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 apply concepts from organizational and social identity theories to theoretically consider different ways that professional service providers conceptualize their roles and deliver their knowledge, and consider the impact of professional and organizational identification on the types of clientele professionals may develop.
Abstract: Purpose – The purpose of this paper is to apply concepts from organizational and social identity theories to theoretically consider different ways that professional service providers conceptualize their roles and deliver their knowledge.Design/methodology/approach – The paper is a conceptual discussion to advance the understanding of professional service delivery, within the realm of service‐quality research.Findings – The field has yet to provide a clear understanding of what professional service delivery actually looks like. The paper offers propositions examining the process by which professionals identify with membership in their profession and firms that in turn, influence their expert‐based self‐concepts, the images they form of their clients as recipients of their knowledge, and ways they create the service exchange. The paper also considers the impact of professional and organizational identification on the types of clientele professionals may develop.Research limitations/implications – The paper ...
13 citations
TL;DR: In this paper, the role of the Yelp Elite Squad, an invitation-only organization that receives access to free monthly parties and other rewards organized by a local employee of Yelp, is examined.
Abstract: This study investigates organizational identity and member identification in a hidden organization operating within a crowd-based collective. Specifically, it draws from Scott’s hidden organization framework to examine the role of the Yelp Elite Squad, an invitation-only organization that receives access to free monthly parties and other rewards organized by a local employee of Yelp. Analyses of qualitative interviews and participant observation indicate that through limited information, restricted channels of communication, and framing participation as “community,” Yelp is able to conceal the Elite Squad organizational identity from both the public as well as members of the Elite Squad. Further analysis reveals tensions emerging from expressing and suppressing organizational identification among members of the Elite Squad. Finally, Yelp is shown to broker (in)visibilities of the Elite Squad with local businesses to create value for the organization.
13 citations
TL;DR: In this article, the authors examine the cross-cultural variation in the perceived effects of idealized influence and individualized consideration leadership behaviors on followers' organizational identification in two culturally distinct countries: Russia and Finland.
Abstract: In this article, we examine the cross-cultural variation in the perceived effects of idealized influence and individualized consideration leadership behaviors – two behavioral dimensions of transformational leadership – on followers’ organizational identification in two culturally distinct countries: Russia and Finland. We also test whether the followers’ role ambiguity mediates these relationships. Using the self-concept-based theory of leadership as an explanatory framework, our analysis of white-collar employees in four Finland-based multinational corporations and their subsidiaries in Russia shows that whereas in Russia both behaviors facilitate followers’ identification, in Finland only idealized influence does. We also find differences in how role ambiguity mediates the relationship between the two behaviors and followers’ identification in the two countries. In Russia, it fully mediates the relationship between individualized consideration and followers’ identification, whereas in Finland it partially mediates the relationship between idealized influence and followers’ identification.
13 citations
TL;DR: In this paper, the direct and indirect relationship between individual perceptions of CSR and employees' organizational citizenship behaviors (OCBs) was examined by examining multiphasic data from 207 workplace supervisor-subordinate dyads recruited from an online panel.
Abstract: Literature reviews have repeatedly emphasized the need to further investigate relationships between corporate social responsibility (CSR) and micro-organizational variables. The present research attempts to address this call by examining the direct and indirect relationship between individual perceptions of CSR and employees’ organizational citizenship behaviors (OCBs). Multiphasic data from 207 workplace supervisor–subordinate dyads recruited from an online panel were analyzed to show that organizational identification mediated the relationship between CSR and OCBs. Furthermore, supervisor transformational leadership style moderated the mediation, such that the indirect effect of the organizational identification on the relationship between CSR and OCBs became nonsignificant under low transformational leadership. Based on these results, we make suggestions for using embeddedness programs to improve perceptions of CSR.
13 citations
TL;DR: Zhang et al. as mentioned in this paper found that organizational identification significantly influences the creativity of millennial employees; work engagement plays a positive mediating role between organizational identification and employee creativity, and work values of millennial generation employees, specifically utilitarian orientation, intrinsic preferences, interpersonal harmony and innovation orientation, have a positive moderating effect between work engagement and employees' creativity.
Abstract: Millennial-generation employees need to stimulate their creativity to produce innovative ideas, services and products for organizations to flourish and succeed. The main purpose of this research was to discover the mechanism through which organization identification influences employees' creativity in the Chinese organizational context. Particularly, we proposed the mediating role of work engagement and the moderating role of work values in the relationship.,A questionnaire survey was utilized to collect the data from 281 employees working in China. Hierarchical regression was utilized to analyze the data.,The findings reveal that organizational identification significantly influences the creativity of millennial employees; work engagement plays a positive mediating role between organizational identification and employee creativity. Moreover, work values of millennial generation employees, specifically utilitarian orientation, intrinsic preferences, interpersonal harmony and innovation orientation have a positive moderating effect between work engagement and employee creativity.,This study recognizes and analyzes the mechanism underlying the influence of organizational identification and recommends that work engagement is a crucial mediator of the complicated relationship between organizational identification and employee creativity. Consequently, this study is the key effort for millennial employees’ work values and engagement to explore employee creativity in Chinese cultural context and also suggests important theoretical and practical implications.
13 citations