Psychological ownership within the job design context: revision of the job characteristics model
修正了Hackman和Oldham的工作特征模型，将心理所有权理论融入其中，探讨工作设计如何通过动机、路径和结果影响员工的心理所有权，并涵盖被忽视的正负效应。
Abstract In this paper, we offer a theoretical modification to the Hackman and Oldham (1975) Job Characteristics Model by integrating research on the psychological aspects of job design with emerging theory on psychological ownership. We develop the connection between job design and (a) the motives facilitating psychological ownership, (b) the routes through which psychological ownership emerges, and (c) the individual‐level outcomes (e.g., emotional, attitudinal, motivational, and behavioral) that result from an employee's psychological ownership of his or her job. Our work covers several previously ignored positive and negative effects. We conclude by positioning psychological ownership as a plausible substitute for other proposed mediating psychological states in the job design–employee response relationship. Copyright © 2008 John Wiley & Sons, Ltd.