<abstract xmlns="http://www.w3.org/1999/xhtml"><p>The usage of psychological ownership as an HR practice has been of a relatively recent origin. It is fast being recognized as a useful tool in the area of human resource management. Employee Stock Option Plans are being used as a technique to propagate psychological ownership and gain many advantages including a competitive edge. This paper explores the available literature on psychological ownership in general and Employee Stock Option plans in particular over a thirty year period from 1988 till 2018. An attempt has been made to integrate all matter into a theoretical model indicating the effect of such plans on individuals and organizations. In the study, several empirical as well as theoretical papers have been studied and the impact of Employee Stock Option Plans on several parameters like organizational productivity, individual performance, absenteeism, employee turnover and organizational citizenship behaviour have been reported. Several job attitudes like job satisfaction and commitment of employees towards their organization have also been reported. The studies reporting conditions of these plans that make them successful have been covered comprehensively.</p></abstract>

The usage of psychological ownership as an HR practice has been of a relatively recent origin. It is fast being recognized as a useful tool in the area of human resource management. Employee Stock Option Plans are being used as a technique to propagate psychological ownership and gain many advantages including a competitive edge. This paper explores the available literature on psychological ownership in general and Employee Stock Option plans in particular over a thirty year period from 1988 till 2018. An attempt has been made to integrate all matter into a theoretical model indicating the effect of such plans on individuals and organizations. In the study, several empirical as well as theoretical papers have been studied and the impact of Employee Stock Option Plans on several parameters like organizational productivity, individual performance, absenteeism, employee turnover and organizational citizenship behaviour have been reported. Several job attitudes like job satisfaction and commitment of employees towards their organization have also been reported. The studies reporting conditions of these plans that make them successful have been covered comprehensively.

Employee Stock Option Plans: A Meta-Analysis (Understanding Impact of Esops Through Literature)

Studies in Business and Economics

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 3.0 License.

The usage of psychological ownership as an HR practice has been of a relatively recent origin. It is fast being recognized as a useful tool in the area of...

Employee Stock Option Plans: A Meta-Analysis (Understanding Impact of Esops Through Literature)

Publié en ligne: 20 mai 2020

Pages: 100 - 114

DOI: https://doi.org/10.2478/sbe-2020-0009

Mots clés
Employee Stock Option, Productivity, Performance, Absenteeism, Turnover, OCB

© 2020 Mahmood Athar, published by Sciendo

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 3.0 License.

Employee Stock Option Plans: A Meta-Analysis (Understanding Impact of Esops Through Literature)

Publié en ligne: 20 mai 2020

Pages: 100 - 114

DOI: https://doi.org/10.2478/sbe-2020-0009

Mots clésEmployee Stock Option, Productivity, Performance, Absenteeism, Turnover, OCB

© 2020 Mahmood Athar, published by Sciendo

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 3.0 License.

Mots clés
Employee Stock Option, Productivity, Performance, Absenteeism, Turnover, OCB