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 examined the relationship between psychological diversity climate (PDC) and organizational identification (OID) when influenced by racial dissimilarity between the subordinate and supervisor, and found that three of the four hypothesized relationships were supported.
Abstract: Purpose
The purpose of this paper is to empirically examine the relationship between psychological diversity climate (PDC) and organizational identification (OID) when influenced by racial dissimilarity between the subordinate and supervisor.
Design/methodology/approach
Ordinary least squares hierarchical regression analysis was run for hypotheses testing.
Findings
Three of the four hypothesized relationships were supported. Support was found for the direct relationship between PDC and OID. The moderator race was significant thus also supported. The moderator of dissimilarity was not supported. Finally the three-way interaction with race and dissimilarity was supported.
Practical implications
OID is an important variable for overall organizational success. OID influences a wealth of organizationally relevant outcomes including turnover intentions. Considering higher turnover exists for minority employees, understanding how diversity climate perceptions vary by employee race and therefore impact OID differently, helps managers when making decisions about various initiatives.
Originality/value
This study is the first the authors know of to investigate the impact of dissimilarity on the PDC-OID relationship.
10 citations
01 Jan 2014
TL;DR: Wang et al. as discussed by the authors investigated whether or not HPWS positively affects job satisfaction in Chinese management context and explored the role of organizational identification in relationship between HPWS and job satisfaction, finding that organizational identification was found to mediate the moderate the relationship between perception of the existence of HPWS.
Abstract: With a growing body of strategic human resource management research, it has established an important relationship between high-performance work systems (HPWS) and employee attitudes and behaviors, underlying mechanisms that link the connection is unclear. This study investigates whether or not HPWS positively affects job satisfaction in Chinese management context and explores the role of organizational identification in relationship between HPWS and job satisfaction. The data was collected from 358 telecom employees and their managers across 12 city-level branch companies of China Mobile and China Unicom, which are the top 2 largest telecom companies in China. The results showed positive and significant correlation between HPWS and job satisfaction. The organizational identification was found to mediate the moderate the relationship between perception of the existence of HPWS and job satisfaction.
10 citations
TL;DR: The conceptual foundations of identification in a sales-related interface context, such as KAM, are first discussed and a qualitative exploratory study that uses data gained through 40 semi-structured interviews with key account managers to identify their identification anchors is pursued.
10 citations
TL;DR: This article explored the role of organizational identification (OI) in reducing work-family conflict (WFC) within demanding and high-stakes jobs in dynamic, uncertain and potentially dangerous contexts (e.g., firefighting).
Abstract: The tension between work and non-work life remains a critical issue in contemporary careers. This study explores the role of organizational identification (OI) in reducing work–family conflict (WFC) within demanding and high-stakes jobs in dynamic, uncertain and potentially dangerous contexts (e.g., firefighting). Survey data from 341 firefighters suggest that, congruent with conservation of resources theory and scarcity theory, OI may serve as a resource that mitigates WFC in these contexts. Additionally, the data suggest that the negative relationship between OI and WFC is stronger when trauma is low. For practice, this study provides important implications for employees in similar contexts concerning potential ways to mitigate WFC as well as recommendations concerning exposure to trauma.
10 citations
TL;DR: In this paper, the authors explored the relationship of humane orientation of organizations with members' reactions to such treatment by the organization, and conducted three step hierarchical linear regressions on a sample involving data at two time waves.
Abstract: The paper explores the relationship of humane orientation of organizations with members' reactions to such treatment by the organization. Orientation of mangers to form good relationships with subordinates has been reflected through subordinatesa’ perception of quality of leader-member exchange (LMX) and it was expected to predict members’ reaction through feeling of exhaustion (burnout). The roles of humane orientation of organizational support measured through perceived organizational support (POS) by subordinates and organizational identification (OID) as possible explicators of the relationship between LMX quality and organizational burnout have also been explored. We conducted three step hierarchical linear regressions on a sample involving data at two time waves. As expected, all the hypotheses were supported. A major contribution of the research to academic literature is the corroboration of directionality of some of the relationship through two time wave design. Also, burnout in this research has been measured at an organizational level and the results were in line with burnout measured at the job level in some earlier studies on burnout.
10 citations