Psychological Ownership: A Meta-Analysis and Comparison of Multiple Forms of Attachment in the Workplace
verifiedrich profile · Journal of Management · 2020
Zhang, Yucheng; Liu, Guangjian; Zhang, Long; Xu, Shan; Cheung, Mike W.-L.
How this was studied
A meta-analytic synthesis — it pools many primary studies rather than running a single design, so there is no single-study diagram.
What this article reports
The findings we extracted from this work, normalized into Principia’s relationship form (X → Y). Each feeds the synthesized models below.
psychological ownership → organizational citizenship behavior ocb
psychological ownership → organizational commitment
Models this article informs
The meta-analytic priors this article contributes evidence to — its place in the broader synthesis.
psychological ownership predicts job satisfaction
psychological ownership predicts organizational citizenship behavior ocb
psychological ownership predicts organizational commitment
In the authors’ words
The article’s own abstract.
This quantitative review systematically integrates the antecedents and outcomes of psychological ownership (PO) and examines its incremental validity and explanatory power compared with two other forms of workplace attachment (i.e., organizational commitment and organizational identification). Across 141 studies published over 20 years, our meta-analysis shows that apart from the factors related to the three traditional categories of PO antecedents (i.e., control, knowing, and investment), safety (e.g., organizational justice, trust, perceived organizational support, and relational closeness) is an emerging antecedent leading to PO. In addition, we find that PO is related not only to employees’ attitudinal and performance outcomes but also to some dark-side outcomes (e.g., territorial behaviors). Furthermore, after applying two advanced methods, that is, two-stage meta-analytic structural equation modeling and dominance analysis, to the analysis of 294 studies (including 291 primary studies and three published meta-analyses), the results reveal that PO has an incremental validity above that of organizational commitment and organizational identification in predicting employees’ in-role performance and organizational citizenship behaviors. Theoretical and practical implications are discussed.
What the literature says about it
Attributed, open-access quotes from other works that cite this article, plus the citation-graph verdict tally. Corroborations and disputes, in one place — the honest-broker view.
supports “Therefore, organizational psychological ownership makes employees naturally feel a sense of responsibility and obligation to the organization (Zhang et al., 2021), and are more likely to reciprocate by performing beneficial reciprocal behaviors for the organization (Guo et al.”
supports “Although the direct relationship between psychological ownership and organizational citizenship behavior has been studied before (e.g., Zhang et al. 2021; O’Driscoll et al. 2006; Vandewalle et al. 1995), our work goes beyond by advancing the theory about interventions with formal and informal…”
Ancillary research
Neighbouring works in the citation graph around this article.
Assembled from Principia’s registry — bibliographic record, extracted effect sizes, the models they inform, and open-access citing literature.