Organizational identification

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

A Study on Occupational Stress and Quality of Work Life (QWL) in Private Colleges of Oman (Muscat)

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. …

Modeling corporate citizenship and turnover intention: social identity and expectancy theories

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.

Participative leadership and organizational identification in SMEs in the MENA Region

Abstract: The aim of this research is to explore the process linking participative leadership to organizational identification. The study examines the relationship between participative leadership and internal CSR perceptions of employees and also investigates the role that pride in membership plays in the affiliation of CSR perceptions with organizational identification. By studying these relationships, the paper aspires to contemplate new presumed mediators in the association of participative leadership with organizational identification as well as determine a possible novel antecedent of employee CSR perceptions. Empirical evidence is provided from data that was collected through a survey distributed to employees working for small- and medium-sized enterprises in three countries in the Middle East and North Africa regions, particularly the United Arab Emirates, Lebanon, and Tunisia. Findings show that participative leadership leads to positive internal CSR perceptions of employees and that these CSR perceptions lead to pride in membership which, in turn, results in organizational identification. Implications of these findings are also discussed.

Exploring the Role of Perceived External Prestige in Employee’s Emotional Appeal: Evidence from a Textile Firm

Abstract: Perceived external prestige (PEP) is an new interesting topic in the organizational literature however limited study have sought to investigate its’ impacts on employees working attitudes. The purpose of this paper is to investigate PEP influence on employee’s emotional appeals toward working organization. The data used in this study taken from 200 employees which were worked in well-known textile industry firm. Employees’ commitment to their organization was assessed with the six-item affective commitment instrument which was developed by Meyer et.al. (1990, 1991) and individual’s organizational identification and PEP were measured by Mael and Ashforth (1992) six-item organizational identification and external prestige scale where job satisfaction assessed with Michigan Organizational Evaluation Scale’s shorten sub-scales (Spector, 1997). Hierarchical regression analysis was used to estimate the relationship between PEP and positive work variables relationship. The results showed that PEP was an impact on affective commitment by full mediating role of job satisfaction and organizational identification.

Leader Communication and Follower Identity: How Leader Motivating Language Shapes Organizational Identification through Cultural Knowledge and Fit:

Abstract: This study examines the links between leader communication (as conceptualized through motivating language) and follower organizational identification as mediated by follower cultural knowledge and ...