Organizational identification

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

Creativity and Organizational Identification in Research and Development Environments

Abstract: During the past decade, an increasing amount of personnel activity has been directed toward the encouragement of creativity and innovation among organizational employees. In an era characterized by rapid advancement in science and technology, many organizations must cope with change as a matter of operational necessity. Awareness and adaptation are often prime requisites of organizational success. To meet the demands of an ever-changing environment, organizations largely rely on the inventiveness and imagination of their research and development staff, who function as their primary change agents. In research and development settings, creativity is facilitated by diversities in organizational climate not typically found in more bureaucratic structures. Characteristics of creative organizations include \"flat\" or adaptive hierarchies, dispersion of power and decision-making, emphasis on intrinsic motivations and rewards, receptiveness of new ideas, and tolerance of non-conformity. In essence, creative organizations differentiate or specialize their activities to meet changing conditions. By its nature, however, such differentiation frequently leads to the generation of ambiguity and/or conflict situations. To overcome the inherent uncertainties associated with differentiated operations, innovative organizations must also provide for integration of organizational effort. One method of integration involves the encouragement of organizational identification behaviors among staff personnel. Organizational identification has been linked to many beneficial organizational outcomes, including unity of effort, goal achievement, and quality of performance.' Such positive outcomes are particularly germane to research and development environments, where competitive practices often create excessive time and performance pressures upon employees. In addition, identified employees are likely to be resistant to personnel \"raiding\" efforts of competitors. Thus, they may serve as a stabilizing factor in organizations, providing a thread of continuity to organizational operations. Therefore, to provide effective means of differentiating and integrating their activities, research and development organizations are likely to provide rewards to employees for both creativity and organizational identification behaviors. An important underlying assumption of such rewards is

Needs–supplies fit and behavioral outcomes: The mediating role of organizational identification

Abstract: While it is well known that person–organization fit is an important antecedent of behavioral outcomes, little is known about needs–supplies fit in this relationship. In this way, we first want to extend our knowledge about defining and assessing work-related needs derived from employment quality indicators as the basis for needs–supplies fit. Second, following the Cognitive and Affective Personality System theory, we test the mediating role of organizational identification to better understand how needs–supplies fit is related to task performance and organizational citizenship behaviors. Data were collected in two companies: sample 1 (N=525) and sample 2 (N=525). Results show (a) that a specific needs–supplies fit perception (i.e., based on 12 work-related needs derived from employment quality indicators) is positively related to a global needs–supplies fit perception (i.e., based on an overall job perception), suggesting that needs–supplies fit may be a multidimensional concept and (b) the full mediating role of organizational identification in the relationship between needs–supplies fit and performance measures.

Örgütsel Özdeşleşme, Örgütsel Bağlılık ve İş Tatmini İlişkisi: Otel İşletmelerinde Bir Araştırma (The Relationship between Organizational Identification, Organizational Commitment, and Job Satisfaction: A Research in Hotel Operations)

Abstract: Bu çalışmada örgütsel özdeşleşme, örgütsel bağlılık ve iş tatmini ilişkisini ortaya koymak amaçlanmıştır. Araştırma verileri, üç adet beş yıldızlı otel işletmesinde çalışan 708 kişiden elde edilmiştir. Korelasyon analizi sonucunda örgütsel özdeşleşme, örgütsel bağlılık ve iş tatmini arasında pozitif yönde anlamlı bir ilişki bulunduğu tespit edilmiştir. Regresyon analizi sonuçlarına göre ise örgütsel özdeşleşmenin örgütsel bağlılık ve iş tatmini üzerinde anlamlı bir etkisinin olduğunu ve örgütsel bağlılığın da iş tatmini üzerinde anlamlı bir etkisinin olduğunu göstermektedir. Buna göre otel çalışanlarının örgütsel özdeşleşme algılarının artması durumunda örgütsel bağlılık ve iş tatmini düzeylerinin artacağı görülmektedir. Aynı zamanda örgütsel bağlılıklarının artması durumunda da iş tatmini seviyelerinin artacağı ifade edilebilir. Öte yandan araştırma bulguları otel işletmelerinde örgütsel özdeşleşmenin iş tatmini üzerindeki etkisinde örgütsel bağlılığın kısmi aracılık etkisinin olduğunu göstermektedir.

The effect of ethical leadership on voice behavior: the role of mediators organizational identification and moderating self-efficacy for voice

Abstract: Some ethical violations that occur in both business organizations and the government in turn highlight the important role of leadership in managing ethical accountability. Ethical leadership arises as a result of various ethical violations and demands for leaders to be able to manage ethical accountability. This study explains the mechanism of influence of ethical leadership behavior on voice behavior in private sector organizations in Indonesia. This study attempts to look at the role of organizational identification as a mediator on the influence of ethical leadership on voice behavior and incorporate the effects of mediation and moderation in one model (moderated mediation model) by using self-efficacy for voice as moderating. Learning theory, social exchange, social identity, and self-efficacy were used as the foundation in this study. 230 valid responses from employees took part in this study. The results of the data analysis showed ethical leadership behavior had a positive influence on voice behavior. Furthermore, organizational identification mediates the influence of ethical leadership on voice behavior and self-efficacy for voice moderating that influence. These findings indicate that employees identified with the organization have a tendency to voice behavior, then employees with high self-efficacy for voice will be more confident in their ability to conduct voice behavior.

Masculinity contest culture reduces organizational citizenship behaviors through decreased organizational identification.

Abstract: Masculinity contest culture encourages fierce competition and race for status at all costs. Across three experiments (Ntotal = 554), we investigated how masculinity contest culture affects discretionary performance at work (i.e., organizational citizenship behaviors). Compared to an alternative culture (i.e., feminine nurturing culture), participants in the masculinity contest culture condition reported lower levels of organizational citizenship behaviors toward the organization and its members. Further results showed that masculinity contest culture diminished individuals’ intentions to engage in discretionary performance through reduced organizational identification. We did not find a moderating effect of gender, suggesting that masculinity contest culture thwarts discretionary performance and organizational identification for both women and men.