Organizational identification

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

Friends with Benefits: The Positive Consequences of Pet-Friendly Practices for Workers’ Well-Being

Abstract: Although there is evidence that pets may help individuals who are facing significant daily stressors, little is known about the benefits of pet-friendly practices for their owners’ well-being. Based on the social exchange theory and on the Rusbult investment model, we argue that organizational pet-friendly practices will be viewed as a source of support from an organization that increases workers’ organizational identification, which in turn will lead to higher levels of psychological well-being and life satisfaction. For this study, 208 working adults answered an online questionnaire. Results from the study showed that the more pet-friendly practices the higher the workers’ organizational identification, which led to higher indices of psychological well-being and life satisfaction. This study contributes to a better understanding of the human–animal interaction and how pets can function as a resource for individuals’ well-being at work.

Job Autonomy and Work Alienation: Organizational and Occupational Identification as a Mediator

Abstract: This research was conducted to determine the direct and indirect impact of lodging enterprise employees’ perception of job autonomy level on decreasing work alienation tendency. In the examination of the indirect relationships between these two concepts, employees’ perceptions of organizational and occupational identification were determined as mediating variables based on the relevant literature and a structural equation model was developed based on sources of identification and tested via appropriate statistical methods. Questionnaire developed to test the interactions between the variables empirically was applied to lodging enterprise employees in Istanbul which is one of the major tourism destinations in Turkey. Based on the theoretical framework, five research hypotheses which include the direct impact of job autonomy on work alienation and sources of identification were developed. After determining the interactions between the variables, mediating role of organizational and occupational identification in the impact of job autonomy on work alienation was examined through appropriate statistical methods via AMOS 22.0 software package. Structural equation modeling was used to test research hypotheses and mediating effects. After examining model fit indices and path coefficients of variables, it was determined that employees’ perception of job autonomy decreased their tendency for work alienation and organizational identification played a partial mediating role in this decrease. In addition, occupational identification was affected by employees’ perception of job autonomy but did not affect their work alienation levels. Thus, four of the five research hypotheses were confirmed. Findings of this research provide the managers with detailed information on individual and organizational results of providing autonomy for employees at workplace. This study is going to be the first study that aims to analyze the concepts of job autonomy, work alienation, and identification all together with both a theoretical and a structural model. This is also to be the first study on lodging enterprises of tourism industry in this context. Keywords: Job autonomy, Work alienation, Occupational identification, Organizational identification, Lodging enterprises, Structural equation model

Why perceived organizational and supervisory family support is important for organizations? Evidence from the field

Abstract: The relationship between perceived organizational support and its work-outcomes were usually based on social exchange theories. By keeping the social exchange framework in mind, this study additionally draws on “affective infusion model” and on “functionalist perspective” to study moderating role of cognitive emotion regulation (CER) in relationships among perceived organizational-supervisory family support (POFS–PSFS) and organizational identification, psychological contract breach, and work–family conflict (WFC). Results show that perceived POFS and PSFS are positively related to organizational identification, negatively related to WFC, and psychological contract breach. Employees with higher levels of CER tend to identify themselves more with their organizations and less with WFC (at Time 2) than do employees with low levels of CER in response to perceived organizational family support (at Time 1). Furthermore, employees with higher levels of CER tend to identify themselves more with their organizations, and have less psychological contract breach, and WFC (at Time 2) than do employees with low levels of CER in response to perceived supervisory family support (at Time 1). In the end, the implications, limitations, and future research directions were also discussed.

Acoso laboral entre profesionales de enfermería: El papel protector de la identidad social en el trabajo

Abstract: Title: Mobbing among nurses: the defensive role of group identification and organizational identification. Abstract: The aim of this paper is twofold. First, to examine the relation- ships between organizational identification and group identification with work harassment. Second, to analyze the mediator role of perceived social support from different sources- organizational and group- into the identi- fication and harassment relationships. Using a sample of 388 Spanish nurses we found partial support for our hypotheses. Structural Equation modeling analyses showed that organizational identification and group identification were negative predictors of harassment behaviors. More- over, results proved that perceived group support partially mediated the group identification-harassment relation. At the same time, perceived organizational support failed to mediate the organizational identification- harassment relation. These results validated and expanded the previous research on organizational identification and work related behaviors.