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 paper, the authors developed an approach to foster organizational identification based on principles of mental simulation, and found that imagining positive contact with an organizational leader increases identification with the organization they represent.
Abstract: Organizational identification is an important predictor of workplace behavior. The more strongly an individual identifies with their employing organization, the more motivated they will be to behave in ways that promote its success. In this paper we develop a new approach to fostering organizational identification based on principles of mental simulation. Across seven experiments we demonstrate that imagining positive contact with an organizational leader increases identification with the organization they represent. Experiments 1A, 1B, 2A, 2B, 3A and 3B replicated the basic effect against progressively varied control conditions, utilizing both scenario and field experiments. Experiment 4 demonstrated that as a consequence of heightened organizational identification following the imagined contact task, participants reported greater intentions to engage in organizational citizenship behaviors. We conclude by discussing the potential application of this technique as a simple and effective way for organizations to foster employees’ motivation and performance.
27 citations
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27 citations
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TL;DR: Li et al. as discussed by the authors proposed a model in which organizational identification was hypothesized to have both positive and negative effects on job and life satisfaction, and proposed work-to-family conflict as a mediator of the negative effects of organizational identification.
Abstract: . Previous research on organizational identification has almost exclusively focused on its positive effects on organization-related outcomes, paying relatively less attention to its effects on individual-related outcomes and its potential negative effects on both organization-related and individual-related outcomes. We proposed a model in which organizational identification was hypothesized to have both positive and negative effects on job and life satisfaction. Further, we proposed work-to-family conflict as a mediator of the negative effects of organizational identification. Participants in this survey research were 545 teachers in the People’s Republic of China. Results based on structural equation modeling largely supported our proposition that in addition to the well-established positive effects, organizational identification may also have negative effects on organization-related and individual-related outcomes.
27 citations
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TL;DR: In this article, the authors focused on two sets of variables that serve as possible predictors of identification, satisfaction, and motivation: (1) role perceptions (job importance and job richness); and (2) organizational attachment (relations with the university, attentiveness of the university and the university's appreciation of their work).
Abstract: Tutors working for The Open University of Israel (OUI), a distance learning institution, are often the only academic staff who have direct contact with students. Their performance is therefore crucial for the university. The nature of their job, however, might hinder optimal performance: they are temporary and part time employees, and thus have low job security. Their academic freedom is limited and, in most OUI learning centers, they are professionally isolated. These factors can negatively affect tutors' organizational identification, job satisfaction, and motivation. This study is focused on two sets of variables that serve as possible predictors of identification, satisfaction, and motivation: (1) role perceptions (job importance and job richness); and (2) organizational attachment (relations with the university, attentiveness of the university and the university's appreciation of their work). Seventy-one (n = 71) tutors completed a general survey. Regression analysis and path analysis revealed that identification and job satisfaction were well predicted by job importance and organizational attachment, while work motivation was not. Theoretical and practical implications are discussed.
27 citations
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TL;DR: In this paper, the authors argue that leader OI does not only affect variables at the employee level but, through its influence on employees, also contributes to important customer outcomes (i.e., customer satisfaction, customer loyalty, and customer recommendations).
Abstract: Previous research has shown that organizational identification (OI) of leaders is positively related to employee OI and, in turn, linked to positive behaviours of employees towards the organization. In the present study, we argue that leader OI does not only affect variables at the employee level but, through its influence on employees, also contributes to important customer outcomes (i.e., customer satisfaction, customer loyalty, and customer recommendations). Drawing on self-concept based theories of leadership effectiveness and insights from service linkage research, the present article proposes that OI plays an important role in these influence processes. Additionally, the article delineates the behavioural and psychological variables that intervene employee OI and customer outcomes. More specifically, we suggest that leader OI is positively related to follower OI, which results in customer-oriented service behaviour. Customer orientation, in turn, should positively affect customers' identification wi...
27 citations