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How Organizational Image Affects Employee Attitudes
About: This article is published in Research Papers in Economics.The article was published on 2004-01-01 and is currently open access. It has received 10 citations till now. The article focuses on the topics: Employee research.
Citations
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Dissertation•
16 Oct 2015
TL;DR: In this article, a quasi-experimentation was conducted to evaluate the impact of fautes contenues dans le dossier of a candidate on the perceptions of the candidate.
Abstract: Les organisations ont un besoin croissant de competences de communication ecrite et plebiscitent donc les competences orthographiques de leurs salaries, composante essentielle de l’ecrit professionnel. Pourtant, l’etude de la litterature confirme une baisse significative des performances des eleves en competences orthographiques. Ce probleme initialement circonscrit au domaine scolaire devient donc aujourd’hui une preoccupation pour les organisations, tant les deficiences orthographiques sont sources de consequences negatives. Lors du recrutement, c’est au cours de la phase de preselection que les recruteurs se trouvent confrontes a ces deficiences. Peu d’etudes academiques ont analyse l’impact des fautes contenues dans le dossier que ce soit sur les perceptions ou les decisions des recruteurs. Notre travail souhaite donc rendre compte de la facon dont les competences orthographiques sont jugees en contexte francophone par les recruteurs au cours de cette phase. Nous souhaitons egalement mettre en exergue les perceptions de justice des candidats a l’embauche quand la decision de preselection est fondee sur le critere de la qualite orthographique du dossier de candidature. Nous avons mene une quasi-experimentation afin de collecter des donnees aupres de candidats a l’embauche et de recruteurs. Elles ont fait l’objet de deux etudes : une etude des donnees qualitatives a partir de restitutions verbales obtenues grâce a la methode des protocoles verbaux aupres de 20 recruteurs ; une analyse mixte, combinant un traitement des donnees quantitatif puis lexical apres de 422 candidats et 536 recruteurs. Les resultats obtenus ont permis de mettre en lumiere l’impact des fautes sur l’appreciation des dossiers de candidature et sur la decision de preselection des recruteurs (un dossier presentant une experience professionnelle importante et des fautes d’orthographe a, par exemple, 3.1fois plus de chances d’etre rejete qu’un dossier sans fautes, a experience egale). Nous avons egalement identifie des variables moderatrices de la relation entre les fautes et l’evaluation des dossiers de candidature (le niveau en orthographe du sujet, sa generation d’appartenance, son statut de recruteur ou de candidat). Nous avons par ailleurs adapte l’echelle de Steiner & Gilliland (1996) dediee initialement a l’evaluation de techniques de selection ; nous l’avons transposee de facon a evaluer deux criteres de preselection. Nos resultats indiquent que les candidats considerent plus juste l’usage du critere de l’orthographe pour preselectionner une candidature, que celui de l’experience.
31 citations
01 Jan 2016
TL;DR: In this article, the authors proposed an empirically tested integrated model of the antecedents and consequences of internal branding that will enable organisations to implement internal branding leading to business success.
Abstract: Internal branding is a new marketing paradigm to gain effective brand strategy that has recently emerged in the academic literature of marketing. It is a brand spirit that brings together brand loyalty, management and employees to their mutual benefit to create and deliver a value-added product or service to employees, customers and stakeholders (Keller, 1993). Generally, studies on the role of internal branding in creating a competitive organisational culture by considering antecedents that enable internal branding and its consequences do not exist within the UAE context. This study aims to show the importance of internal branding, and to develop and test a conceptual model that integrates specific constructs as antecedents and consequences of internal branding, these are external customer orientation, internal customer orientation, interdepartmental connectedness, quality of internal services, external customer satisfaction, and job satisfaction. The study takes on a quantitative approach a positivist enquiry, i.e., the primary research is in the form of a survey questionnaire and the secondary research is drawn from the literature. The questionnaire was designed and distributed amongst a selected sample of 300 employees from cross-functional sections in Abu Dhabi Department of Economic Development, where they were asked to test the suggested model. The findings identified four factors as the antecedents plus two factors as the consequences of internal branding. The study proposes an empirically tested integrated model of the antecedents and consequences of internal branding that will enable organisations to implement internal branding leading to business success. The developed conceptual model could contribute superior value to the Departments of the Abu Dhabi Government in general, and to the Abu Dhabi Department of Economic Development to contributing a practical business solution, particularly to its success. This study is the first to propose a model that integrates the antecedents and consequence of internal branding in a government setting in the UAE. The outcomes and findings of this study will, as it is hoped, to enrich the internal branding concept and literature, along with extensively extending insightful knowledge beyond the Western schools of thought to the UAE. viii
24 citations
01 Jan 2014
TL;DR: In this paper, the interface and tensions between organisational psychology researchers and practitioners are explored through the lens of work wellbeing, and the authors propose additions to the theoretical and methodological repertoire to facilitate the applicability of research in work settings.
Abstract: The focus of this thesis is on work wellbeing The interface and tensions between organisational psychology researchers and practitioners are explored through the lens of work wellbeing Prevailing disciplinary values favour a form of natural or experimental science over interpretivist science (Experimental science is a general term used throughout the thesis to include experiments, quasi experiments, and quantitative surveys) The study proposed additions to the theoretical and methodological repertoire to facilitate the applicability of research in work settings
22 citations
Dissertation•
01 Jan 2017
TL;DR: Corporate identity cues are the information that reflect the central, enduring and distinctive attributes of the organisation that comprise its corporate identity as discussed by the authors, which help influence the psychological bond of identification that employees have with their organisations.
Abstract: Corporate identity cues – the information that amongst other things reflects the central, enduring and distinctive attributes of the organisation that comprise its corporate identity – help influence the psychological bond of identification that employees have with their organisations. Organisational identification in turn affects the job-specific in-role and additional voluntary extra-role behaviours that employees practice within and towards their organisations that can influence its success. Corporate identity research has mostly addressed corporate identity cues as manifestations of the communications, behaviour and symbolism of the organisation. Despite being part of the many pieces of information that employees store in memory about their organisations which provide insights into their interpretations of and responses to the corporate identity (i.e., their member organisational associations), considerably less attention has been directed towards examining these cues from this perspective. Consequently, it is unclear which of these manifestations, or types, of corporate identity cues affect organisational identification and its subsequent influence on role behaviours, or whether these effects are constant across the organisation and under different conditions. This study contributes to building understanding of the manifestations and effects of corporate identity cues on organisational identification and its influence on role behaviours, by examining empirically this relationship at the aggregate and subgroup level. Its underlying premise is that to evaluate sufficiently the effects of corporate identity cues, these cues must also be considered from the member organisational associations perspective. The findings of this mixed methods study show a significant relationship between corporate identity cues derived from member organisational associations, organisational identification and role behaviours, and that the cues that influence organisational identification vary according to organisational levels and conditions. This points to the strategic importance and value of examining periodically corporate identity cues drawn from member organisational associations.
14 citations
07 Jun 2019
TL;DR: In this paper, the authors used structural equation modeling based on survey data obtained from 315 Portuguese individuals to show how organizational corporate social responsibility (CSR) can influence workers' attitudes, especially in terms of turnover intentions (TI).
Abstract:
Purpose
The study aims to show how organisational corporate social responsibility (CSR) can influence workers’ attitudes, especially in terms of turnover intentions (TI). A second aim is to explore the social exchange process that may underlie this relationship, by examining the mediating role of leader–member exchange (LMX) and the moderation role of perceived external prestige (PEP).
Design/methodology/approach
The authors use structural equation modelling based on survey data obtained from 315 Portuguese individuals.
Findings
The findings show that the perceptions of CSR predict TI through the mediating role of LMX. Seemingly PEP appears to be moderating the relationship between TI and its determinants. These findings suggest that managers should implement CSR practices because these can contribute towards reducing TI.
Originality/value
This study enriches the existing knowledge about relationships in organisational contexts and responds to the need of understanding the underlying mechanisms linking CSR with workers’ organisational outcomes, by analysing CSR practices in a holistic stakeholder perspective.
14 citations
References
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TL;DR: The extent to which method biases influence behavioral research results is examined, potential sources of method biases are identified, the cognitive processes through which method bias influence responses to measures are discussed, the many different procedural and statistical techniques that can be used to control method biases is evaluated, and recommendations for how to select appropriate procedural and Statistical remedies are provided.
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TL;DR: Two 10-item mood scales that comprise the Positive and Negative Affect Schedule (PANAS) are developed and are shown to be highly internally consistent, largely uncorrelated, and stable at appropriate levels over a 2-month time period.
Abstract: In recent studies of the structure of affect, positive and negative affect have consistently emerged as two dominant and relatively independent dimensions. A number of mood scales have been created to measure these factors; however, many existing measures are inadequate, showing low reliability or poor convergent or discriminant validity. To fill the need for reliable and valid Positive Affect and Negative Affect scales that are also brief and easy to administer, we developed two 10-item mood scales that comprise the Positive and Negative Affect Schedule (PANAS). The scales are shown to be highly internally consistent, largely uncorrelated, and stable at appropriate levels over a 2-month time period. Normative data and factorial and external evidence of convergent and discriminant validity for the scales are also presented.
34,482 citations
TL;DR: The Organizational Commitment Questionnaire (OCQ) as discussed by the authors ) is a measure of employee commitment to work organizations, developed by Porter and his colleagues, which is based on a series of studies among 2563 employees in nine divergent organizations.
8,144 citations
TL;DR: This paper conducted meta-analyses to assess relations among affective, continuance, and normative commitment to the organization and relations between the three forms of commitment and variables identified as their antecedents, correlates, and consequences in Meyer and Allen's (1991) Three-Component Model.
6,149 citations
TL;DR: In this article, the authors tested the generalizability of J. P. Meyer and N. J. Allen's (1991) 3-component model of organizational commitment to the domain of occupational commitment.
Abstract: he authors tested the generalizability of J. P. Meyer and N. J. Allen's (1991) 3-component model of organizational commitment to the domain of occupational commitment. Measures of affective, continuance, and normative commitment to occupation were developed and used to test hypotheses concerning their differential relations with antecedent and consequence variables. Confirmatory factor analyses conducted on data collected from samples of student and registered nurses revealed that the 3 component measures of occupational commitment were distinguishable from one another and from measures of the 3 components of organizational commitment
5,751 citations