Organizational identification

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

Paternalist Liderlik Davranışının Örgütsel Özdeşleşme Üzerindeki Etkisinde Çalışanların İşe Tutkunluk Düzeylerinin Aracılık Rolü

Abstract: This study examines the influence of perceived paternalist leadership behavior on the level of organizational identification of employees with benevolent, ethical and authoritarian leadership subdivisions, and in this effect the mediator role of employees' levels of work engagement. In this scope; the conceptual framework established primarily for paternalist leadership, organizational identification and work engagement is presented. Then, findings and conclusions related to the survey implemented within the scope of the research are included. The sample of the study consists of a total of 1032 employees working in the public sector and private sector organizations operating in the province of Kirsehir, which is reached through the face-to-face survey method. Likert type scale was used in the questionnaire form and structural equality model (SEM) was chosen as the research model. For the analysis of the data, the SPSS 22.0 package program and AMOS 24 SEM program were used together. The findings of the research show that the paternalist leadership’s authoritarian leadership subdimension does not have a meaningful effect on the organizational identification and therefore the role of mediation of work engagement can not be examined as well as that the paternalist leadership’s the benevolent leadership subdimension has a positive and meaningful effect on the organizational identification and the work engagement has a fully mediator role in this effect. It is also found that the moral leadership subdimension of the paternalist leadership has a positive and meaningful effect on organizational identification, but that work engagement has partly mediator role in this effect.

Ethical Leadership: Not Everyone Responds Equally

Abstract: Theoretical frameworks associated with ethical leadership have not fully considered the nature of the leader–follower exchange, and, in addition, few studies have considered the impact of follower individual differences in reactions to ethical leadership. Our research extends the customary social exchange perspective of transactional and relational resources by accounting for the ideological resources (i.e., value-oriented principles) that can also imbue the leader–subordinate relationship. Second, differences in equity sensitivity are hypothesized to moderate the influence of ethical leadership on employee attachment to the organization. We predicted that the impact of ethical leadership on organizational commitment, job satisfaction, and organizational identification is greater for individuals with a more benevolent orientation. In Study 1 (N = 223), equity sensitivity moderated the influence of ethical leadership on organizational commitment and organizational identification. In Study 2 (N = 24...

The impact of high performance work system on employee service performance: the role of organizational support and organizational identification

Abstract: PurposeAn important objective of human resource (HR) research is to understand how HR practices can influence employee attitudes and behaviors in order to help achieve organizational goals via employee performance. The paper studies the relationship between High Performance Work System (HPWS) and employee service performance (ESP) via organizational support (OS) and organizational identification (OI). On one hand, this may help understand the “black box” between HPWS practices and ESP. On the other hand, while OS refers to employees' evaluations of favorable treatment from the organization and HPWS represent a significant channel the organization uses to communicate its support to employees, OS and OI literatures have not comprehensively examined the effect of HPWS practices on employee OS and OI beliefs.Design/methodology/approachThis study takes a quantitative approach and employs hierarchical regression from a sample of 467 employees in 10 commercial banks in Sierra Leone.FindingsThe results show a positive relationship between HPWS practices and ESP and at the same time OS and OI partially mediate the relationship, suggesting that employees draw inferences from the HPWS-related treatment they receive in assessing the supportiveness of the organization.Research limitations/implicationsIn this study, the authors put forth an innovative conceptual model of performance management by testing the relationships which have not been tested before, especially in a new context of banking industry in Sierra Leone. By implementing HPWS practices that demonstrate the organization cares about the employees' well-being and values their contribution, organizations are likely to be perceived as offering high levels of support for the employees.Originality/valueThe results of this study add to our knowledge about the antecedents of OS and OI. Moreover, while OS and OI research has been largely rooted in the organizational behavior literature, this study bridges the human resource literature and the organizational behavior literature, by combining HPWS, OS, OI and ESP.

Testing a need satisfaction approach to organizational citizenship behaviours and counterproductive work behaviours

Abstract: Although need theories traditionally were considered as a very important part of psychology, they soon lost their appeal due to the lack of enough empirical support. More recently however, newer need theories have been proposed by scholars that have gained a fair amount of empirical support in various domains. Despite their popularity in different domains, more research is needed to establish the validity of such theories in the organizational field. The purpose of this study therefore was to test the utility and strength of need theories in predicting two major organizational outcomes, Organizational Citizenship Behaviours (OCB) and Counterproductive Work Behaviours (CWB), and to investigate the possible mechanisms through which satisfaction of psychological needs in the workplace might lead to those outcomes. In so doing, Self-Determination Theory (SDT) and the SCARF model were used as the need theories in this study. The sample was consisted of 294 participants who were recruited from Amazon Mechanical Turk, which is an online crowdsourcing platform for recruiting research participants. Hierarchical Multiple Regression Analyses showed that SDT was the more parsimonious need theory in predicting both OCB and CWB. Additionally, the role of employees’ Emotional States and Workgroup Identification (WID) were tested as two mediating variables involved in the relationship between need satisfaction and outcomes. Results of a Parallel Mediation Analysis showed that Positive and Negative Emotional States mediated the relationship of need satisfaction to OCB and CWB respectively. However, contrary to the hypothesis, WID did not mediate this relationship. Results of this study provide further support for the validity and strength of SDT as a leading contemporary need theory in the workplace, and give researchers a deeper insight into the possible