Organizational identification

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

Understanding Psychological Bonds between Individuals and Organizations: The Coalescence Model of Organizational Identification

Abstract: List of Tables List of Figures Foreword M.R.Edwards Preface Abbreviations and Symbols Introduction Psychological Bonds in Organizations Methodical Issues The Impact of Organizational Identification The Coalescence Model of Organizational Identification Common Method Variance Analysis of Structural Models Discussing the Structural Models Conclusion References Appendices Index

Examining Employee Motivation, Environmental Systems, and Corporate Social Responsibility in Proenvironmental Behavior

Abstract: The World Health Organization has pointed to climate change as the most significant issue in the 21 century as a result of greenhouse gas emissions and environmental pollution. Organizations are leaning toward corporate social responsibility (CSR) and environmental management systems (EMS) to reverse the current trend; however, these efforts are often ineffective or pooly implemented. The purpose of this quantitative study was to determine the extent to which employees’ proenvironmental behavior relates to their protection motivation and organizational identification, as well as their perception and knowledge of the organization’s CSR and EMS, respectively. Using social identity as the theoretical framework, this research addressed how organizational and intrapersonal factors influence employees’ proenvironmental behavior. One hundred-twenty employees from American-based organizations completed an online survey measuring self-assessed proenvironmental behaviors, among other variables. The results from a Pearson correlation analysis indicated that all of the independent variables had a significant positive relationship with employee proenvironmental behaviors. Multiple regression analysis showed that while each variable was a significant predictor of proenvironmental behaviors, only the economic dimension of CSR (β = .300, p = .014) and the self-efficacy dimension of protection motivation (β = .269, p = .037) significantly contributed to the model. Leaders’ use of the findings may lead to positive social change through improved environmental performance in the form of decreased pollution, a more efficient use of natural resources, and reduced greenhouse gas emissions, all toward a more sustainable future. Examining Employee Motivation, Environmental Systems, and Corporate Social Responsibility in Proenvironmental Behavior by Brian L. Warrick MS, New Jersey Institute of Technology, 1996 BS, University of Southern Maine, 1988 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Management Walden University November 2016 Dedication I dedicate this study to my amazing wife, Stacy, and two beautiful daughters, Brittney and Simone, whose encouragement and prayers helped me stay focused on my dream since the very first course. I am also thankful for my parents, who engrained in me the value of a solid education while acknowledging the trials and tribulations that come with a doctoral journey. The following Latin proverb captures it eloquently: “Absque sudore et labore nullum opus perfectum est” (“Without sweat and toil, no work is made perfect”). Acknowledgments In my usual fashion, I extend all of my appreciation to God, who provided me with not only the discipline, fortitude, perseverance, and mental capacity to achieve this doctoral degree, but also wisdom and confidence that I can do all things. I am thankful for greater understanding on a topic that I am most passionate about and for an increased opportunity to influence positive social change. I am certain that I would not have been successful had it not been for both Dr. McCollum and Dr. Lolas. Dr. McCollum, my chair, advisor, mentor, and closest ally, to this day continues to challenge me on leadership and provide me with opportunities to position myself in academia. His almost immediate review of and response to any submitted work, whether it was a prospectus, proposal, literature review, or post, were exemplarary and insightful. Without his wisdom on time management and his newly created dissertation checklist, this accomplishment would have been next to impossible. A special thank you must also go out to the cohort, whose members reminded me to be accountable on a weekly basis. I am also thankful to Dr. Lolas, who expressed a sincere interest in my research from day one. His appointment and notation as my committee member do not do him justice. He forecasted potential issues in my research strategy that came to fruition, and I was able to implement contingency plans to avert delays. His advice was indeed on point. Lastly, I am grateful for a supporting wife who has sacrificed everything, from long walks, to vacations, to going for ice cream, to quality time together. My dream became her dream, and together we were able to accomplish this monumental milestone. My daughter Simone, who 4 years ago gave me a book called Finish Your Dissertation Once and for All: How to Overcome Psychological Barriers, Get Results, and Move on With Your Life, was a motivational force for this journey. My daughter Brittney—who every night asked, “Are you working on your dissertation?”—kept me grounded and focused. For the countless teachers, professors, friends, and mentors along the way, I say thanks, for I am truly blessed.

Gender and Deployment Effects on Pro-Organizational Behaviors of U.S. Soldiers:

Abstract: This study examines whether gender moderates the relationships between deployment and both organizational identification and pro-organizational behaviors. The broader context motivating this study ...

Measuring the Effects of CSR on Compassion at Workplace: An Empirical Study in North East Region of India

Abstract: The purpose of this study is to find the effect of CSR on compassion at workplace in Asian developing countries mainly India. This study was conducted among the managers of financial institutions in northeast states of India. A sample of 441 was collected through self-administered questionnaire. Confirmatory factor analysis and Structural equation modeling were used to analyze the data. Findings indicated that CSR actions have direct effect on compassion at workplace and indirect effect through organizational identification and positive emotion. This study also supports two theories, social identity theory and effective events theory.This study gives series of recommendations to practitioners in north east region of India with regard to CSR activities. It may guide them to rethink about their CSR plans, policies and implementations. There is a dearth of empirical studies on CSR in Asian Developing Countries mainly India. This study highlights the roles that can be played by managers in framing the CSR policies. It proposes an approach to enforce CSR programmes effectively and efficiently.

The effects of psychological capital on employees’ organizational identification in hotels

Abstract: The purpose of this study was to examine the effects of dimensions of psychological capital on employees’ organizational identification in hotels. Through conducting a face-to-face interview, d ata were collected from a sample of 485 full-time employees working in 5-star hotels in Turkey and were analysed with the statistical program. The correlation analysis was used to investigate the relationship between independent variables and dependent variable and the regression analysis was used to determine the effects of psychological capital on organizational identification . The researchers found a positive correlation between dimensions of psychological capital and organizational identification and the psychological capital effects on organizational identification. It was indicated that the factors of psychological capital effected on organizational identification.