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INSPIRED AND EFFECTIVE: THE ROLE OF THE IDEAL SELF IN EMPLOYEE ENGAGEMENT, WELL-BEING, AND POSITIVE ORGANIZATIONAL BEHAVIORS

Martinez, Hector Augusto, Jr
http://orcid.org/0000-0002-7955-1838
http://rave.ohiolink.edu/etdc/view?acc_num=case1459192912

Abstract Details

2016, Doctor of Philosophy, Case Western Reserve University, Organizational Behavior.
While the ideal self has been used as a component of several motivation theories (Markus & Wurf, 1987; Higgins, 1987; Boyatzis & Akrivou, 2006), it has not received as much empirical research attention, and even less quantitative research. This study extends work on the measurement of the ideal self—defined as “an evolving, motivational core within the self, focusing a person’s desires and hope, aspirations and dreams, purpose and calling” (Boyatzis & Akrivou, 2006: 625)—to explain how employees perform and feel about their jobs, as well as how they interact with and are viewed by other organizational members. Past theories have claimed that performance is more a function of the “fit” between the person’s Real Self (i.e., their abilities, competencies and attitudes) and the task demands of the job and organization (Boyatzis, 1982; Fiedler, 1967). This study proposes that aspirations and dreams drive employee performance and behavior beyond the fit between role and an employee’s demonstrable abilities. Therefore, it is proposed that employees who find opportunities for synergy between their job roles and their ideal self are more engaged and better organizational members, who also go out of their way to help their peers, and are perceived to better perform their jobs than employees who experience less of this synergy. Results from an SEM analysis provide evidence that the ideal self impacts how employees feel about their lives (i.e. well-being), how they behave at work (i.e. in-role task behavior, extra-role helping behaviors, and reputational effectiveness), and the quality of their work relationships (PNEA work climate). Furthermore, results provide support for the mediating role of the quality of work relationship in the relationship between the ideal self and employee engagement and well-being.
Richard Boyatzis (Committee Chair)
Diana Bilimoria (Committee Member)
Ron Fry (Committee Member)
Chris Burant (Committee Member)
145 p.
Organizational Behavior
Ideal Self, Employee Engagement, Well-being, OCB, Task Behavior, Reputational Effectiveness, motivation, meaningfulness of work

Recommended Citations

Citations

  • Martinez, Jr, H. A. (2016). INSPIRED AND EFFECTIVE: THE ROLE OF THE IDEAL SELF IN EMPLOYEE ENGAGEMENT, WELL-BEING, AND POSITIVE ORGANIZATIONAL BEHAVIORS [Doctoral dissertation, Case Western Reserve University]. OhioLINK Electronic Theses and Dissertations Center. http://rave.ohiolink.edu/etdc/view?acc_num=case1459192912

    APA Style (7th edition)

  • Martinez, Jr, Hector. INSPIRED AND EFFECTIVE: THE ROLE OF THE IDEAL SELF IN EMPLOYEE ENGAGEMENT, WELL-BEING, AND POSITIVE ORGANIZATIONAL BEHAVIORS . 2016. Case Western Reserve University, Doctoral dissertation. OhioLINK Electronic Theses and Dissertations Center, http://rave.ohiolink.edu/etdc/view?acc_num=case1459192912.

    MLA Style (8th edition)

  • Martinez, Jr, Hector. "INSPIRED AND EFFECTIVE: THE ROLE OF THE IDEAL SELF IN EMPLOYEE ENGAGEMENT, WELL-BEING, AND POSITIVE ORGANIZATIONAL BEHAVIORS ." Doctoral dissertation, Case Western Reserve University, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=case1459192912

    Chicago Manual of Style (17th edition)

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This open access ETD is published by Case Western Reserve University School of Graduate Studies and OhioLINK.