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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 used the stimulus-organism response (S-O-R) model to examine whether internal communication (IC) evokes FLEs' organizational identification (emotional) and job satisfaction (cognitive), and whether these in turn shape FLE customer-oriented behavior.
Abstract: Frontline employees (FLEs) are a key source of competitive advantage for organizations and have a significant impact on the quality of customer–firm interactions. This study aims to use the stimulus-organism-response (S-O-R) model as a theoretical lens to examine whether internal communication (IC) (stimulus) evokes FLEs’ organizational identification (emotional) and job satisfaction (cognitive), and whether these in turn shape FLE customer-oriented behavior (response). The study also tested whether these mediated relationships are moderated by perceived communication formalization.,The hypothesized mediated and moderated effects were tested using data collected from a cross-sectional survey of 293 full-time salespeople working for a large general insurance company.,Both organizational identification and job satisfaction simultaneously mediate the relationship between IC and customer-oriented behavior. Perceived communication formalization was found to weaken the mediated relationship between IC and customer-oriented behavior, but only when this is via job satisfaction.,This study has shown that where IC is positively viewed by FLEs, it can be leveraged as a key driver by organizations to evoke simultaneous positive emotional and cognitive reactions, leading to increased customer-oriented behavior.,This study informs both theory and practice related to effective IC among customer-contact FLEs.,The study shows how IC can simultaneously produce two simultaneous emotional and cognitive reactions leading to FLE customer-oriented behavior and how these mediated relationships can be moderated by perceived communication formalization. The study used the S-O-R model as the theoretical lens to test these relationships.

6 citations

Journal ArticleDOI
TL;DR: In this paper, the authors investigated the relationship between servant leadership, employee turnover intention (TI) and organizational identification (OI) in hospitals and found that servant leadership has a positive relationship with organizational identification and negatively impacts turnover intentions of the front-facing employee.
Abstract: Purpose This paper aims to study the relationship between servant leadership (SL), employee turnover intention (TI) and organizational identification (OI) in hospitals. Design/methodology/approach The study uses a quantitative approach to investigate the relationships between SL, OI and TI, using data collected from a sample of 266 front-facing employees in a private Indian hospital setup. Structural equation modeling is used to analyze the data and test the hypotheses. Findings The findings reveal that servant leadership has a positive relationship with organizational identification and negatively impacts turnover intentions of the front-facing employee. Further, the study also reveals, contrary to expectations, organizational identification has no significant mediating effect between servant leadership and turnover intentions. Research limitations/implications This research is limited to front-facing employees in hospitals and the study may be extended to other industries in the service sector. Future studies may consider other mediating and moderating variables to fully understand the mechanism of impact of servant leadership on turnover intention. Multi-level studies can also be carried out. Practical implications With the ever-increasing expectations for better patient care, robust leadership models have required that address front-facing employee’s well-being, enabling their attention toward patients. This paper provides the impetus for the development and adoption of servant leadership specifically within hospitals and the service sector. Originality/value This study is one of the few studies that empirically examines servant leadership in the health-care domain. The study also contributes to the extant literature on servant leadership by empirically examining the mediation effect of organizational identification between SL and TI. To the authors’ best of knowledge, this study may be the first of its kind, providing evidence of servant leadership’s impact on turnover intention and organizational identification in hospitals using data from the Indian context.

6 citations

Journal ArticleDOI
TL;DR: In this article, the authors show how developing initiatives to improve the local organization of work is complicated by the fact that supporting initiatives as an employee can lead to undesired identity ascriptions from other participants in relation to employees' organizational identification or disidentification.

6 citations

Book ChapterDOI
01 Jan 2020
TL;DR: In this paper, the authors proposed that the positive relationship between perceived organizational support (POS) on OID will be stronger for the employees with positive reciprocity beliefs and found that POS had positive impact on organizational identification.
Abstract: Organizational identification (OID) plays a crucial role in employee-organization relationship, which leads to a range of positive individual and organizational outcomes such as employee satisfaction and well-being, organizational citizenship behavior, performance and turnover intentions. Drawing on the social exchange theory, it is proposed that the positive relationship between perceived organizational support (POS) on OID will be stronger for the employees with positive reciprocity beliefs. Data was collected using structured questionnaires to measure the variables under study. The sample of the study was 306 employees working in different Indian organizations. The data was analyzed using hierarchical multiple regression. The results of the study show that POS had positive impact on OID. Further, the relationship between POS and OID was moderated by positive reciprocity beliefs such that the relationship was stronger when the positive reciprocity beliefs were higher. Theoretical and practical implications of the results are discussed for better understanding and application of the research.

6 citations


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