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Self-esteem represents one of the most important personal resources for workers. However, the value of different forms of self-esteem (i.e., global vs. organization-specific) for work outcomes and their reciprocal associations over time have yet to be examined. This preregistered study examined (1) longitudinal reciprocal relations between global and organizational self-esteem, (2) prospective effects of global and organizational self-esteem on job satisfaction and work engagement, and (3) the role of organizational self-esteem as a mediator of the effects of global self-esteem on job satisfaction and work engagement. Using data on 1014 workers who were assessed annually during the first three years of their careers, we implemented three cross-lagged panel (CLPM) models: the traditional CLPM, the Random Intercept-CLPM, and the Latent State Trait Model. The results from the best fitting model (the Latent State Trait Model), as well as the other two, failed to support our preregistered hypotheses; instead, the findings suggest that global and organizational self-esteem are largely independent, at both the between- and within-person level, and that neither form of self-esteem has important effects on job satisfaction or work engagement. [ABSTRACT FROM AUTHOR]

This study aims to clarify what are the short-term effects of customer incivility on targeted employees’ self-esteem and job satisfaction. We hypothesised that daily customer incivility reported at the end of the previous workday would predict decreases in next-day morning employees’ self-esteem. In turn, lowered self-esteem would be related to lower job satisfaction levels at the end of the same workday. Additionally, we predicted that the link between lowered self-esteem and lowered job satisfaction would be weaker for employees who engaged more in deep acting. To test our hypotheses, we conducted a daily study on 144 customer-contact employees. Participants completed online questionnaires for 31 days reporting their morning self-esteem levels, together with evening customer incivility and job satisfaction levels. The data were analysed using dynamic structural equation models that allow examining intra-person time series trends, on a day-to-day level, while estimating individual differences therein. Consistent with our predictions, the results provided evidence for the short-term detrimental effects of customer incivility on next-day job satisfaction through lowered self-esteem and for the buffering role of deep acting. Service employees could benefit from training aimed at strengthening their self-esteem and skills on how to handle misbehaving customers effectively. [ABSTRACT FROM AUTHOR]

Self-esteem represents one of the most important workers' resources, and has been studied from two different perspectives conceiving self-esteem (1) as a global (i.e., global self-esteem, GSE), or (2) as a domain-specific construct (i.e., organization-based self-esteem, OBSE). To our knowledge, no study has addressed the dynamic relations between these two different self-esteem expressions and their concurrent value as useful work-related personal resources. In this study, we addressed this issue using six-wave longitudinal data weekly gathered from N = 279 full-time workers. We privileged the analysis of the dynamic relationships between GSE and OBSE at the state level, with a close eye on their different impacts on important organizational outcomes. Results from Random Intercept Cross-Lagged Panel models revealed that GSE and OBSE did not predict each other over time, despite being concurrently closely associated within each wave. The same close relation between GSE and OBSE was observed at a trait level. Importantly, rigorous concurrent predictive models revealed that neither GSE nor OBSE predicted or were predicted by the outcomes considered in the present study (i.e., job satisfaction and work engagement). We deeply discussed the implications of these results for refining our understanding of the value of these important self-esteem expressions at work. [ABSTRACT FROM AUTHOR]

Recent research has shown that even stable psychological constructs, like self-esteem, are not static entities. Accordingly, research on state-trait decomposition is growing, but few studies have been conducted on investigating potential differences across situations. In this contribution, we used a Latent State-Trait model for the combination of Random and Fixed situations (LST-RF) to investigate self-esteem state-trait decomposition at home versus at work, in order to examine the impact of the organizational environment on some characteristics of self-esteem stability and change. Workers from various sectors (N = 161) completed a battery at T0 (age, gender, and organizational membership) and then responded to a questionnaire investigating their degree of global self-esteem and self-concept clarity across two days in 8 random situations that were nested within 2 fixed situations (home-work). Results showed that, contrary to our hypothesis, there were no substantial differences in self-esteem state-trait decomposition at home versus at work, while there was a significant mean-level decline of self-esteem when at work (consistent with the Conservation of Resources Theory) which was positively counteracted by organizational membership (according to the Sociometer Theory). In conclusion, we demonstrated that considering fixed situations may advance our knowledge on self-esteem state-trait decomposition. [ABSTRACT FROM AUTHOR]

Using data from four different samples of full-time employees (Ntotal = 2,474), the present study was aimed to introduce and demonstrate the validity and reliability of the Organizational-Based General Self-esteem Scale (OB-GSE) a new six-item self-report scale to measure organizational-based self-esteem (OBSE) at work. Results provided evidence of (1) validity (internal, external, and convergent), (2) reliability, and (3) temporal stability of the OB-GSE scale. All in all, results attested the usefulness and the effectiveness of the OB-GSE scale. [ABSTRACT FROM AUTHOR]

This study explored the relationships between self-esteem level and self-esteem variability at work with parameters of diurnal cortisol rhythm, using intensive longitudinal data collected during two consecutive working days from N = 166 workers. Participants self-reported measures of sex, height, weight, self-esteem, neuroticism, and negative events at T0. Then, they answered a single item of self-esteem 4 times per day. Self-esteem variability was assessed by means of the relative variability index approach proposed by Mestdagh et al. (2018). Further, participants collected salivary samples at specific time points for analysis of diurnal cortisol patterns. Self-esteem average levels and a specific form of self-esteem variability were associated with diurnal cortisol parameters. In particular, results showed a relationship between low self-esteem and blunted cortisol awakening response, specifically when low self-esteem levels were stable over time. Moreover, self-esteem variability predicted a lower diurnal cortisol decline and a smaller magnitude of overall cortisol production. Present findings highlight the neuroendocrine correlates of self-esteem level and variation at work, suggesting potential pathways by which short-term variability in self-esteem states may impact hypothalamic-pituitary-adrenal axis functioning and long-term workers' health and well-being. • We explored the relationships between self-esteem and diurnal cortisol rhythm. • We used intensive longitudinal data from N = 166 workers. • Results showed a relationship between low self-esteem and low CAR. • Relationship are higher when low self-esteem levels were stable over time. • We highlighted the physiological correlates of self-esteem level and variability at work. [ABSTRACT FROM AUTHOR]