Psychological ownership

This paper analyzes the impact of effect size or the coefficient correlation of psychological ownership and job satisfaction. Twenty-three studies were selected based on the characteristics of the knowledge worker and six psychological ownership dimensions of distinctiveness.  Average organizational tenure and education level were used to assess the significant dispersion between the studies that existed.  Average organizational tenure accounted for none of the dispersion between studies variance. Studies that used degree holders for sampling accounted for 77% of real heterogeneity representing 13 out of the 23 studies.  15 out of the 23 studies that conducted regressions, and reported the coefficient determination or R2 results explained 58% of the 95% proportion of real observed dispersion between the 15 studies with a p-value of .000.  These results indicate significant gaps in the existing literature pertaining to the relationship between psychological ownership and job satisfaction.  The gaps in the existing literature show the need to reset the study of the relationship between psychological ownership and job satisfaction towards the area of organizational effectiveness as oppose to the psychology of possession from the perspective of the human mind.

Over the past 15 years, management scholars have begun to more seriously study the phenomenon of “psychological ownership,” or what practitioners commonly call “taking ownership” in one’s work. This is a mental state or form of attachment whereby individuals construe work projects or organizations as ‘MINE’ and become personally invested in them. Although there is a growing body of evidence suggesting that taking ownership enhances a variety of desirable work outcomes, no one has asked whether it is spiritually healthy. This essay considers the concept and practice of taking ownership from a distinctively Christian perspective. Specifically, it questions the compatibility of taking ownership with the concept of Christian stewardship. Since a biblical worldview understands God as the sole owner of everything, there is an apparent tension between taking ownership and giving God His due glory. The essay unpacks this tension and attempts to resolve it by outlining a distinctively Christian form of taking ownership in one’s work.

Having a sense of connection to tangible and intangible possessions is an innate tendency for most of people. In this point, psychological ownership acts as a predictor of human behaviour in organziational settings and has received increasing popularity from organization scholars. Infact, feelings of psychological ownership over a target are mostly nourished from the concepts of belongingness, self-efficacy, and self-identity. And it is an innate tendency and ensure organizational members to see their organizations as a part of their extended self. Having a sense of psychological ownership makes people more attached the target of possession and contributes to positive organizational outputs. It promote feelings of responsibility towards possession and often results in being highly caring, protective, and nurturing regarding the targets of ownership. In this study we focused on family businesses and effects of psychological ownership on organizational outputs and role of social identity in these effects. Due to the fact that in this kind of companies sharing legal ownership and being a member of the founder family bind people together in a common goal to which the target of possession is connected, and this situation in turn contributes to strong commitment to the family business and considerable levels of psychological ownership, that can be considered as one of the most important advantage of family firms over nonfamily firms. In family firms, collective psychological ownership felt towards the compay creates positive cognitive evaluations and positive feelings about the business and encourage members to work more eagerly for the business and contribute to its goals and success.

Results of three experiments reveal that consumers place a higher economic valuation on dogs versus cats, as evidenced by willingness to pay more for life-saving surgery, medical expenses, and specialty pet products, as well as increased word-of-mouth about the pet. This effect is explained by consumers' enhanced psychological ownership of and resulting emotional attachment to the pet. The effect is reversed when a dog acts like a cat and a cat acts like a dog and is due to the perceived ability to control the animal's behavior rather than other attributes intrinsic to the pet. This research offers a first look at psychological ownership of a living creature and its effect on economic valuation.

https://authors.elsevier.com/a/1Yh0yXj-jRlTS

In this chapter, we present evidence that despite the intangible nature of digital technologies, consumers often come to feel psychological ownership of these technologies. Further, we find that digital technologies often facilitate the emergence of psychological ownership of non-digital targets. Digital affordances appear to play a key role in these processes. Digital affordances are characteristics of a digital technology object that facilitate users’ abilities to appropriate or engage with the technology (e.g., interactive design elements and interfaces) and can constrain or expand users’ opportunities for developing feelings of ownership for a digital target. Additionally, consumers’ motivational orientations and individual differences impact the extent to which they choose to leverage digital affordances and thus the extent to which affordances translate into feelings of ownership. We review research conducted in diverse digital contexts (e.g., websites, remixed content, virtual worlds, gaming, social media, virtual communities) and identify current implications for managers as well as future opportunities for researchers.

Özet
Bu çalışmada, ulusal yazında birkaç makale (Ötken, 2015; Demirkaya ve Şimşek, 2014; Özler vd., 2008) ve iki adet yüksek lisans tezi (İspirli, 2014; Alp, 2007) haricinde neredeyse hiç ele alınmamış olan “psikolojik sahiplenme (psychological ownership)” ile uluslararası yazında son birkaç yılda gündeme gelmiş  olan ve ulusal yazında hakkında hiçbir çalışmaya rastlanamayan “etik olmayan örgüt yanlısı davranış (unethical pro-organizational behavior - UPB)” kavramları arasındaki ilişkinin tespit edilmesi amaçlanmıştır. Sahiplik, sahip olma ve zilyetlik hakkının olması durumudur. Sahip olma duygusu her kişide doğuştan var olan bir duygudur. Sahiplik kişinin karakterinin benlik duygusunun bir uzantısı olarak bir nesneyi benim veya bizim olarak algılamadır (Demirkaya ve Şimşek, 2014). Psikolojik sahiplenme, bireylerin herhangi bir “nesneyi” kendilerininmiş gibi hissettiği durum olarak tanımlanmaktadır (Ötken, 2015). Psikolojik sahiplenmenin özünde, bir nesneye karşı duyulan sahip olma isteği ve o nesneye psikolojik olarak bağlanma yatmaktadır (Pierce vd., 2001).

Etik olmayan örgüt yanlısı davranışlar (EÖD) kişinin çalıştığı kuruma faydalı olmak için gerçekleştirdiği fakat aynı zamanda kurum dışındaki kişilerin çıkarlarına zarar veren davranışlar olarak tanımlanabilir (Effelsberg ve Solga, 2015). Bir başka tanıma göre EÖD, örgütün veya örgüt üyelerinin işlevlerini daha etkin biçimde yerine getirmelerini sağlayan ancak diğer yandan temel toplumsal değerleri ve kanunları ihlal eden eylemler olarak da tanımlanmaktadır (Umphress ve Bingham, 2011).

Çalışmada, psikolojik sahiplenme düzeyini ölçmek amacıyla Avey vd.’nin (2009) geliştirdiği ve İspirli’nin (2014) yüksek lisans tezinde güvenirlik düzeyi 0.85 olarak tespit edilen 16 maddeli psikolojik sahiplenme ölçeği; etik olmayan örgüt yanlısı davranışı ölçmek amacıyla Umphress vd.’nin (2010) geliştirdiği 6 maddeli “UPB (unethical pro-organizational behavior)” ölçeği Türkçe’ye tercüme edilerek uyarlanmıştır. Çalışmanın örneklemini Aksaray ili organize sanayi bölgesindeki bazı işletmeler oluşturacaktır. Çalışmanın sonucunda kurumu kendininmiş gibi hissetmeyi içeren psikolojik sahiplenme kavramı ile kuruma faydalı olabilmek için gerçekleştirilen etik olmayan davranışlar arasındaki ilişki istatistiksel yöntemlerle analiz edilmektedir. Çalışmanın literatüre katkı sağlaması ve konuyla ilgili çalışmaların geliştirilmesi hedeflenmektedir.

Anahtar Kelimeler: Psikolojik Sahiplenme, Etik Olmayan Örgüt Yanlısı Davranış (EÖD)

Small and medium-sized enterprises (SMEs) can be deceptively complex organizations to manage due to a broad range of challenges, such as issues relating to owner-managers, as well as employees and the employment relationship (Mallett & Wapshott, 2012). This study is conducted to study three factors, the behavior of the employer, the influence of communication and psychological ownership with relevant to promoting employee and employer relationship in the SMEs. Questionnaires were distributed to 150 employees of various SMEs in the Sri Serdang area of Selangor, Malaysia. The result was analyzed using the descriptive and correlation analysis.

Marketers frequently use individual names as part of their brand-naming strategy. This research investigates how the use of a possessive (indicated by an apostrophe -s) versus non-possessive form in a brand name (Mrs. Smith’s vs. Mrs. Smith) affects consumer brand preferences and choice for less familiar brands. Building on the theory of possessions, this work demonstrates that consumers infer a brand as being under control of an owner implied in a possessive brand name. Eight studies using real-world data and field and lab experiments show that this inference results in enhanced brand purchase intentions and money spent on a brand’s product. This research also establishes that the focal effect occurs for consumers less familiar with the brand and for those with high desire to relinquish control. The core effect reverses in co-creation contexts because this process enhances consumers’ own desire for control and thus conflicts with the inferred sense of an owner’s control over the brand. Additionally, the current work shows that the positive effect of brand-name possessiveness applies only when no brand longevity information is mentioned; the effect is attenuated when brand longevity is communicated, because older brands are generally seen as largely in control of their performance. Beyond informing theory on the effects of a possessive form in brand names, the findings aid marketers in identifying specific marketplace outcomes for possessive-form brand-naming strategies.

Liderin astlarıyla olan etkileşimine ve bu etkileşimin kalitesine vurgu yapan lider üye  etkileşimi  (LEÜ)  teorisi, liderlik  araştırmaları  için  geleneksel  liderlik  teorilerinden faklı bir perspektif sunarken, örgüt ve yönetim araştırmalarına sıklıkla konu olmaktadır. Özellikle de liderin astlarıyla olan etkileşim kalitesinin olumlu pek çok işgören tutum ve davranışlarını  pozitif  yönde  etkilediği  literatür  incelemesinden  anlaşılmaktadır.  Ancak, LÜE’nin  olumlu  bilişsel,  duygusal,  tutumsal  ya  da  davranışsal  faktörleri  ne  şekilde etkilediği, bu etkilerin direkt mi? Dolaylı mı? Yoksa farklı bağlamların ilişkileri üzerindeki düzenleyicilik  etkisinden  mi(?)  kaynaklandığının  araştırılması  gerekmektedir.  Bu çalışmada,  LÜE’in  iş  tatmini  ve  psikolojik  sahiplik  ilişkisi  üzerindeki  düzenleyicilik etkisinin araştırılması amaçlanmıştır. Araştırma verileri Bitlis'te faaliyet gösteren dört farklı tekstil işletmesi  çalışanlarından  elde  edilmiştir.  Veriler  üzerinde  güvenilirlik, geçerlilik, faktör ve hiyerarşik regresyon analizleri yapılmıştır. Araştırmada düzenleyicilik etkisinin düşük, orta ve yüksek olduğu durumlar Process Makrosu ile analiz edilmiştir. Analizler sonucunda; iş tatminin psikolojik sahiplenmeyi olumlu yönde yüksek düzeyde etkilediği ve LÜE’in  iş  tatmini  ve  psikolojik  sahiplik  ilişkisi  üzerinde  etkisi  olduğu  ve  bu  ilişkiyi kuvvetlendirdiği bulgulanmıştır.

This research focuses on studying the link between internal service quality (ISQ) and customer service quality (SQ) and the effects of demographics (gender, age, education, affiliation, and position) on that link. Extant research shows that the relationship between ISQ and SQ is complex, mixed, and not straightforward and few empirical research efforts have focused on testing this relationship. Data were collected from a sample of 543 employees working in six Academic Palestinian organizations in Gaza Strip (three universities and three university colleges). The results supported the availability of direct and positive relationships between three dimensions of ISQ (tangibles, assurance, and responsiveness) and SQ. The relationships between the other two dimensions (reliability and empathy) of ISQ and SQ were not supported. The findings also showed that there is a difference between respondents regarding ISQ and SQ due to age, affiliation, and position while there is no difference due to gender. They also show that there is a difference between respondents regarding ISQ and its dimensions due to education. This study suggested the importance of studying more variables that may mediate or moderate the relationship between ISQ and SQ.

We develop and test a theoretical model that explains how collective psychological ownership—shared feelings of joint possession over something—emerges within new creative teams that were launched to advance one person’s (i.e., a creative lead’s) preconceived idea. Our model proposes that such teams face a unique challenge—an initial asymmetry in feelings of psychological ownership for the idea between the creative lead who conceived the idea and new team members who are beginning to work on the idea. We suggest that the creative lead can resolve this asymmetry and foster the emergence of collective psychological ownership by enacting two interpersonal behaviors—help seeking and territorial marking. These behaviors build collective ownership by facilitating the unifying centripetal force of team identification and preventing the divisive centrifugal force of team ownership conflict. Our model also proposes that collective ownership positively relates to the early success of new creative teams. The results of a quantitative study of 79 creative teams participating in an entrepreneurship competition provided general support for our predictions but also suggested refinements as to how a creative lead’s behavior influences team dynamics. The findings of a subsequent qualitative investigation of 27 teams participating in a university startup launch course shed additional light on how collective ownership emerges in new creative teams launched to advance one person’s idea.

Previous research on the sharing economy has not typically focused on organizational structure and its management in spite of the fact that the essence of recent peer-to-peer business practices is the collaboration of online platforms and sharable assets owned by market peers. This paper critically examines a theoretical model to explore how these market partners engage in this platform organization and how their perceptions of attachment and ownership are established within the new organizational structure. The results of structural equation modeling applied to 224 Airbnb hosts indicate that attachment to a platform firm plays a vital role in achieving a sense of psychological ownership that ultimately influences citizenship behaviors toward the organization as well as toward peer hosts. The results suggest that the newly formed structure should acknowledge an establishing mechanism of attachment and psychological ownership in partnering with individual service providers in its operational management.

In this conceptual paper, using the lens of self-design we examine the relationship between consumer technology appropriation and psychological ownership, suggesting that pride plays a key and multi-faceted role. Resolving discrepancies in the literature, we propose that authentic pride operates as an antecedent of psychological ownership, while hubristic pride strengthens the effect of psychological ownership on outcomes such as economic valuation and word-of-mouth. We further enrich the conceptualization by considering the moderating effects of the technology consumption context (public versus private) as well as consumers’ perceptions of situation strength (strong versus weak behavioral constraints).

Psychological ownership, or the feeling that something is "mine," has garnered growing attention in marketing. While previous works focuses on the positive aspects of psychological ownership, this research draws attention to the darker side of psychological ownership, territorial behavior. Results of five experimental studies demonstrate that when consumers feel psychological ownership of a target, they are prone to perceptions of infringement and subsequent territorial responses when they infer that another individual feels ownership of the same target. Potential infringers are held less accountable when they acknowledge ownership prior to engaging in otherwise threatening behaviors, and when they could not be expected to know that a target is owned, as it was not clearly marked. In addition, narcissists are subject to a psychological ownership metaperception bias, and are thus more apt than low narcissists to perceive infringement. A multitude of territorial responses are documented for both tangible (coffee, sweater, chair, pizza) and intangible (a design) targets of ownership. Further, consumers infer the psychological ownership of others from signals of the antecedents of psychological ownership: control, investment of self, and intimate knowledge. Theoretical implications for territoriality and psychological ownership are discussed, along with managerial implications and areas for future research.

Özet
İşletmelerde çalışanların bağlılığını etkileyecek en önemli unsurlardan birisi de psikolojik sahiplenmedir. Sahiplenme duygusu çalışan ve işverenin karşılıklı sorumluluklarını önemli ölçüde etkileyecek bir unsurdur. Rekabet ortamında işletmeler için çok önemli olan psikolojik
sahiplenme ölçeğinin uygulandığı bu çalışmada SPSS 17 paket programı kullanılarak önce demografik özellikleri bakımından kütlenin frekans dağılımına daha sonra psikolojik sahiplenme ölçeğini oluşturan maddelere verilen cevapların frekans dağılımına, ortalamasına
ve sapmalarına bakılmıştır. Psikolojik sahiplenme ölçeğine ait değişkenler arasındaki ilişkiyi görebilmek için korelasyonlar incelenmiş ve demografik özellikler ile psikolojik sahiplenme arasındaki ilişki probit analizi ile test edilmiştir. Analiz sonrasında çalışanların eğitim düzeyi,
çalışma süresi ve yaş ile psikolojik sahiplenme arasında bir ilişki ortaya çıkarken, cinsiyet ile psikolojik sahiplenme arasında bir ilişki tespit edilmemiştir. Psikolojik sahiplenme ölçeğini oluşturan maddeler arasında en yüksek ilişki “bu işletmenin bizim işletmemiz olduğunu
düşünüyorum” düşüncesi ile “bu işletme için çok yüksek sahiplik hissediyorum” düşüncesi arasında çıkmıştır. Çalışmanın yapıldığı ilgili işletme için psikolojik sahiplenme düzeyinin ortalamanın üzerinde olduğu söylenebilir.
Anahtar Kelimeler: Psikolojik Sahiplenme, Rekabet, Çalışan Bağlılığı

Abstract

One of the most important factors that affect employees’ engagement to the enterprises is psychological ownership. Sense of ownership is a key element that may significantly influence the mutual responsibilities of the employer and employee. Psychological ownership scale was applied in this study, which is very important for businesses. To this end, by using the SPSS 17 program, first the frequency distribution of the population in terms of demographic characteristics, then the frequency distribution, mean and deviations of the answers given to the variables of the psychological ownership scale were examined. To be able to see the relationship between the variables of psychological ownership scale, correlations were examined and the relationship between demographic properties and psychological ownership with probit analysis
were tested. After the analysis, a relationship among the education level of employees, working hours, age and psychological ownership was identified, but no relationship was confirmed between gender and psychological ownership. The highest relationship among the items of the psychological ownership scale was between the ideas “thinking of the business as if your own” and “feel high ownership for this business”. It could be said that the level of psychological ownership is above the average in the business where the study was conducted.

Keywords: Psychological Ownership, Competition, Employee Engagement

Does family membership differentiate family and nonfamily top management team (TMT) members’ ownershipbased
motivations to pursue corporate entrepreneurship? We adopt the concept of psychological ownership to
answer this question. Based on a sample of 192 TMT members from 90 Korean companies, this study found that
family and nonfamily TMT members do not differ in the levels of psychological ownership of the organization or
that of the job, nor do the two groups differ in the emphasis they place on corporate entrepreneurship. Family
involvement and nepotism mitigate this relationship, but only for nonfamily TMT members. These results help
reconcile discrepant findings for family versus nonfamily TMT members’ agency and stewardship behaviors.

Technological innovations are creating new products, services, and markets that satisfy enduring consumer needs. These technological innovations create value for consumers and firms in many ways, but they also disrupt psychological ownership-the feeling that a thing is "MINE." The authors describe two key dimensions of this technology-driven evolution of consumption pertaining to psychological ownership: (1) replacing legal ownership of private goods with legal access rights to goods and services owned and used by others and (2) replacing "solid" material goods with "liquid" experiential goods. They propose that these consumption changes can have three effects on psychological ownership: they can threaten it, cause it to transfer to other targets, and create new opportunities to preserve it. These changes and their effects are organized in a framework and examined across three macro trends in marketing: (1) growth of the sharing economy, (2) digitization of goods and services, and (3) expansion of personal data. This psychological ownership framework generates future research opportunities and actionable marketing strategies for firms aiming to preserve the positive consequences of psychological ownership and navigate cases for which it is a liability.

Mobile phones are becoming more ubiquitous every day and they are rapidly becoming our main interface to the connected world. They affect almost every aspect of our lives from communication to social interaction, travel, business and even physical and mental wellbeing.

One of the areas in which mobile phones can have the greatest effect is learning and training: by providing learners with a continuous connection and an answer to almost every question these devices legitimise asking questions and open the door to learning. Mobile learning, or the act of learning through a mobile phone, can only take place if individuals actually own a phone. As such the lack of ownership has frequently been described as a key barrier to the success of mobile learning. Despite this, and despite the growing interest in mobile learning, few studies have examined what it means to own a mobile phone.

This study explores the way in which individuals’ feelings of ownership towards the mobile phone affect their interest in learning through it. Due to the scope of this study it focuses on young employees in the corporate sector.

The study looks specifically at psychological ownership: what makes an individual feel they own something (contrary to legal ownership which defines what constitutes ownership by law). To evaluate this a theoretical construct was use which breaks psychological ownership into five measurable dimensions. A survey was built to include questions for each of the dimensions, which was completed by 79 respondents. To add a comparative element to the study the target population selected each carried two phones regularly: one provided by the employer (the work phone) and one by the individual (the personal phone).

The findings helped validate the construct and relate it to the interest in mobile learning but the relationship was not a standard, simple one. Respondents identified the personal phone as the one they feel the most ownership towards. Feelings towards the work phone did not show a high level of ownership. What was very clear is that individuals who felt higher ownership towards the work phone were more interested in training and support on both phones.

In line with other studies looking at the same population the conclusion reached is that respondents have a high level of separation between their professional and personal identities. Feelings of ownership towards the phone affect their level of interest in work related mobile learning but not as much as feelings of ownership towards the workplace itself.

The main implications are that corporations need to re-evaluate the way in which they disseminate knowledge and training to their young employees. The way in which employees relate to the work place also has to be re-evaluated.

Psychological ownership is one of the main issues taken into account by management theorists and experts in recent years in an effort to motivate employees. In this regard, the research objectives included the identification and prioritization of antecedents and consequences of psychological ownership in public organizations. The present study is developmental in terms of objective and analytical exploratory survey in terms of methodology. In the first stage of study which was qualitative, systematic review method has been used for identification of antecedent and consequences components. For data collection and evaluation of model variables, questionnaire has been used, the validity and reliability of which had been previously confirmed. The statistical population of study included the employees working in public organizations under supervision of 16 ministries in Bushehr city, out of which 333 subjects were selected as sample through stratified random method. For analysis of collected data, structural equation modeling through AMOS software has been used. The findings showed that using precedents of this study can lead to promotion of the psychological ownership and as a consequent, the achievement of the intended consequences in the studied organizations are expected..

Drawing from psychological ownership and linguistics theories, we show that compared to a non-possessive brand name, a possessive
brand name leads to more favorable brand evaluations and purchase intentions, which is mediated by greater attributions of identity-relevant
brand attributes and moderated by whether a brand name includes an identity marker.

Her ne kadar son birkaç yılda psikolojik sahiplenme üzerine ülkemizde yapılan çalışmalar artmaya başlasa da bu konuya ilginin nispeten az olduğu söylenebilir. Bu ilgi azlığında, pek çok araştırmacının aklında neden böyle bir kavramsallaştırma yapıldığına dair soru işaretleri olmasının rolü olduğu değerlendirilmektedir. Bazı durumlarda örgütsel davranış alanında incelenen yapılar arasındaki ayrımın çizilmesinin zor olduğu ve bazı yapıların fazlalık teşkil ettiği literatürde tartışılan bir konu olmuştur. Nitekim psikolojik sahiplenme ve örgütsel davranış içerisinde ele alınan diğer kavramlar arasında nasıl bir farklılaşma olduğuna yönelik bir belirsizlik olduğu görülmektedir. Bu nedenle, akademisyenler örgütsel bağlamda psikolojik sahiplenme ile ilgili meseleleri ele almaya başlamadan önce psikolojik sahiplenme yapısının kavramsal ayırt ediciliğinin tesis edilmesi gerekmektedir. Bu çalışma ile psikolojik sahiplenmenin kavramsallaştırılmasına yönelik görülen bu eksikliği gidermek ve bu kavramın daha iyi anlaşılmasını sağlayarak ülkemizde bu konuda çalışmak isteyen araştırmacılar için bir başlangıç noktası oluşturabilmek hedeflenmektedir. Zira psikolojik sahiplenme örgütsel davranış alan yazınında incelenmeye devam edecekse bu olgunun diğerlerinden farklılaştığı noktaların net çizgilerle ayrılması gerekmektedir. Yapılan araştırma neticesinde psikolojik sahiplenmenin örgütsel davranış alanı içerisinde incelenen diğer yapılar ile ilişkili olduğu, ancak çalışanların iş ve kurumlarıyla olan psikolojik ilişkilerinin farklı bir yönünü tasvir etmesi nedeniyle bu yapıların her birinden kavramsal olarak ayırt edilebileceği sonucuna varılmıştır. Anahtar Kelimeler: Psikolojik sahiplenme, örgütsel davranış, örgütsel ortam, iş gören tutum ve davranışları, kavram fazlalığı, örgütsel bağlılık.
ABSTRACT Although studies on psychological ownership have started to increase in our country in the last few years, it can be said that the interest in this subject is relatively low. It is considered that the question that many researchers have in mind about why there is such a conceptualization affects lack of interest. It has been discussed in the literatüre that in some cases it is difficult to make a distinction between the structures studied in the field of organizational behavior and that there is a concept redundancy. The same problem arises here and there is uncertainty about how there is a distinction between psychological ownership and other concepts. Therefore, it is necessary to establish the conceptual distinctiveness of the psychological ownership structure before academics continue to address issues related to psychological ownership in an organizational context. With this study, it is aimed to overcome this gap in the national literature in the conceptualization of psychological ownership and to create a starting point for researchers who want to work on this subject in our country by providing a better understanding of this concept. Because if psychological ownership will continue to be examined in the field of organizational behavior, the points where this phenomenon differs from others should be separated with clear lines. As a result of the research, it was concluded that psychological ownership is related to other constructs examined within the field of organizational behavior, but it can be conceptually differentiated from each of these structures because it depicts a different aspect of the psychological relationships of employees with their jobs and organizations.

Analysts, investors and entrepreneurs have recognized the value of personal data for Internet economics. Personal data is viewed as ‘the oil’ of the digital economy. Yet, ordinary people are barely aware of this. Marketers collect personal data at minimal cost in exchange for free services. But will this be possible in the long term, especially in the face of privacy concerns? Little is known about how users really value their personal data. In this paper, we build a user-centered value theory for personal data. On the basis of a survey experiment with 1269 Facebook users, we identify core constructs that drive the value of volunteered personal data. We find that privacy concerns are less influential than expected and influence data value mainly when people become aware of data markets. In fact, the consciousness of data being a tradable asset is the single most influential factor driving willingness-to-pay for data. Furthermore, we find that people build a sense of psychological ownership for their data and hence value it more. Finally, our value theory helps to unveil market design mechanisms that will influence how personal data markets thrive: First, we observe a majority of users become reactant if they are consciously deprived of control over their personal data; many drop out of the market. We therefore advice companies to consider user-centered data control tools to have them participate in personal data markets. Second, we find that in order to create scarcity in the market, centralized IT architectures (reducing multiple data copies) may be beneficial.

"Participation always has three aspects: physical, legal and cognitive - related to the cognitive structures of persons involved in participative behavior. The trouble of proving the effects of participation lies in the mismatch between the three aspects. In economic studies we usually rely on the physical or legal aspects and real participation's consequences can hardly be measured, as they do not necessarily coincide with the declarations. In our studies, we decided to construct a formal model of ownership, assuming that the relation „A owns B” is only one of 10 similar relations on a spectrum from „A is a part of B” - greatest involvement to „A does not know about B” - the least involvement. Participation in management may be described by means of this model as various instances of „ownership spectrum” where „A” and „B” take different values of: a person, an institution, a community, a group, an object (material, energetic, informational, purchasing).
Once formalized we can view the studies in participation from one, system theory point of view, and formulate the hypotheses related to both aspects of ownership as it is revealed in a variety of participation forms. In our studies we have applied multiple measures of both participation and effectiveness. We measured various aspects of organization functioning, we also asked employees to fill in questionnaires related to their perception of various forms of participation. We also conducted similar studies in non-profit organization, where there is no possibility of legal ownership, yet different levels of cognitive ownership may be noticed. The possible consequences of this approach to participation for future research and managerial practice will be presented."

Research in judgment and decision making generally ignores the distinction between factual and subjective feelings of ownership, tacitly assuming that the two correspond closely. The present research suggests that this assumption might be usefully reexamined. In two experiments on the endowment effect we examine the role of subjective ownership by independently manipulating factual ownership (i.e., what participants were told about ownership) and physical possession of an object. This allowed us to disentangle the effects of these two factors, which are typically confounded. We found a significant effect of possession, but not of factual ownership, on monetary valuation of the object. Moreover, this effect was mediated by participants’ feelings of ownership, which were enhanced by the physical possession of the object. Thus, the endowment effect did not rely on factual ownership per se but was the result of subjective feelings of ownership induced by possession of the object. It is ...

Does family membership differentiate family and nonfamily top management team (TMT) members’ ownership-based motivations to pursue corporate entrepreneurship? We adopt the concept of psychological ownership to answer this question. Based on a sample of 192 TMT members from 90 Korean companies, this study found that family and nonfamily TMT members do not differ in the levels of psychological ownership of the organization or that of the job, nor do the two groups differ in the emphasis they place on corporate entrepreneurship. Family involvement and nepotism mitigate this relationship, but only for nonfamily TMT members. These results help reconcile discrepant findings for family versus nonfamily TMT members’ agency and stewardship behaviors.

This paper analyzes the impact of effect size or the coefficient correlation of psychological ownership and job satisfaction. Twenty-three studies were selected based on the characteristics of the knowledge worker and six psychological ownership dimensions of distinctiveness.  Average organizational tenure and education level were used to assess the significant dispersion between the studies that existed.  Average organizational tenure accounted for none of the dispersion between studies variance. Studies that used degree holders for sampling accounted for 77% of real heterogeneity representing 13 out of the 23 studies.  15 out of the 23 studies that conducted regressions, and reported the coefficient determination or R2 results explained 58% of the 95% proportion of real observed dispersion between the 15 studies with a p-value of .000.  These results indicate significant gaps in the existing literature pertaining to the relationship between psychological ownership and job satisfaction.  The gaps in the existing literature show the need to reset the study of the relationship between psychological ownership and job satisfaction towards the area of organizational effectiveness as oppose to the psychology of possession from the perspective of the human mind.