Organizational identification

About: Organizational identification is a research topic. Over the lifetime, 1988 publications have been published within this topic receiving 97047 citations.

Employee ownership motivation and individual risk-taking behaviour: a cross-level analysis of Taiwan's privatized enterprises

Abstract: Privatization has long been a prevailing strategy worldwide for promoting economic liberalization. During privatization of state-owned enterprises employees are often encouraged, as part of policy design, to become equity shareholders through buying priority shares reserved for them with the goal of expediting privatization and building employees' organizational identification. Using risk-taking behaviour as a lens to observe individual-level entrepreneurial orientations after privatization, this study, in a sample of 328 employees in 14 privatized firms in Taiwan, aims to examine the behavioural consequences of two distinct types of motivation behind employee ownership and the contextual influences on such relationships. Because of the hierarchical nature of the individual- and firm-level data, we use the hierarchical linear modelling (HLM) method to test the hypotheses and find that intrinsic motivation ex ante for employee ownership can cultivate innovative behaviour ex post, whereas extrinsic motivati...

Psychological contract fulfillment and expatriate intrinsic career success : the mediating role of identification with the multinational corporation

Abstract: In this study, we examined to what extent psychological contract fulfillment (PCF) positively affected two dimensions of expatriate intrinsic career success - job and career satisfaction. Moreover, we assessed whether these relationships were mediated by identification with the multinational corporation (MNC). One hundred ninety-seven expatriates of a large multinational technology company participated in this study. We used structural equation modeling to test our hypotheses. Results showed that identification with the MNC partially mediated the relationship between PCF and job satisfaction, and PCF and career satisfaction. This study highlights the important role of fulfilling promises vis-a-vis expatriates and identification with the MNC for expatriate intrinsic career success. Since intrinsic career success is an important predictor of intentions to remain with the organization, it is particularly important that MNCs attend to and manage the psychological contracts of their expatriates.

Organizational citizenship behavior, identification, psychological contract and leadership frames: The example of primary school teachers in Taiwan

Abstract: Purpose (mandatory) The study examines organizational citizenship behavior (OCB) by combining two heterogeneous perspectives, integrating OCB-related factors at work using both personal and organizational perspectives, thus contributing to our knowledge of OCB. . . Design/methodology/approach (mandatory) Two studies are conducted using surveys in Taiwan with a snowball sampling technique to enlarge participation. Study 1 analyzes the relationships between organizational identification, expected psychological contract, perceived psychological contract and OCB. Study 2 analyzes the relationship between OCB and principals’ (or head teachers’) leadership frames. . . Findings (mandatory) Study 1 finds that organizational identification is an antecedent of OCB and that expected psychological contract moderates the organizational identification-OCB relationship. Study 2 finds that the symbolic leadership frame is the only antecedent of OCB and that different leadership frames influence each other in predicting OCB. Expected psychological contract is found to moderate the organizational identification-OCB relationship, indicating that primary school teachers’ with higher levels of expected psychological contract are more likely to demonstrate OCB at school. Interestingly, perceived psychological contract did not demonstrate such a moderating effect. . . Originality/value (mandatory) The study makes three contributions. First, we analyze composite OCB via Identity and Psychological Contract theories (Study 1). Second, we scrutinize specific aspects of OCB via Leader-Member-Exchange and Leadership Frame theories. These aspects include assisting colleagues, job commitment, working morale and non-selfish behavior (Study 2). Third, we increase understanding of primary school teachers' OCB, discussing important implications for school principals and human resource managers as well as perhaps others in similar sectors. . . Key words: Organizational Citizenship Behavior; Leadership; Identification; Psychological Contract; Primary School Teachers; Principals.

Interplay between trust and distrust in the workplace: examining the effect of psychological contract breach on organizational disidentification

Abstract: Purpose This study aims to examine the effect of psychological contract breach on organizational disidentification through the “affect-based” mediating mechanisms of trust and distrust. Design/methodology/approach Using a convenient sampling technique, cross-sectional data were collected from 281 doctors working in public sector health-care organizations in Pakistan. After initial data screening, a confirmatory factor analysis (CFA) was conducted to test the measurement models’ validity and reliability. The hypothesized relationships were tested using structural equation modeling (SEM) with AMOS. Findings The results of this study showed that psychological contract breach had significant direct and indirect positive effects through the mediating mechanism of distrust on organizational identification. However, trust was not supported as a mediator in that relationship. Research limitations/implications This study uses cross-sectional data. Other researchers should use longitudinal design with two or three time lags. This study uses a sample of doctors from different cities of Pakistan, as this is a global era, so results cannot be generalized; this opens the future avenue for other scholars to select a broad sample from multiple organizations like businesses and NGOs from different countries or to use it in different context. The authors have used single source (questionnaires) and quantitative method to collect data for this study, so there is a probability of self-report bias. As future is of mixed method, so future researchers should use mixed method for deep and thorough understanding of different selected phenomena. Practical implications Due to the experiences of breach of psychological contract, the doctors may either lose trust or may experience distrust which may further reduce their level of identification in an organization. Their contribution toward best interest of hospital decreases and their willingness to identify with their working place declines. Practically, the authors have compared that it is either the trust or distrust which can lead to organizational disidentification among doctors. Social implications The findings will help employers and hospital authorities to understand that doctors are the most important strategic element of every hospital. Having sound financial, physical and informational capital is incomplete and worthless if there is no “doctor”. Because they have to deal directly with patients, so in this case, they are most important and crucial. A doctor’s identification and their loyalty with high level of trust directly on employer and indirectly on hospital all contributes toward an organization’s long-term success, and ultimately for the success of society. Originality/value This study contributes to the existing literature on the consequences of employees’ psychological contract breach by simultaneously testing trust and distrust as the two competing affect-based mediating mechanisms between psychological contract breach and organizational disidentification.

Corporate social responsibility and organizational commitment: effects of CSR attitude, organizational trust and identification

Abstract: Drawing from the social identity theory and social exchange theory, the purpose of this study is to examine the intervening mechanisms linking perceived corporate social responsibility (CSR) and employees’ affective organizational commitment. It is proposed that organizational trust (OT) and organizational identification (OID) would serially mediate the aforementioned relationship. Furthermore, this paper attempts to understand how employees’ attitude toward the importance of CSR (ICSR), moderates the linkages under the focus of this study.,This descriptive study was conducted among a sample of 519 employees working in the manufacturing sector in India. Self-reporting standardized questionnaires were administered among the respondents, who were selected through the judgment sampling method. Measurement model analysis was done using IBM AMOS 24.0 and Hayes’ PROCESS macro 3.0 (Models 6 and 84) was used for testing the serial mediation and moderated serial mediation.,Results revealed a significant indirect effect of all dimensions of CSR on employees’ affective commitment, serially mediated through OT and OID. The conditional indirect effects varied significantly and it was identified that CSR to customers and CSR to employees had a significant conditional indirect effect on affective commitment, through attitude toward the ICSR, OID and OT. However, the conditional indirect effect of CSR to social and non-social stakeholders on affective commitment was not statistically significant.,This study is pioneering in conceptualizing and empirically testing an integrated theoretical framework that models the influences of perceived CSR, employees’ attitude toward the ICSR, OID and OT on their affective commitment toward the organization. CSR plays a vital role in strengthening the employer-employee relationship and managers should facilitate a work environment that befits the alignment of organizational and individual ethics and values.