates who idealized one another more initially also reported relatively greater increases in satisfaction and decreases in conflicts and doubts over the year. Finally, individuals even came to share their partners' idealized images of them. In summary, intimates who idealized one another appeared more prescient than blind, actually creating the relationships they wished for as romances progressed.Love to faults is always blind,

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“…Th e theory of Schlenker (1985;1986) on public and private self sheds further light on how these agents of religious socialization influence the young, particularly their subjective learning or the way they construct their own identity. According to Schlenker (1986, 22) the private and public selves are complementary facets of an individual's identity.…”

Section: Process Of Religious Socializationmentioning

confidence: 99%

Religious Practice and Religious Socialization: Comparative Research among Christian, Muslim and Hindu Students in Tamilnadu, India

Anthony

Hermans²,

Sterkens³

2007

J Empir Theol

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Th is article seeks, first, to offer a comprehensive theoretical framework of religious practicebased particularly on the works of Stark and Glock -that may be used in comparative research among adherents of different religious traditions. Secondly we clarify the role of the agents of religious socialization and their function as "reference others", taking into account the contributions of Bajzek, Milanesi and Schlenker. Th e empirical analysis of the data based on these theoretical considerations brings to light a model of institutional religious practice whereby Christian, Islamic and Hindu traditions may be compared. Th e results also underscore the association between the religious community and involvement in institutional religious practices in the case of the three religious groups and the differentiated impact of the other agents of religious socialization in the case of each religion. A further finding is that gender affects particularly the Christians in their institutional religious practices. Th e paper ends with a discussion of these findings.

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Self-Identification: Toward an Integration of the Private and Public Self

Cited by 184 publications

References 64 publications

A new look at psychological climate and its relationship to job involvement, effort, and performance.

A new look at psychological climate and its relationship to job involvement, effort, and performance.

The self-fulfilling nature of positive illusions in romantic relationships: Love is not blind, but prescient.

Religious Practice and Religious Socialization: Comparative Research among Christian, Muslim and Hindu Students in Tamilnadu, India

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