Organizational identification

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

Organizational justice and organizational identification of millennials in mergers and acquisitions: a conceptual framework

Abstract: This article proposes a conceptual framework of influence of organizational justice on organizational identification of Millennials in mergers and acquisitions (M&As). An extensive literature review method was employed to identify and analyse relevant literatures, and was driven by the Person-Environment Fit theory. This research focuses only on Millennials owing to the significant increase of this generation cohort in many countries’ workforce. The authors identified potential predictors of three dimensions of organizational justice, viz. distributive justice, procedural justice, and interactional justice on organizational identification as perceived by Millennials in M&As. Future research should validate and examine the predictive power of the proposed relationship. The paper could offer practical implications to human resource managers, communication managers,and employees to assist in the M&A process by understanding organizational identification resulting from organizational justice. In an M&A deal one should take cognizance of specific relationships between organizational justice dimensions and organisational identification from the perspective of the Millennials. The paper uses the Person-Environment Fit theory in conceptualizing organizational identification by linking it with organizational justice dimensions in an M&A context and it further adds value to conceptualizing organizational identification.

Personal-Organizational Processes in Workplace Health Promotion: Understanding Wellness Program Participation in China

Abstract: Around the world, there has been a noticeable increase in demand for workplace health promotion (WHP). Research has demonstrated the beneficial outcomes of WHP program participation, yet scholars lack an all-encompassing framework that captures why employees do or do not participate in these initiatives, especially in non-Western contexts. To show the role of two personal–organizational processes—perceived organizational support and organizational identification—in predicting WHP program participation, we collected survey data from 204 employees at a Chinese company with a wellness program. Results suggest that organizational identification mediates the relationship between perceived organizational support and employees’ participation in WHP programs. Besides contributing to the WHP literature in non-Western countries, this study opens up new opportunities to explore the relationship between other personal-organizational processes and their relationship to WHP.

Impact of CSR on Organizational Behavior during a Pandemic: Highlighting Public Health and Safety in the Airline Industry

Abstract: This study expands Carroll’s CSR typology with the public health and safety dimension to examine how the airline industry’s CSR and public health and safety activities influence flight attendants’ organizational identification, self-esteem, and commitment to the company during COVID-19. A total of 342 South Korean flight attendants participated in online surveys. Based on social identity theory and using structural equation modeling (SEM), the study reveals that ethical-, economic-, and philanthropic-CSR and public health and safety are positively related to organizational identification and that all are linked to the self-esteem and organizational commitment of flight attendants. However, legal-CSR did not affect their organizational identification. The results suggest that “public health and safety” should be applied when initiatives aim to enhance flight attendants’ organizational behavior. The study’s findings contribute to the literature by extending the original CSR model and providing theoretical and practical implications for academic researchers and airlines during a pandemic.

Employer brand to leverage employees’ intention to stay through sequential mediation model: evidence from Indian power sector

Abstract: This study aims to explain the linkage between employer branding and employee retention; a sequential mediation is hypothesized, where it is proposed that the relationship between employer branding and employee retention is sequentially mediated by person–organization fit (P-O fit) and organizational identification.,The sample belongs to 224 executive-level employees of the Indian power sector organization. The sequential mediation model is tested by using SPSS macro command of Preacher and Hayes.,The findings established that the relationship between employer brand and employees’ intention to stay is sequentially mediated by P-O fit and organizational identification.,The findings emphasize the role of employer brand on constructs such as P-O fit, organizational identification and intention to stay. In addition, the established mechanism emphasizes the role of P-O fit to realize the benefits such as organizational identification and employee retention.,Internal branding efforts may have a major impact on workforce attitude and behavior including engagement, job performance and retention. “Yet studies of the positive impact of employer brand on employee attitudes and behaviors, or of the factors that shape employer brand, are rare” (Charbonnier-Voirin et al., 2017, p. 2). Along the line of such gap, this study has taken up to test the unexplored sequential mediation mechanism between employer brand and employees’ intention to stay through P-O fit and organizational identification.