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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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Journal ArticleDOI
TL;DR: In this article, the authors examined the effect of organizational identification on safety voice behavior, focusing on the mediating role of safety motivation and the moderated role of management commitment to safety and psychological safety.
Abstract: Aim The aim of this study is to examine the effect of organizational identification on safety voice behaviour, focusing on the mediating role of safety motivation and the moderating role of management commitment to safety and psychological safety. Design The study used a cross-sectional questionnaire and a convenience sampling method. Method Data were collected online during November 2019 from 165 staff members from a disability healthcare organization in Australia that employs over 800 staff. Nearly 80% of the study sample were healthcare workers without supervisory responsibilities, and the remainder were senior staff with some operational duties. Measures of organizational identification, safety motivation, perceived management commitment to safety, psychological safety and safety voice were collected. Data were analysed using a moderated mediation model available with the SPSS PROCESS macro. Results Findings show that organizational identification interacted with management commitment to safety to predict safety motivation, such that only healthcare employees who identified with their organization and perceived that their management cares about safety would feel that safety was personally important to them. In turn, safety motivation predicted safety voice. However, the effect of safety motivation on safety voice was only significant when psychological safety was low. Conclusion These findings offer initial evidence for the important role of organizational identification in prompting safety voice, how the relationship is contingent on management commitment to safety and psychological safety. Impact Healthcare professionals' discretionary sharing of ideas and suggestions are crucial to organizational performance and both staff and patient safety. However, safety voice involves inherent social risks because speaking up might not always be perceived positively by co-workers and leaders. We recommend that managers implement specific strategies to cultivate employee identification with the organization and demonstrate a genuine and visible commitment to safety so that employees will be motivated to raise safety concerns.

10 citations

Journal Article
TL;DR: In this article, the partial mediator role of group, professional and organizational identification into the relationships between perceived contract breach and employees' job satisfaction has been investigated and results have been discussed in order to their theoretical and practical implications.
Abstract: Organizational identification and psychological contract breach: its influences on employees’ motivation. The main purpose of this study has been showed the partial mediator role of group, professional and organizational identification into the relationships between perceived contract breach and employees’ job satisfaction. Confirmative factor analysis with a sample of employees (N= 133) showed hygienic and motivator job satisfaction factors’ as different but related dimensions. Through a structural equation model it has been proved that different focus of identification will be better predictor of different outcomes. Results have been discussed in order to their theoretical and practical implications.

10 citations

Journal ArticleDOI
TL;DR: In this article, the authors addressed the generalizeablity concerns raised by few in leader-member exchange (LMX)-outcomes relationships and provided a solution in the form of a new mediator and a new moderator using cross-fertilization of LMX and social identity theory (SIT).
Abstract: This study addressed the generalizeablity concerns raised by few in leader-member exchange (LMX)-outcomes relationships and provided a solution in the form of a new mediator and a new moderator using cross-fertilization of LMX and social identity theory (SIT). The study aimed at investigating the indirect effects of LMX and job performance (JP) through organizational identification (OI) using social identity theory. The study also examined conditional indirect effects of supervisors' organizational embodiment (SOE) on LMX and JP through OI. The study used data based on a convenience sample from 411 employees in three time lags. Mediation and moderated mediation tests were performed using PROCESS. Results supported the mediating role of OI between LMX and Job performance. Analysis also confirmed the conditional effect of SOE on indirect relationship of LMX and JP through OI. Theoretical and practical implications of results are also discussed.

10 citations

Journal Article
TL;DR: In this article, the authors report that lecturers feel stressed when they are not able to balance their personal and work life need, which leads to decrease in quality of teaching and lack of efficiency which in turn affect the relationship between the student and lecturers.
Abstract: 1. Introduction Education sector is one of the fastest growing sectors in Oman and Lecturers play an important role in shaping up the future of students. They constantly engage themselves in the pursuit of quality pedagogy. Since new teaching methodologies are evolving rapidly, it has become more demanding in carrying out their roles and responsibilities in an effective way. The main causes of stress among the lecturers were reported as their multiple academic and administrative roles assigned to them. Lecturers feel stressed when they are not able to balance their personal and work life need, which leads to decrease in quality of teaching and lack of efficiency which in turn affect the relationship between the student and lecturers. Stress has been increasing due to the evolving needs, tough competition, work pressure and short deadlines. When occupational stress is felt, it will not only affect the performance of work but also affect health of employees in the form of heart attack, migraine that can lead to death. (Yahaya, et.al 2010). Quality of work life is an outgrowth of human relation movement. Robbins (1989) defined Quality of Work Life (QWL) as a process by which an organization respond to employee needs by developing mechanisms to allow them to share fully in making the decisions that design their lives at work.QWL affect employee's work responses in terms of organizational identification, job satisfaction, job involvement, job effort, job performance, intention to quit, organizational turnover and personal alienation (Efraty & Sirgy, 1990). The lack of quality of work life is due to inappropriate placement, less recognition and participation and inadequate health and insurance programs. Occupational stress affects quality of work life which ultimately affects job satisfaction. Present study analyzed the phenomena of occupational stress and QWL among the business management lecturers in private colleges in Oman. 2. Literature Review Review of literature was done to report the studies related to occupational stress and QWL. Following research examined the underlying phenomena of stress and QWL separately and together in various professions, organizations and sectors. It provides a foundation to identify the research gap for the present study. Beheshtifar & Nazarian (2013) reported that occupational stress was a perception of discrepancy between environmental demands (stressors) and individual capacities to fulfill these demands. Occupational stress was more, where there was more discrepancy in perceptions. Nasiripour, et. al., (2009) explored the level and sources of occupational and personal stress among 172 rural health workers in Mashhad district. It was found that role overload and role ambiguity were the main sources of stress and it adversely affected the quality of their service. Bokti & Talib (2009) determined the level and relationship of occupational stress, job satisfaction among 40 male Navy officers and non officers from the Naval base in Lumut, Malaysia. Result revealed that majority of the male navy personnel had moderate levels of job satisfaction in the favorable nature of work facet. Hasan (2014) compared occupational stress among 100 teachers of primary government and private school in Haridwar and found that private primary school teachers were highly stressed in comparison to the government primary school teachers. Jeyarai (2013) determined the occupational stress level of 120 government teachers and 185 aided/ contractual school teachers and found that aided school teachers had more occupational stress level than government school teachers and were also less satisfied with teaching. Reddy & Anuradha (2013) examined the occupation stress of 327 higher secondary school teachers of Vellore district in Tamil Nadu and found that 88 percent of teachers were experiencing moderate and high levels of occupational stress. Tashi, K (2014) examined the level of stress among 150 Bhutanese teachers and found that stress was experienced by them. …

10 citations

Journal ArticleDOI
TL;DR: In this paper, a model that explains how perceived corporate citizenship influences turnover intention was proposed, and the hypotheses of this study were empirically tested by conducting a survey on employees in the tourism industry, which showed that a firm's corporate citizenship can provide a competitive advantage in retaining its employees by simultaneously boosting their career development expectation and organizational identification.
Abstract: Drawing upon the expectancy theory and social identity theory, this study proposes a model that explains how perceived corporate citizenship influences turnover intention. In the proposed model, perceived economic and legal citizenships affect turnover intention indirectly via the full mediation of career development expectation, while perceived economic, legal, ethical, and philanthropic citizenships impact turnover intention indirectly via the full mediation of organizational identification. The hypotheses of this study were empirically tested by conducting a survey on employees in the tourism industry. The empirical findings show that a firm’s corporate citizenship can provide a competitive advantage in retaining its employees by simultaneously boosting their career development expectation and organizational identification. Lastly, managerial implications and limitations of this study based on empirical results are presented for in-depth discussion.

10 citations


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Performance
Metrics
No. of papers in the topic in previous years
YearPapers
202377
2022205
2021146
2020151
2019152
2018139