The crossover of self-esteem: A longitudinal perspective

Niessen C, Unger D, Sonnentag S, Neff A (2013)


Publication Type: Journal article, Original article

Publication year: 2013

Journal

Original Authors: Niessen Cornelia, Unger Dana, Neff Angela, Sonnentag Sabine

Publisher: Taylor & Francis (Routledge): STM, Behavioural Science and Public Health Titles

Book Volume: 24(2)

Pages Range: 197-210

DOI: 10.1080/1359432X.2013.856298

Abstract

This longitudinal study examined the crossover of performance self-esteem within working couples. We focused on the long-term crossover process as well as its work-related consequences. We hypothesized that one partner's (the actor's) performance self-esteem relates to changes in the other partner's (the partner's) performance self-esteem over time, especially if the partner has a low level of baseline performance self-esteem. In a final step, we expected that the partner's performance self-esteem at Time 2 in turn predicts the partner's work engagement. Using a longitudinal study (time lag: 6 months) among 294 dual-earner couples, we tested our hypotheses with multilevel analyses applying the Actor-Partner Interdependence Model. The actor's performance self-esteem at Time 1 did not directly relate to the partner's performance self-esteem at Time 2. However, as expected, we found a significant moderation of the partner's baseline performance self-esteem in the crossover process, indicating that especially individuals with a rather low baseline performance self-esteem are susceptible to performance self-esteem crossover. Finally, the partner's performance self-esteem was related to the partner's work engagement at Time 2. © 2013 © Taylor & Francis.

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APA:

Niessen, C., Unger, D., Sonnentag, S., & Neff, A. (2013). The crossover of self-esteem: A longitudinal perspective. European Journal of Work and Organizational Psychology, 24(2), 197-210. https://dx.doi.org/10.1080/1359432X.2013.856298

MLA:

Niessen, Cornelia, et al. "The crossover of self-esteem: A longitudinal perspective." European Journal of Work and Organizational Psychology 24(2) (2013): 197-210.

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