Topic
Organizational identification
About: Organizational identification is a research topic. Over the lifetime, 1988 publications have been published within this topic receiving 97047 citations.
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TL;DR: In this article, the authors examined how locus of control and organizational socialization affect employees' organizational identification and found that significant positive relationships are found between locus and socialization.
Abstract: Purpose – The purpose of this research is to investigate factors that influence employees' organizational identification. Focusing on the banking industry in Taiwan, this study aims to examine how locus of control and organizational socialization affect employees' organizational identification.Design/methodology/approach – The author borrows and modifies scales from the literature on locus of control, organizational socialization, and organizational identification to create a questionnaire that was translated into Chinese and distributed to bankers in Taiwan. The author analyzes reliability of the scales and performs regression analysis on hypothesized model relationships.Findings – Significant positive relationships are found between locus of control and organizational socialization, locus of control and organizational identification, and organizational socialization and organizational identification. Organizational socialization has mediating influences on locus of control and organizational identificat...
33 citations
01 Jan 2014
TL;DR: In this paper, the authors provided an up-to-date review of the literature on the relationship between servant leadership and organizational citizenship behaviors (OCB), which revealed that the two constructs were significant contributors to effective functioning of human organizations.
Abstract: This is a literature based paper aimed at providing an up-to-date review of the literature on the relationship between servant leadership and organizational citizenship behaviors (OCB). Literature revealed that the two constructs, servant leadership and OCB were significant contributors to effective functioning of human organizations. Different databases including EBSCOhost, JStor, ScienceDirect, and Emerald were searched exhaustively, but limited numbers of studies were found to be relevant regarding the servant leadership-OCB relationship. The search results indicated that six variables including procedural justice climate, regulatory focus, affective commitment to the supervisor, self-efficacy, procedural justice climate, and service climate were found as significant mediators on the relationship between servant leadership and OCB. Similarly, the search results indicated that two variables including person-organization fit, and organizational identification were found to be significant moderators on the relationship between servant leadership and OCB. Furthermore, search results revealed trust, commitment, and identity models as potential factors for enhancing servant leadership and OCB relationship through mediating roles. Moreover, group cohesiveness, collective trust, task interdependence, and affective tone (positive affectivity/ negative affectivity) were suggested to be potential moderators on the relationship between servant leadership and OCB.
33 citations
TL;DR: In this article, the authors developed an empirically grounded theoretical framework for organizational determinants of voluntary turnover of local staff in MNC subsidiaries, using semi-structured interviews with HR managers at the Singaporean subsidiaries of six western multinationals.
Abstract: Adopting an inductive case study approach, the paper develops an empirically grounded theoretical framework for organizational determinants of voluntary turnover of local staff in MNC subsidiaries. The research draws upon semi-structured interviews with HR managers at the Singaporean subsidiaries of six western multinationals. Using the conceptual lens of organizational identification, the study derives two turnover determinants related to organizational structure and three turnover determinants related to organizational practices and explores how these organization-level factors may translate into individual turnover decisions. Implications for organizational responses to turnover and subsidiary staff careers are discussed.
33 citations
TL;DR: In this article, the mediating roles of psychological safety and employee voice on the relationship between conflict management styles and organizational identification were tested using the ordinary least squares regression analyses, and the results showed that cooperative conflict management is positively and significantly correlated with organizational identification.
Abstract: Purpose – The purpose of this paper is to examine the relationships between conflict management styles (CMS) used by leaders and organizational identification of their followers as well as to test the mediating effects of psychological safety and employee voice on that relationship. Design/methodology/approach – Data were collected on site from 1,023 employees in 13 multinational companies in Turkey. The mediating roles of psychological safety and employee voice on the CMS and organizational identification relationship were tested using ordinary least squares regression analyses. Findings – The results show that cooperative CMS is positively and significantly correlated with organizational identification. In addition, the results of the hierarchical multiple regression analyses support the mediating effects of psychological safety and employee voice with regard to the relationship between CMS and organizational identification. Practical implications – Given that cooperative CMS are associated with valued ...
32 citations
TL;DR: The authors examined the interplay of employees' temporally relevant perspectives of fit (i.e., retrospected, current, and anticipated) within their ongoing membership to the organization and found support for a conditional indirect effect model.
32 citations