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: Interactional justice is an important management issue for government agencies because it arises from daily interpersonal interactions and thus affects subsequent working outcomes of civil servants as discussed by the authors, which is why it is a priority management issue.
Abstract: Interactional justice is an important management issue for government agencies because it arises from daily interpersonal interactions and thus affects subsequent working outcomes of civil servants...
10 citations
Posted Content•
TL;DR: In this article, the authors explored the relationship between perceived external prestige, job satisfaction, and turnover intentions of employees, and found that job satisfaction partially mediated the relationship, but PEP did not have a moderating effect upon the relationship.
Abstract: The importance of perceived external prestige (PEP) has gained importance recently because of its significant effects on organizational outcomes (e.g., turnover intentions, organizational identification, job satisfaction, organizational commitment). The aim of this study is to explore the relationship between PEP, job satisfaction and turnover intentions of employees. In order to do this, a questionnaire survey was carried out involving a sample of 434 Turkish managers. Multiple regression methods were used to test the mediating effect of job satisfaction, and hierarchical regression analysis was conducted to test the moderating effect of PEP. The results indicated that job satisfaction partially mediated the relationship between PEP and turnover intentions, but PEP did not have a moderating effect upon the relationship between job satisfaction and turnover intentions of employees.
10 citations
TL;DR: For example, this paper found that although dispersed social workers perceive themselves as having more autonomy and flexibility, they also can feel socially isolated and disconnected from their peers and supervisors, which may negatively impact organizational identification.
Abstract: Human service organizations are often challenged to become more efficient while maintaining the quality of their services. As a result, more organizations have restructured, adopting the practice of dispersed work, which allows employees more freedom and flexibility to meet organizational goals outside of the traditional workplace. While dispersed work allows social workers to engage in work activities beyond the traditional office environment, it may also impact their sense of belonging to the organization. Eleven dispersed social workers were interviewed to understand how interaction via new communication technology impacts organizational identification. Overall themes gleaned from this study suggest that although dispersed social workers perceive themselves as having more autonomy and flexibility, they also can feel socially isolated and disconnected from their peers and supervisors, which may negatively impact organizational identification. Despite the enhanced efficiency that technology can bring, human service organizations must strive to understand the unintended consequences of a dispersed workforce.
10 citations
TL;DR: In this article, the authors developed a model of individual and organizational factors related to retirees' desire to return to the organization they retired from and found that perception of the organization, perception of retirement, and meaning of work factors were functioning to predict post-retirement behaviors directed toward the organization individuals retired from.
Abstract: SUMMARY This research was aimed at developing a model of individual and organizational factors related to retirees' desires to return to the organization they retired from. To test this model, a 92-item survey measuring perceived organizational support, organizational identification, retirement planning/preparedness, reasons for retirement, retirement satisfaction, meaning of work, and post-retirement work behaviors was mailed out to 3,511 retirees of a southern California utility company. One thousand ten (1,010) retirees responded. Some support was found for the hypothesized model of post-retirement behaviors. This suggested that perception of the organization, perception of retirement, and meaning of work factors were functioning to predict post-retirement behaviors directed toward the organization individuals retired from. The proposed model serves as an initial step for explaining and predicting post-retirement behaviors.
10 citations
24 May 2012
TL;DR: In this article, the authors build a relationship model of organziational justice, organizational identification, and work engagement based on group engagement model, and reveal that organizational identification partially mediated the relationship between distributive justice, interactive justice and worker engagement, but did not mediate the relationship of procedure justice and engagement.
Abstract: Work engagement refers to a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption. Based on group engagement model, we build a relationship model of organziational justice, organizational identification, and work engagement. The results reveal that organizational identification partially mediated the relationship between distributive justice, interactive justice and work engagement, but did not mediate the relationship between procedure justice and work engagement. It is concluded with a discussion of research findings and implications for both marketing theory and practice.
10 citations