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Introduction: Urban resilience is suffering from the challenges of climate change. The increasing volatility of climate change and its impact on urban resilience necessitates a deeper understanding of how internal organizational behaviors can contribute toward sustainable city development. Pro-environmental behavior is one of the important methods of affecting climate change and enhancing urban resilience. This study investigates how employee participation in corporate social responsibility activities promotes pro-environmental behavior and its mechanism. Methods: This research was conducted an online survey of 262 employees from 22 industries in mainland China. To mitigate the bias arising from self-reported assessments by the employees, the data were collected at two time points. Results: Empirical research reveals that employee participation in corporate social responsibility is positively related to employee pro-environmental behavior; these empirical findings not only support how psychological ownership mediates the link between corporate social responsibility participation and pro-environmental behavior but also indicate how employee engagement acts as an intermediary mechanism in enhancing this positive association. Moreover, the chain mediation effect of psychological ownership and employee engagement in the positive link between corporate social responsibility participation and pro-environmental behavior is found to be significant. Discussion: These findings not only enrich the effects of the mechanism of corporate social responsibility participation on employee behavior by introducing new theoretical perspectives but also deepen understanding of the antecedents promoting employee pro-environmental behavior, thereby contributing to the improvement of urban resilience in the face of climate change. [ABSTRACT FROM AUTHOR]

Introduction: Urban resilience is suffering from the challenges of climate change. The increasing volatility of climate change and its impact on urban resilience necessitates a deeper understanding of how internal organizational behaviors can contribute toward sustainable city development. Pro-environmental behavior is one of the important methods of affecting climate change and enhancing urban resilience. This study investigates how employee participation in corporate social responsibility activities promotes pro-environmental behavior and its mechanism.Methods: This research was conducted an online survey of 262 employees from 22 industries in mainland China. To mitigate the bias arising from self-reported assessments by the employees, the data were collected at two time points.Results: Empirical research reveals that employee participation in corporate social responsibility is positively related to employee pro-environmental behavior; these empirical findings not only support how psychological ownership mediates the link between corporate social responsibility participation and pro-environmental behavior but also indicate how employee engagement acts as an intermediary mechanism in enhancing this positive association. Moreover, the chain mediation effect of psychological ownership and employee engagement in the positive link between corporate social responsibility participation and pro-environmental behavior is found to be significant.Discussion: These findings not only enrich the effects of the mechanism of corporate social responsibility participation on employee behavior by introducing new theoretical perspectives but also deepen understanding of the antecedents promoting employee pro-environmental behavior, thereby contributing to the improvement of urban resilience in the face of climate change.

Silence behavior is a common and influential phenomenon in organizations. Scholars have explored a lot of antecedents for silence behavior, but rarely from the perspective of colleagues. Based on the conservation of resources theory and self-regulation theory, the study constructs a double-moderated mediating model to explore the relationship between workplace suspicion and silence behavior as well as its mechanism. This study conducts a three-wave questionnaire survey and adopts 303 valid pairs of samples from 23 companies in China to validate the research hypotheses. A confirmatory factor analysis in the AMOS software and the PROCESS bootstrapping program in SPSS is used in this study. Our findings indicate that workplace suspicion is positively correlated with silence behavior; knowledge hiding mediates the relationship between workplace suspicion and silence behavior; knowledge-based psychological ownership moderates this mediating effect by strengthening the negative impact of workplace suspicion on knowledge hiding; and face consciousness moderates the mediating effect by weakening the positive impact of workplace suspicion on knowledge hiding. Managerial and practical implications, limitations, and future research directions are discussed and offered. [ABSTRACT FROM AUTHOR]

The 27th Conference of the Parties (COP 27) of the UN Framework Convention on Climate Change (FCCC) held in November 2022 in Sharm-el-Sheik, Egypt, ended with joint commitments to compensate for loss and damage and increase funds for climate change adaptation in future. This outcome is likely to be supportive of current efforts to render agricultural systems in low income tropical countries more resilient and productive through locally adapted forms of sustainable intensification. However, the farm-to-fork (f2f) strategy launched in 2020 by the European Union (EU) has set targets that associate sustainable agriculture primarily with extensification rather than intensification. This paper critically reviews the literature that assesses the impact of current agricultural, environmental and development policies on global food security, biodiversity and climate change. It challenges the view that the European Green Deal and the f2f strategy will have its desired effects. It also argues that the intention of the European Commission (EC) to promote the f2f strategy in low income tropical countries may not be compatible with its commitment to the ownership principle in development assistance. The decision of the EC in fall 2022 to propose a regulatory framework on new breeding techniques (NBTs) indicates that methods of sustainable intensification may be reconsidered if they serve the goals of the Green Deal and the f2f strategy. Such a readjustment would also be in line with the outcome of COP27 and indicate that the polarized global debate on sustainable food systems may become more pragmatic and outcome-oriented again. [ABSTRACT FROM AUTHOR]

Introduction: Bootlegging is a frontier topic in micro-innovation literature. Existing research on the external environment-antecedents of employees’ bootlegging focuses mainly on organizational innovation management practices and leadership. The relationship between human resource management and employees’ bootlegging is still unclear. Thus, we follow the stimuli-organism-response model and use psychological ownership theory to examine a moderated mediation model with psychological ownership as a mediator and Chinese traditionality as a moderator to interpret how and when high-involvement human resource management practices influence employees’ bootlegging. Methods: We administered three-wave time-lagged surveys to 251 employees and used SEM analysis to test the hypotheses. Results: The results show that high-involvement human resource management practices is positively related to employees’ psychological ownership. Whereas psychological ownership, in turn, positively related to bootlegging. Meanwhile, employees’ psychological ownership plays a significant mediating role between highinvolvement human resource management practices and employees’ bootlegging. The results further showed that employees’ Chinese traditionality weakens the influence of psychological ownership on bootlegging and the mediating effect of employees’ psychological ownership between high-involvement human resource management practices and employees’ bootlegging. Discussion: This study makes several contributions to the bootlegging antecedent mechanism research. Specifically, it expands the understanding of the antecedents of bootlegging from a new perspective of human resource management, enriches the bootlegging-promotive cognition path from the perspective of psychological ownership, and enriches the proximal boundary in bootlegging antecedent mechanism from the perspective of individual personality. This study also inspires enterprises in innovation and talent management. [ABSTRACT FROM AUTHOR]

Introduction: The COVID-19 pandemic continues to impact people’s lives and professions worldwide. Chinese nurses face immense work pressure under the normalization of COVID-19 prevention and control, resulting in greater turnover intention. It is, therefore, crucial to study the mechanisms that influence the turnover intention of nurses in this situation. Objective: Many studies have examined the impact of leadership style on nurses’ turnover intention; however, few researchers have investigated this influence during the COVID-19 pandemic. Based on the leader-member exchange theory, this study empirically studied the effect of inclusive leadership on turnover intention of nurses under the normalization of COVID-19 prevention and control in China, while assessing the mediating role of psychological ownership. Design: Cross-sectional study with multi-center data. Participants: Two thousand, two hundred ninety-nine registered nurses from 17 hospitals in China were recruited from January to March, 2022, under the normalization of COVID-19 prevention and control in China. Methods: A demographic questionnaire and scales of inclusive leadership, psychological ownership, and turnover intention integrated into an online survey were sent to registered nurses of different hospitals. Maximum likelihood structural equation modeling (ML-SEM) was used to analyze data. Results: Independent variable inclusive leadership has a significant effect on the overall turnover intention of nurses, p < 0.001. The direct effect path coefficient from inclusive leadership to psychological ownership is significant, p < 0.001. The direct effect path coefficient from psychological ownership to turnover intention is significant, p < 0.001. The indirect effect path coefficient from inclusive leadership to turnover intention is significant, p < 0.001. Conclusion: Psychological anxiety, burnout, turnover intention, and even suicidal thoughts were the main symptoms of Chinese nurses under the normalization of COVID-19 prevention and control in China. The absence of a mechanism to counteract these negative conditions may ultimately lead to personal psychological distress for nurses and collapse of the healthcare system. Inclusive leadership can improve nurses’ psychological ownership level and reduce their turnover intention by treating them fairly, providing them with opportunities for self-development, paying attention to communication with them, and increasing their sense of belonging, self-efficacy, and selfidentity. [ABSTRACT FROM AUTHOR]

Increasing environmental awareness in business life has given way to Green Human Resources Management practices. The positive corporate image created by GHRM is encouraging for many employees and boosts their work engagement. GHRM practices make employees feel proud about their organization and creates a value-based ground for working in their current companies. Actually, internalized green inclinations of organizations, namely, value alignment between an organization and an employee, can make their employees feel greater psychological ownership about their companies, leading to greater engagement as it is suggested in social identity theory. Being inspired from psychological ownership literature, in this study, it is assumed that being exposed to Green Human Resources Management practices can make employees feel higher levels of work engagement and psychological ownership can have a mediator effect in this relationship. The model has been a tested model among 255 Turkish white-collar employees working in a manufacturing sector. Analyses have been carried out using the AMOS structural equation programand the PROCESS program. Results confirmed the above assumptions, confirming the assumptions of social identity theory and revealed the existence of mediator effect in the relationship between GHRM and work engagement of employees, illuminating the importance of GHRM for employees' positive attitudes toward their organization. [ABSTRACT FROM AUTHOR]

The purpose of this research is to examine the influence of servant leadership on teachers of moral education degree programs in Pakistan. By utilizing social learning, we propose that servant leadership and perceived coworker support can reduce the knowledge hiding by enhancing the sense of organization-based psychological ownership. The findings of time-lagged and multi-source data indicate that servant leadership has a negative relationship with knowledge hiding. Our results also indicate that psychological ownership mediates the effects of servant leadership on knowledge hiding. Moreover, a higher level of perceived coworker support enhances the sense of psychological ownership which helps to reduce knowledge hiding. This research extends strong support for the proposition that servant leaders who adopt an employee-centered management approach, stressing personal integrity and care for employees significantly affect employee attitudes and behaviors. Moreover, this study suggests that managers should demonstrate care toward their subordinates which helps them to reduce negative behaviors (e.g., knowledge hiding). [ABSTRACT FROM AUTHOR]

Users’ non-sustainable consumption behaviors are affecting the sustainability of access-based services (ABSs), but ABS firms can utilize messaging strategies (ex-ante reminders) to persuade users to curtail their non-sustainable consumption behaviors. Through two online scenario-based experiments in China, this study determined that: (1) Compared with rational appeal messaging, emotional appeal messaging is better able to persuade consumers to curtail non-sustainable consumption behaviors. Furthermore, loss-framed messages are more effective than gain-framed ones. (2) Message appeal and message framing have an interactive persuasive effect on reducing such consumer behaviors. Loss-framed rational appeal messages are more persuasive at reducing non-sustainable consumption behaviors than gain-framed rational appeal messages, and gain-framed emotional appeal messages persuade consumers to reduce non-sustainable consumption behaviors more than loss-framed ones. (3) Consumers’ psychological ownership moderates the persuasive effect of messaging. Among consumers with a high level of psychological ownership of shared goods, only gain-framed emotional appeal messaging is effective at reducing non-sustainable consumption behaviors, whereas among consumers with low psychological ownership, the persuasive effect of loss-framed rational appeal messaging is more effective than gainframed emotional appeal messaging. This study extends the research on non-sustainable consumption behavior management in ABSs and provides important inspiration for the management of ABSs consumer behavior. [ABSTRACT FROM AUTHOR]

Increasing environmental awareness in business life has given way to Green Human Resources Management practices. The positive corporate image created by GHRM is encouraging for many employees and boosts their work engagement. GHRM practices make employees feel proud about their organization and creates a value-based ground for working in their current companies. Actually, internalized green inclinations of organizations, namely, value alignment between an organization and an employee, can make their employees feel greater psychological ownership about their companies, leading to greater engagement as it is suggested in social identity theory. Being inspired from psychological ownership literature, in this study, it is assumed that being exposed to Green Human Resources Management practices can make employees feel higher levels of work engagement and psychological ownership can have a mediator effect in this relationship. The model has been a tested model among 255 Turkish white-collar employees working in a manufacturing sector. Analyses have been carried out using the AMOS structural equation program and the PROCESS program. Results confirmed the above assumptions, confirming the assumptions of social identity theory and revealed the existence of mediator effect in the relationship between GHRM and work engagement of employees, illuminating the importance of GHRM for employees' positive attitudes toward their organization.

The purpose of this research is to examine the influence of servant leadership on teachers of moral education degree programs in Pakistan. By utilizing social learning, we propose that servant leadership and perceived coworker support can reduce the knowledge hiding by enhancing the sense of organization-based psychological ownership. The findings of time-lagged and multi-source data indicate that servant leadership has a negative relationship with knowledge hiding. Our results also indicate that psychological ownership mediates the effects of servant leadership on knowledge hiding. Moreover, a higher level of perceived coworker support enhances the sense of psychological ownership which helps to reduce knowledge hiding. This research extends strong support for the proposition that servant leaders who adopt an employee-centered management approach, stressing personal integrity and care for employees significantly affect employee attitudes and behaviors. Moreover, this study suggests that managers should demonstrate care toward their subordinates which helps them to reduce negative behaviors (e.g., knowledge hiding).

This article studies the influence of leading by example on organizational psychological ownership and job psychological ownership. This article further introduces the mediating mechanism of organizational identification and the regulating mechanism of Leader-member Exchange (LMX). This study investigated 312 personnel from eight property management enterprises in East, Northwest, Northeast, and central China. This study adopts a quantitative research method, using survey data of project managers, team leaders, and managers of Property management projects in China. The data were collected by questionnaire survey. In terms of data analysis, AMOS 21.0 software was used to conduct structural equation modeling (SEM) using the maximum likelihood method to test direct and indirect effects. SPSS 25.0 software was used to test the moderating effect by multilevel regression analysis with the maximum variance method. Use these two methods to analyze the whole theoretical framework. The results established all assumed relationships. In this article, leading by example, one of the important dimensions of empowering leadership is studied as a new leadership style, and the predictive effect of leading by example on organizational psychological ownership and job psychological ownership is verified. This finding further verifies the influence mechanism and boundary conditions of empowering leadership in different dimensions. It is found that organizational identification has different mediating effects on leading by example and organizational psychological ownership and job psychological ownership. The moderating effect of LMX also further indicates that under the influence of Confucian pan-family culture, the leader's exemplary behavior with higher authority has a stronger influence on employees' organizational identification, organizational psychological ownership, and job psychological ownership. Their relationship is deeply influenced by the culture of China's unique organizational Circle Culture. [ABSTRACT FROM AUTHOR]

In today's era of rapid development of science and technology, organizations are confronted with unprecedented opportunities and challenges. Employee innovative behavior has become the key element to promote organizational innovation and achieve sustainable competitive advantages. This study examines the relationship between organizational innovation climate and employee innovative behavior by focusing on the mediating role of psychological ownership and the moderating role of task interdependence. The survey data were collected from the matched samples of 326 employees and their direct supervisors from 13 enterprises in Guangdong Province, China. The results indicate that organizational innovation climate is positively related to employee innovative behavior and that psychological ownership plays a fully mediating role between them. For the moderating effects, task interdependence positively moderates the relationship between organizational innovation climate and employees' psychological ownership. The results also reveal an indirect effect of organizational innovation climate on employee innovative behavior through psychological ownership. Theoretical and practical implications are also discussed. [ABSTRACT FROM AUTHOR]

OCB has a positive effect on employee performance in SMEs as seen from the coefficient value of 0.409, indicating that OCB has a positive effect of 40.9% on employee performance. Employee job satisfaction as one of the influencing factors still cannot be met, so the leader should pay attention to aspects of communication, opportunities, work environment, and others related to employee job satisfaction in order to further improve employee performance. OCB has a positive effect on job satisfaction and employee performance in SMEs as seen from the coefficient value of 0.509, indicating that OCB has a positive effect of 50.9% on job satisfaction and employee performance. Keywords: situational leadership; job satisfaction; employee performance; OCB; SMEs EN situational leadership job satisfaction employee performance OCB SMEs 1 4 4 05/11/22 20220509 NES 220509 Introduction According to Desky et al. ([2]) and Kadiyono et al. ([5]), performance in an organization is carried out by all human resources in the organization, both the leader and employees. [Extracted from the article]

In today’s era of rapid development of science and technology, organizations are confronted with unprecedented opportunities and challenges. Employee innovative behavior has become the key element to promote organizational innovation and achieve sustainable competitive advantages. This study examines the relationship between organizational innovation climate and employee innovative behavior by focusing on the mediating role of psychological ownership and the moderating role of task interdependence. The survey data were collected from the matched samples of 326 employees and their direct supervisors from 13 enterprises in Guangdong Province, China. The results indicate that organizational innovation climate is positively related to employee innovative behavior and that psychological ownership plays a fully mediating role between them. For the moderating effects, task interdependence positively moderates the relationship between organizational innovation climate and employees’ psychological ownership. The results also reveal an indirect effect of organizational innovation climate on employee innovative behavior through psychological ownership. Theoretical and practical implications are also discussed.

The booming development of educational livestreaming platforms has caused the prevalence of user experience to a certain extent, which profoundly affects users' purchase intention and behavior, and has become a hot topic of current research in the online education field. However, there is a lack of in-depth analysis on the mechanism of the role of user experience in influencing purchase intention. Based on the analysis of user experience and psychological ownership, this study constructs a moderated mediation model to investigate the mediating psychological mechanism and boundary conditions of user experience affecting purchase intention. In this study, a valid sample of 372 users was used for structural equation modeling analysis. The results of the study found that user experience not only had a significant positive effect on purchase intention but was also mediated by psychological ownership. We also found that the effect of psychological ownership on purchase intention was moderated by privacy concerns. This study examines the role of user experience in purchase intention and reveals the mechanism of the role of user experience in an educational livestreaming platform.

Organizational citizenship behavior (OCB) can foster organizational competitiveness and survival especially, facing a rapidly changing environment. There are some empirical pieces of research that shed light on the effects of OCB on extrinsic rewards, since OCB, through performance appraisal, affects extrinsic rewards which will influence OCB as well. However, researchers have overlooked the reverse effect of extrinsic rewards (i.e., positive verbal rewards) on OCB. It is necessary to explore the mechanism between positive verbal rewards and OCB. This study integrated psychological ownership and affective commitment to form a structural model based on social exchange theory and cognitive evaluation theory. These results show that positive verbal rewards are positively correlated with psychological ownership, psychological ownership is positively correlated with affective commitment and OCB, and affective commitment is positively correlated with OCB. As refers to the mediating effects, psychological ownership fully mediates the relationship between positive verbal rewards and affective commitment. Furthermore, affective commitment plays a partial mediating role in the effect of psychological ownership on OCB. Accordingly, this psychological mechanism between positive verbal rewards and OCB reveals important theoretical and practical implications. [ABSTRACT FROM AUTHOR]

The study aims to explore the psychology and behavior of employees in organizations in enterprise innovation. Based on the human resource management system (HRMS), organizational psychological ownership, and other related theories, the transformational leaders and their advice behavior in start-ups are taken as the research object. The data obtained from the questionnaire as the research samples. Second, the influence and intermediary effect of employees' organizational psychological ownership on colleagues, leaders, and the whole enterprise are discussed, and the corresponding conclusions are drawn. The results show that the path coefficients of transformational leaders of start-up enterprises for employees' advice to their superiors and their peers are 0.28 and 0.31, respectively, and p < 0.01. Therefore, transformational leadership has a positive impact on both elements. In the relationship between organizational psychological ownership and employee creativity, the r value is 0.34 and p < 0.01. This shows that organizational psychological ownership positively correlates with employees' creativity. In addition, corporate support can mediate employees' behavior and psychological ownership in the organization and has a positive correlation in support, identity, and care. Therefore, the impact of organization-employees relations on employees' innovation behavior is discussed based on organizational psychology and culture, which can improve employees' subjective initiative for work and provides ideas for the management and development of start-ups. [ABSTRACT FROM AUTHOR]

This study examined (1) the influence of ethical leadership on knowledge sharing, (2) the mediating role of psychological ownership, and (3) the moderating effect of professional commitment between ethical leadership (EL) and knowledge sharing (KS). Data were collected from 307 public listed Pakistani companies' employees. Statistical analyses were performed by using SPSS Version 25 and AMOS version 22. The findings indicate a positive relationship between EL and KS behavior. Additionally, the impact of EL on KS was partially mediated by psychological ownership. Furthermore, professional commitment buffers the link between EL and KS. This study contributes to the body of knowledge in the field of leadership by confirming the role of ethics. The results show that ethical leaders develop employee attitudes (i.e., psychological ownership and professional commitment) that contribute to employee KS behavior. Ethical leaders create and encourage a learning culture to enhance organizational performance. This study adds to the little data on the positive impact of EL on listed company's employees and addresses the gaps in previous studies on the role of EL in changing environments. In addition, professional commitment as a moderator has not been previously investigated with ethical leadership antecedents. [ABSTRACT FROM AUTHOR]

The world is looking toward organizations for social responsibility to contribute to a sustainable environment. Employees' organizational citizenship behavior for the environment (OCBE) is a voluntary environmental-oriented behavior that is important for organizations' environmental performance. Based on social learning theory, this study examined the effects of responsible leadership in connection with OCBE by using a sample of 520 employees in the manufacturing and service sectors in China including engine manufacturing, petroleum plants, banking, and insurance sector organizations. Further, the roles of psychological ownership and employee environmental commitment were used as mediators and moderators simultaneously. The direct, mediation, and moderation model results exposed a positive relationship between responsible leadership and OCBE via employee psychological ownership and employee environmental commitment. The study also revealed that the indirect effect is stronger when employees hold a higher employee environmental commitment. The theoretical and practical implications for environmental sustainability in respect of organizations as well as future research directions are discussed. [ABSTRACT FROM AUTHOR]

The phenomenon of knowledge withholding is a vital issue that undermines knowledge sharing and innovation, hinders the development of offline and online organizations. Clarifying the relationship between influencing factors and knowledge withholding is significant to improve the phenomenon of knowledge withholding in offline and online organizations. Few types of research focus on the online virtual academic community and integrate the three factors of knowledge, individual, and environment to research knowledge withholding. To solve the limitation, this research is based on sociology and psychology-related theories. The two dimensions of enabling and inhibition are divided into factors affecting knowledge withholding. An attempt is made to explore the path between the three types of factors influencing knowledge, individual and environment, and knowledge withholding. This study collected data from 616 users in China's virtual academic community. It used a structural equation model combined with a cross-layer connected neural network to conduct an empirical analysis on the proposed hypothesis. The results found that: in the virtual academic community, knowledge power in the enabling dimension is the main reason for users to form knowledge psychological ownership, which affects users' knowledge withholding. However, the effect of professional commitment on users' knowledge psychological ownership is not significant. After SEM-ANN model fitting, the combined inhibitory effect of community privacy protection and community reciprocity on user knowledge withholding in the inhibition dimension is significantly improved. This research has a specific guiding significance for enhancing the knowledge withholding phenomenon of the virtual academic community and creating an excellent academic exchange atmosphere. [ABSTRACT FROM AUTHOR]

Good knowledge management is important for enterprises to maintain competitive advantage; however, the knowledge hiding behavior may hinder this process. Based on the conservation of resources and psychological ownership theories, using a chain intermediary model, this study investigates the effect of justice sensitivity on knowledge hiding through perceived time pressure and territoriality, and further tests the moderating role of territoriality. For the study, we collected 436 questionnaires from China through the Wenjuanxing Sample Service, of which 391 were valid. We then conducted multiple regression analysis and employed the bootstrap method for our tests. The results show that victim sensitivity has a significant effect on perceived time pressure, territoriality, and knowledge hiding, and that a chain mediating effect of perceived time pressure and territoriality is established between justice sensitivity and knowledge hiding. Further, territoriality has a positive moderating effect on perceived time pressure and knowledge hiding, while the mediating effect of perceived time pressure on justice sensitivity and knowledge hiding is also moderated by territoriality. Further, the study offers important practical implications in that enterprises should not blindly pursue results by making employees work excessively overtime. And there should have rationalized regulations in organization to ensure justice. The management should pay close attention to the psychological problems of victim and perpetrator. Instead, enterprises should have a certain degree of control, offer rationales for overtime work, and give high wages to the employees to compensate for their time, thus making the employees feel the worthiness of their overtime work and reducing the probability of engaging in knowledge hiding behaviors. [ABSTRACT FROM AUTHOR]

Organizational citizenship behavior (OCB) can foster organizational competitiveness and survival especially, facing a rapidly changing environment. There are some empirical pieces of research that shed light on the effects of OCB on extrinsic rewards, since OCB, through performance appraisal, affects extrinsic rewards which will influence OCB as well. However, researchers have overlooked the reverse effect of extrinsic rewards (i.e., positive verbal rewards) on OCB. It is necessary to explore the mechanism between positive verbal rewards and OCB. This study integrated psychological ownership and affective commitment to form a structural model based on social exchange theory and cognitive evaluation theory. These results show that positive verbal rewards are positively correlated with psychological ownership, psychological ownership is positively correlated with affective commitment and OCB, and affective commitment is positively correlated with OCB. As refers to the mediating effects, psychological ownership fully mediates the relationship between positive verbal rewards and affective commitment. Furthermore, affective commitment plays a partial mediating role in the effect of psychological ownership on OCB. Accordingly, this psychological mechanism between positive verbal rewards and OCB reveals important theoretical and practical implications.

The world is looking toward organizations for social responsibility to contribute to a sustainable environment. Employees’ organizational citizenship behavior for the environment (OCBE) is a voluntary environmental-oriented behavior that is important for organizations’ environmental performance. Based on social learning theory, this study examined the effects of responsible leadership in connection with OCBE by using a sample of 520 employees in the manufacturing and service sectors in China including engine manufacturing, petroleum plants, banking, and insurance sector organizations. Further, the roles of psychological ownership and employee environmental commitment were used as mediators and moderators simultaneously. The direct, mediation, and moderation model results exposed a positive relationship between responsible leadership and OCBE via employee psychological ownership and employee environmental commitment. The study also revealed that the indirect effect is stronger when employees hold a higher employee environmental commitment. The theoretical and practical implications for environmental sustainability in respect of organizations as well as future research directions are discussed.

This study examined (1) the influence of ethical leadership on knowledge sharing, (2) the mediating role of psychological ownership, and (3) the moderating effect of professional commitment between ethical leadership (EL) and knowledge sharing (KS). Data were collected from 307 public listed Pakistani companies’ employees. Statistical analyses were performed by using SPSS Version 25 and AMOS version 22. The findings indicate a positive relationship between EL and KS behavior. Additionally, the impact of EL on KS was partially mediated by psychological ownership. Furthermore, professional commitment buffers the link between EL and KS. This study contributes to the body of knowledge in the field of leadership by confirming the role of ethics. The results show that ethical leaders develop employee attitudes (i.e., psychological ownership and professional commitment) that contribute to employee KS behavior. Ethical leaders create and encourage a learning culture to enhance organizational performance. This study adds to the little data on the positive impact of EL on listed company’s employees and addresses the gaps in previous studies on the role of EL in changing environments. In addition, professional commitment as a moderator has not been previously investigated with ethical leadership antecedents.

Knowledge hiding has been a variable of interest that has led to major intangible losses to organizations, especially in this pandemic era when everything has shifted to online platforms and social media. Knowledge hiding has taken a new turn into the field of knowledge management. Moreover, the major players in knowledge hiding are the personality characteristics of individuals that have now found a way of expression without coming into the spotlight. This study is a necessary one in this time of online working environments where the role of personality traits and psychological ownership has been explored to understand their impact on the knowledge hiding within the organizations of China, and furthermore, to understand what role social status plays in moderating these relationships. The sampling design used is convenient random sampling with a sample size of 298 managers. This study has used the software Smart-PLS 3.3.3 for analyzing the data. The data relied on and was validated using preliminary tests of reliability and discriminant and convergent validities using the measurement model algorithm. Further, the partial least square technique was used to find the equation modeling for the variables, with the help of a structural model algorithm using 500 iterations for bootstrapping. The findings of the current study show that the personality traits of the "BIG FIVE" model positively predict knowledge hiding, except for openness to experience. At the same time, psychological ownership plays a partial mediating role. [ABSTRACT FROM AUTHOR]

There exists a lack of an understanding of how to facilitate knowledge sharing (KS) behaviors in healthcare organizations. This study is among the first to specifically address this issue through synthesizing psychological ownership (PO), self-determination theory, and psychological empowerment (PE) theory. This study developed a research model that described the impact of the psychological and motivational facilitating factors, including autonomous motivation, user PE, and PO on knowledge sharing intention (KSI) and knowledge sharing behavior (KSB). Data collected from 343 healthcare professionals were analyzed using the technique of partial least squares (PLS) to validate the research model. The results indicated that user PE, organization-based PO, and autonomous motivation all had significant direct/indirect positive effects on KSI and KSB as we hypothesized. Surprisingly, knowledge-based PO had a significant positive effect on KSI, which contradicted our original hypothesis. The implications for theory and for practice, limitations, and future research directions are discussed accordingly. [ABSTRACT FROM AUTHOR]

Knowledge hiding has been a variable of interest that has led to major intangible losses to organizations, especially in this pandemic era when everything has shifted to online platforms and social media. Knowledge hiding has taken a new turn into the field of knowledge management. Moreover, the major players in knowledge hiding are the personality characteristics of individuals that have now found a way of expression without coming into the spotlight. This study is a necessary one in this time of online working environments where the role of personality traits and psychological ownership has been explored to understand their impact on the knowledge hiding within the organizations of China, and furthermore, to understand what role social status plays in moderating these relationships. The sampling design used is convenient random sampling with a sample size of 298 managers. This study has used the software Smart-PLS 3.3.3 for analyzing the data. The data relied on and was validated using preliminary tests of reliability and discriminant and convergent validities using the measurement model algorithm. Further, the partial least square technique was used to find the equation modeling for the variables, with the help of a structural model algorithm using 500 iterations for bootstrapping. The findings of the current study show that the personality traits of the “BIG FIVE” model positively predict knowledge hiding, except for openness to experience. At the same time, psychological ownership plays a partial mediating role.

Psychological ownership critically entails the need for home (a place in which to dwell or a place of belongingness). However, the question of how an individual’s need for belongingness within an organization affects their psychological ownership of organization-linked objects remains unexplored. We first conducted a behavioral study to determine whether psychological ownership of object can be elicited by marking the object with the name of the subjects’ organization. The participants in this behavioral study reported a higher level of psychological ownership when objects were marked with their own organization’s name (i.e., in-organization objects) compared with objects marked with another organization’s name (i.e., out-organization objects). Importantly, this effect was more pronounced among subjects who experienced a stronger sense of organizational belongingness. We subsequently conducted a second study to explore its underlying neural mechanism. Our findings indicated that participants with a higher level of perceived organizational belongingness exhibited a significantly larger amplitude of the P300 component of event-related potential in response to in-organization objects compared with their response to out-organization objects. However, no significant difference in the P300 component was found for participants who lacked a sense of organizational belongingness.

Interpersonal helping behaviors, i.e., voluntarily assisting colleagues for their workplace related problems, have received immense amount of scholarly attention due to their significant impacts on organizational effectiveness. Among several other factors, authoritarian leadership style could influence helping behavior within organizations. Furthermore, this relationship could be mediated by workplace stressor such as rumination, known as a critical psychological health component leading to depressive symptoms, hopelessness and pessimism. In the meantime, less research attention has devoted to probe the crucial role of psychological ownership, which can buffer the adverse effects of authoritarian leadership upon rumination. Building on conservation of resources theory, this study investigates the adverse impacts of authoritarian leadership on employees' helping behaviors through mediating role of rumination, and also examines the moderating effect of psychological ownership between the relationship of authoritarian leadership and rumination. The data were collected from 264 employees in education and banking sectors and the results show: (i) authoritarian leadership has adverse impacts on helping behavior, (ii) rumination mediates the relationship between authoritarian leadership and employees' helping behaviors, and (iii) psychological ownership moderates the positive relationship between authoritarian leadership and rumination. This study concludes that authoritarian leadership has adverse impacts upon helping behavior, which needs to be controlled/minimized. The findings are of great significance for managers, employees, and organizations in terms of policy implications. The limitations and future research directions are also discussed.

Psychological ownership critically entails the need for home (a place in which to dwell or a place of belongingness). However, the question of how an individual's need for belongingness within an organization affects their psychological ownership of organization-linked objects remains unexplored. We first conducted a behavioral study to determine whether psychological ownership of object can be elicited by marking the object with the name of the subjects' organization. The participants in this behavioral study reported a higher level of psychological ownership when objects were marked with their own organization's name (i.e., in-organization objects) compared with objects marked with another organization's name (i.e., out-organization objects). Importantly, this effect was more pronounced among subjects who experienced a stronger sense of organizational belongingness. We subsequently conducted a second study to explore its underlying neural mechanism. Our findings indicated that participants with a higher level of perceived organizational belongingness exhibited a significantly larger amplitude of the P300 component of event-related potential in response to in-organization objects compared with their response to out-organization objects. However, no significant difference in the P300 component was found for participants who lacked a sense of organizational belongingness. [ABSTRACT FROM AUTHOR]

Interpersonal helping behaviors, i.e., voluntarily assisting colleagues for their workplace related problems, have received immense amount of scholarly attention due to their significant impacts on organizational effectiveness. Among several other factors, authoritarian leadership style could influence helping behavior within organizations. Furthermore, this relationship could be mediated by workplace stressor such as rumination, known as a critical psychological health component leading to depressive symptoms, hopelessness and pessimism. In the meantime, less research attention has devoted to probe the crucial role of psychological ownership, which can buffer the adverse effects of authoritarian leadership upon rumination. Building on conservation of resources theory, this study investigates the adverse impacts of authoritarian leadership on employees' helping behaviors through mediating role of rumination, and also examines the moderating effect of psychological ownership between the relationship of authoritarian leadership and rumination. The data were collected from 264 employees in education and banking sectors and the results show: (i) authoritarian leadership has adverse impacts on helping behavior, (ii) rumination mediates the relationship between authoritarian leadership and employees' helping behaviors, and (iii) psychological ownership moderates the positive relationship between authoritarian leadership and rumination. This study concludes that authoritarian leadership has adverse impacts upon helping behavior, which needs to be controlled/minimized. The findings are of great significance for managers, employees, and organizations in terms of policy implications. The limitations and future research directions are also discussed. [ABSTRACT FROM AUTHOR]

Change and environmental patterns are having an immense effect upon the world. Businesses, communities, and even individuals are struggling to perform their role within environmental protection. This paper investigates the role of leadership styles on organizational citizenship behavior for the environment (OCBE) directly and through the mediation of self-efficacy and psychological ownership. The survey technique was used to collect the data from Chinese banking, insurance, medicine, and teaching service sector employees for the current study. The reliability and validity of the scale items were tested. This study used AMOS-SEM for data analysis and testing the developed hypotheses. The empirical results confirmed that responsible, inclusive, authentic, and supportive leadership styles positively impact employees' OCBE. The results further confirm that self-efficacy and psychological ownership act as mediators between leadership and OCBE. The current study widens our understanding of leadership styles and their impact on OCBE, along with limitations associated with the study and future guidelines for investigators. Graphical abstract shows the visual representation of direct and indirect relationships. [ABSTRACT FROM AUTHOR]

Organizations are confronted with increasing social responsibility to contribute to environmental sustainability. Employee organizational citizenship behavior toward the environment (OCBE) is considered essential to organizational environment performance. Drawing upon the theory of psychological ownership, the study investigated the effects of empowering leadership on employee OCBE by a sample of 374 employees in China. With the use of the bootstrapping technique in SPSS 25 to test our proposed moderated mediation model, results demonstrated a positive relationship between empowering leadership and OCBE through the mechanism of employee psychological ownership. Further, we found that the indirect effect is stronger when employees hold high rather than low future time perspectives. The theoretical implications for sustainability literature and practical implications for organizations striving for environmental sustainability are discussed.

The increasing demand for environmental protection has given rise to burgeoning research on green consumption. The present research adds to this expanding literature by investigating a novel predictor of consumer green consumption: awe. As a self-transcendent emotion, awe arises when people encounter perceptually vast stimuli that overwhelm their existing knowledge and mental structures, and, meanwhile, this also elicits a need for accommodation. This research proposes and demonstrates that, compared with happiness and a neutral affective state, experience of awe promotes green consumption via an enhanced psychological ownership of nature. Moreover, this research identifies a condition by showing that, while awe promotes green consumption when interdependent self-construal is activated, this effect diminishes when independent self-construal is activated.

This paper examines ownership equity as a predictor of future business failure within the tourism and hospitality sectors. The main goals of this study were to examine which ratios are the most important for a tourism business failure forecasting model and how significant is the "total percentage of equity ownership by company directors" ratio compared with other ratios associated with the probability of bankruptcy. A stepwise weight assessment ratio analysis (SWARA) was applied, and 12 tourism bankruptcy experts evaluated key ratios. Total percentage of equity ownership by company directors is considered a psychological factor, and it was identified as the fourth most important ratio for a business failure forecasting model. Academicians and practitioners can use the findings of this study whenever developing a forecasting model for tourism and hospitality enterprises. [ABSTRACT FROM AUTHOR]

Organizations are confronted with increasing social responsibility to contribute to environmental sustainability. Employee organizational citizenship behavior toward the environment (OCBE) is considered essential to organizational environment performance. Drawing upon the theory of psychological ownership, the study investigated the effects of empowering leadership on employee OCBE by a sample of 374 employees in China. With the use of the bootstrapping technique in SPSS 25 to test our proposed moderated mediation model, results demonstrated a positive relationship between empowering leadership and OCBE through the mechanism of employee psychological ownership. Further, we found that the indirect effect is stronger when employees hold high rather than low future time perspectives. The theoretical implications for sustainability literature and practical implications for organizations striving for environmental sustainability are discussed. [ABSTRACT FROM AUTHOR]

The increasing demand for environmental protection has given rise to burgeoning research on green consumption. The present research adds to this expanding literature by investigating a novel predictor of consumer green consumption: awe. As a self-transcendent emotion, awe arises when people encounter perceptually vast stimuli that overwhelm their existing knowledge and mental structures, and, meanwhile, this also elicits a need for accommodation. This research proposes and demonstrates that, compared with happiness and a neutral affective state, experience of awe promotes green consumption via an enhanced psychological ownership of nature. Moreover, this research identifies a condition by showing that, while awe promotes green consumption when interdependent self-construal is activated, this effect diminishes when independent self-construal is activated. [ABSTRACT FROM AUTHOR]

Usually, we do not question that we possess a body and act upon the world. This pre-reflective awareness of being a bodily and agentive self can, however, be disrupted by different clinical conditions. Whereas sense of ownership (SoO) describes the feeling of mineness toward one's own body parts, feelings or thoughts, sense of agency (SoA) refers to the experience of initiating and controlling an action. Although SoA and SoO naturally coincide, both experiences can also be made in isolation. By using many different experimental paradigms, both experiences have been extensively studied over the last years. This review introduces both concepts, with a special focus also onto their interplay. First, current experimental paradigms, results and neurocognitive theories about both concepts will be presented and then their clinical and therapeutic relevance is discussed. [ABSTRACT FROM AUTHOR]

Emerging evidence is now challenging the view that patients diagnosed with schizophrenia experience a selective deficit in their sense of agency. Additional disturbances seem to exist in their sense of body ownership. However, the factors underlying this disturbance in body ownership remain elusive. Knowledge of these factors, and increased understanding of how body ownership is related to other abnormalities seen in schizophrenia, could ultimately advance development of new treatments. Research on body ownership in schizophrenia has mainly been investigated with the rubber hand illusion (RHI). Schizophrenia patients show higher susceptibility to the RHI, which may be explained by a stronger reliance on multisensory information over weaker stored body representations. This review shows that a coherent sense of body ownership arises from the integration of both bottom-up sensory processes and higher order, top-down bodily- and perceptual representations. Multisensory integration, temporal binding, anticipation, intention and efferent signals all partly modulate the complex experience of body ownership. Specifically, we propose that patients with schizophrenia have weaker stored body representations, and rely to a greater extent on external stimuli, such as visual information, due to imprecise or highly variable internal predictions. Moreover, the reduced sense of agency in schizophrenia may additionally contribute to the disturbed sense of body ownership, as evidence from healthy participants suggests that agency and body ownership are interrelated. Vice versa, a reduced sense of body ownership may also contribute to a reduced sense of agency. Future studies should explicitly target the precise relationship between the two in schizophrenia. [ABSTRACT FROM AUTHOR]

Bodily illusions have been used to study bodily self-consciousness and disentangle its various components, among other the sense of ownership and self-location. Congruent multimodal correlations between the real body and a fake humanoid body can in fact trigger the illusion that the fake body is one's own and/or disrupt the unity between the perceived self-location and the position of the physical body. However, the extent to which changes in self-location entail changes in ownership is still matter of debate. Here we address this problem with the support of immersive virtual reality. Congruent visuotactile stimulation was delivered on healthy participants to trigger full body illusions from different visual perspectives, each resulting in a different degree of overlap between real and virtual body. Changes in ownership and self-location were measured with novel self-posture assessment tasks and with an adapted version of the cross-modal congruency task. We found that, despite their strong coupling, self-location and ownership can be selectively altered: self-location was affected when having a third person perspective over the virtual body, while ownership toward the virtual body was experienced only in the conditions with total or partial overlap. Thus, when the virtual body is seen in the far extra-personal space, changes in self-location were not coupled with changes in ownership. If a partial spatial overlap is present, ownership was instead typically experienced with a boosted change in the perceived self-location. We discussed results in the context of the current knowledge of the multisensory integration mechanisms contributing to self-body perception. We argue that changes in the perceived self-location are associated to the dynamical representation of peripersonal space encoded by visuotactile neurons. On the other hand, our results speak in favor of visuo-proprioceptive neuronal populations being a driving trigger in full body ownership illusions. [ABSTRACT FROM AUTHOR]

Previous work has demonstrated that perceived surface reflectance (lightness) can be modeled in simple contexts in a quantitatively exact way by assuming that the visual system first extracts information about local, directed steps in log luminance, then spatially integrates these steps along paths through the image to compute lightness (Rudd and Zemach, 2004, 2005, 2007). This method of computing lightness is called edge integration. Recent evidence (Rudd, 2013) suggests that human vision employs a default strategy to integrate luminance steps only along paths from a common background region to the targets whose lightness is computed. This implies a role for gestalt grouping in edge-based lightness computation. Rudd (2010) further showed the perceptual weights applied to edges in lightness computation can be influenced by the observer's interpretation of luminance steps as resulting from either spatial variation in surface reflectance or illumination. This implies a role for top-down factors in any edge-based model of lightness (Rudd and Zemach, 2005). Here, I show how the separate influences of grouping and attention on lightness can be modeled in tandem by a cortical mechanism that first employs top-down signals to spatially select regions of interest for lightness computation. An object-based network computation, involving neurons that code for border-ownership, then automatically sets the neural gains applied to edge signals surviving the earlier spatial selection stage. Only the borders that survive both processing stages are spatially integrated to compute lightness. The model assumptions are consistent with those of the cortical lightness model presented earlier by Rudd (2010, 2013), and with neurophysiological data indicating extraction of local edge information in V1, network computations to establish figure-ground relations and border ownership in V2, and edge integration to encode lightness and darkness signals in V4. [ABSTRACT FROM AUTHOR]