Organizational identification

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

Advertising and employees: exploring the impact of discrepant ads on organizational identification.

Abstract: We develop a conceptual model of the effects of advertising on an employee's organizational identification. Advertising is proposed to affect identification based on an employee's attention to the ...

Examining Student Identification with the Alumni Organization at a 4-Year Commuter Campus.

Abstract: Past research has identified several institutional and individual antecedents that lead to greater intent to support an organization. This paper takes an organizational identification approach in developing an Alumni Relationship Model (ARM) that can be used by universities to generate greater support for their Alumni services activities. This paper shows that by going beyond traditional organizational identification models and by introducing new variables, it is possible to broaden and enrich both practice and theory of organizational identification within a university setting.

Employee Performance Measurement Development Based on Green HRM Indicators

Abstract: The purpose of this study is to develop employee performance indicators based on Green HRM, quantitatively test the influence of Green HRM implementation on employee performance and answer black box that explain how the implementation of Green HRM can improve employee performance through the effect of mediation role (Organizational Identification) and moderation (Perceived Organizational Support). The sample of this research is 90 respondents from six state universities in Central Java Province with simple random sampling technique. Implementation of Green HRM is not only needed in the business world only, but also in education that has committed to implement environmental management system in its business process. The result of this study indicates that employee performance indicators based on Green HRM are formed from policies that support green behavior and green health in the office and also waste management policies. This research also supports the result that the implementation of Green HRM can increase the sense of ownership of employees in the organization that ultimately can improve its performance. However, the role of moderation was not significantly supported. This means that organizational support for successful implementation of Green HRM is not very necessary as long as employees understand the organization’s identity well. Suggestions for this study are, although the organizational support is not proven to moderate the successful implementation of Green HRM on the high organizational identification perceived by employees, but organizational support is still needed to support employee performance. Keywords: Green HRM, Organizational Identification, Job Performance, Perceived Organizational Support

Impacts of cooperative and competitive personalities on tacit knowledge sharing among Chinese employees

Abstract: Purpose The purpose of this paper is to study the influence of cooperative and competitive personalities on tacit knowledge sharing (TKS) by exploring the mediating role of organizational identification (OI) and the moderating role of perceived organizational support (POS) among Chinese employees. Design/methodology/approach Conducting a network survey of ordinary employees from Chinese listed companies (2019) as the research objects, the authors collect 298 valid samples for research. The authors apply confirmatory factor analysis to test the reliability and validity of the constructs, structural equation modeling to verify the direct effect and the PROCESS macro to test the mediating and moderating effects. Findings The results show that there is a positive relationship between cooperative personality (COP) and TKS, and there is an inverted U-shaped relationship between competitive personality (CMP) and TKS. OI plays a mediating role between COP and TKS, while POS plays a negative moderating role between COP and TKS. Research limitations/implications This paper only takes Chinese employees as the research sample, and future research can make a cross-cultural comparison between the impacts of cooperative and competitive personalities on employees’ behaviors. Practical implications The results of this study suggest that enterprises should actively cultivate the COP of employees, and managers should refrain from intervening in the behaviors of employees with COP. At the same time, for employees with CMP, managers should guide them to control their competitive tendency at a reasonable level. The conclusions of this paper also suggest that managers should pay attention to the cultivation of employees’ OI. Originality/value This study plugs the gap in research on the impacts of cooperative and competitive personalities on TKS. It makes a contribution to the research development of COP and CMP and their influence mechanisms on employees’ behaviors. In addition, the negative moderating effect of POS on COP–TKS link verifies the correctness of Y theory. Studying the relationships among personality traits (cooperative and competitive personalities), cognition (OI) and behaviors (TKS), this paper makes a contribution to such a research stream.