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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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Journal ArticleDOI
TL;DR: In this article, the authors examined the effects of procedural justice, training opportunities and innovation on job satisfaction and affiliation commitment via the mediating effect of organizational identification, and explored the moderating role of satisfaction with supervisor on the relationship between antecedents and organizational identification as well as its moderating effect on the mediational chain.
Abstract: The purpose of this paper is to examine the effects of procedural justice, training opportunities and innovation on job satisfaction and affiliation commitment via the mediating effect of organizational identification. The authors also explored the moderating role of satisfaction with supervisor on the relationship between the antecedents and organizational identification as well as its moderating effect on the mediational chain.,The authors used structural equation modeling techniques, using MPLUS 7.4, to analyze data collected from 247 full-time employees who were recruited by undergraduate students attending a private university in the Southeast region of the USA.,Results demonstrated that the indirect effects for procedural justice and training opportunities as predictors were significant, while none of the paths for innovation as a predictor were significant. Satisfaction with supervisor moderated the relationships between procedural justice and organizational identification and innovation and organizational identification.,This research expands the nomological network concerning antecedents and consequences of organizational identification. It also explores the role of satisfaction with one’s supervisor, as this can affect identification with the organization. This research provides support for the notion that stronger employee–organization relationships lead to positive individual and organizational outcomes.

7 citations

Journal ArticleDOI
TL;DR: In this article , a survey among Dutch employees found that employees who were not working during lockdown, or whose work hours were reduced sharply, perceived their job as contributing less to the greater good, identified less strongly with their organization and experienced more job insecurity compared with those who retained a large percentage of their work activities.
Abstract: COVID-19 has affected employees worldwide, and in many countries, governments have used lockdowns to control the pandemic. In some countries, employees were divided into essential and nonessential workers. A survey among Dutch employees (N = 408) investigated how a lockdown in response to the pandemic affected work perceptions. The study found that employees who were not working during lockdown, or whose work hours were reduced sharply, perceived their job as contributing less to the greater good, identified less strongly with their organization, and experienced more job insecurity compared with those who retained a large percentage of their work activities. The longer employees were in lockdown, the weaker their greater-good motivations and the more job insecurity. Furthermore, identification with colleagues and perception of positive meaning in one’s job were significant predictors of online organizational citizenship behavior directed at other individuals (OCB-I), whereas organizational identification predicted such behavior directed at the organization (OCB-O). Moreover, indicative of a job preservation motive, increased job insecurity was related to more online OCB-O, and more deviant online behaviors directed at others in the form of cyberostracism and cyberincivility. We further discuss practical lessons for future lockdowns to minimize negative consequences for organizations and employees.

7 citations

Journal ArticleDOI
13 Jul 2021
TL;DR: In this paper, the role of leader-member exchange relationships and organizational identification in nurses' intentional violation of hospital regulations to promote their patients' welfare, also called pro-social rule-breaking is investigated.
Abstract: AIM Despite the literature on nursing leadership, the research on the quality of exchange relationship between nursing leaders and nurses is in its initial stages. Also, the underlying mechanism that exists between leader-member exchange and employee outcomes warrants further inquiry. This study aimed to fill these gaps by investigating the role of leader-member exchange relationships and organizational identification in nurses' intentional violation of hospital regulations to promote their patients' welfare, also called pro-social rule-breaking. In contrast to a vast number of previous studies, we argue that pro-social rule-breaking can be positive for organizations. Therefore, nurses should be given margin and autonomy to break hospital rules when needed by establishing a high-quality exchange relationship with the supervisor. DESIGN A quantitative study was conducted on nurses working in hospitals in Pakistan by utilizing a non-probability convenience sampling technique. METHOD Data from nurses and their colleagues (n = 224) were collected at three-time points between June 2019 and August 2019 through questionnaires. RESULTS The results proved that nurses' possessing a high-quality exchange relationship with their supervisor feels a higher level of identification with their organization. In turn, they are more likely to engage in pro-social rule-breaking as a form of constructive deviance.

7 citations

Journal ArticleDOI
TL;DR: The authors examines organizational justification for change by analyzing sources of argument used by the Mormon Church to justify first the practice, then the abandonment, of plural marriage, in both cases, premises of argument that combined both transcendent and situational claims allowed the institution to respond to potentially dislocating environmental demands without changing its ideological posture or sacrificing its members' sense of organizational identification.
Abstract: Organizations are highly resistant to ideological change, yet must frequently adapt with their environments. The arguments used to justify change are, therefore, among an institutions most important means of survival. This essay examines organizational justification for change by analyzing sources of argument used by the Mormon Church to justify first the practice, then the abandonment, of plural marriage. In both cases, premises of argument that combined both transcendent and situational claims allowed the institution to respond to potentially dislocating environmental demands without changing its ideological posture or sacrificing its members’ sense of organizational identification.

7 citations

Journal ArticleDOI
TL;DR: In this paper, the relationship between attitudes towards workplace change, organizational identification and turnover intent was investigated in a public sector environment, and the authors found that the relationship among attitudes toward workplace change and organizational identification, and turnover intention was not well understood.
Abstract: In times of increasingly turbulent public sector change and frequent career shifts, the relationship between attitudes towards workplace change, organizational identification and turnover intent ar...

7 citations


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Performance
Metrics
No. of papers in the topic in previous years
YearPapers
202377
2022205
2021146
2020151
2019152
2018139