Organizational identification

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

Linking CEO relationship-focused leadership and corporate entrepreneurship: a multilevel moderated mediation model

Abstract: Corporate entrepreneurship is an important way for organizations to gain competitive advantages and achieve sustainable development. However, few studies pay attention to the influence of CEO strategic leadership on corporate entrepreneurship. Drawing on social identity theory and uncertainty-identity theory, this study aims to investigate whether CEO relationship-focused leadership impacts corporate entrepreneurship through middle managers’ (MMs’) organizational identification and whether the indirect effect is moderated by environmental uncertainty.,Using 192 Chinese samples with 192 firm-level and 716 department-level observations, this study uses multilevel structural equations modeling by Mplus 8.0 to test the theoretical model.,This study finds that CEO relationship-focused leadership positively predicts MMs’ organizational identification and corporate entrepreneurship, and MMs’ organizational identification mediates the relationship between CEO relationship-focused leadership and corporate entrepreneurship. In addition, environmental uncertainty moderates not only the relationship between CEO relationship-focused leadership and MMs’ organizational identification but also the indirect effect of CEO relationship-focused leadership on corporate entrepreneurship through MMs’ organizational identification.,This study enriches the understanding of process and contextualization of CEO strategic leadership influencing on corporate entrepreneurship.,To the best of the authors’ knowledge, this study is among the first to explore the influence of CEO relationship-focused leadership on corporate entrepreneurship.

Organizational Identification at a Multinational Company

Abstract: Objective: The present case study investigates to what extent employees working at the Dutch site of an American multinational biotechnology organization identify with this company. According to prior research, organizational identification leads to higher commitment to the organization. Gaining more insight into which factors drive or impede organizational identification can help organizations increase their employees’ identification and thus, commitment. Two hypotheses were tested. First, organizational identification was expected to be higher among international employees than Dutch employees. Second, a correlation was expected between organizational identification and organizational commitment.

Retaining employees - A study on work values of the millennial generation

Abstract: In the recent past, organizations have faced difficulties with developing and retaining a professional and committed workforce, because they struggle to cater towards the preferences of the incoming millennials. This paper investigates drivers of employees’ career commitment on the basis of a sample of millennial personnel serving in the German Federal Armed Forces and its administrative bodies. We study the direct effects of supervisor and organizational support on career commitment and explore the mediating roles of supervisor and organizational identification. We evaluate recent administrative reforms aiming at increasing the employer’s attractiveness by emphasizing work values that are important to the millennial generation: personal development and work-life balance. Results indicate that the former impacts more strongly on the millennials’ career commitment than the latter. Our data also suggests that organizational support is more effective when it comes to addressing these work values than the sup...

A Study of the Effects of Motivation-Hygiene Factors on nurse's Job Satisfaction, Organizational Commitment, and Organizational Identification

Abstract: Purpose: The purpose of this study was to analyze the effects of motivation and hygiene factors on nurse's job satisfaction, organizational commitment, and organizational identification. Methods: The subject hospital was 4 tertiary general hospital located in Seoul and Incheon, Korea. The participants of this study were 521 nurses working in the subject hospitals. The data were collected by self-reporting questionnaires from April 1 to June 30, 2004. The data were analyzed using SAS 8.0 program for descriptive statistics and stepwise multiple regression. Results: The mean score of variables were as follows. The motivation factor's total was 3.22, hygiene factor's total was 2.98, job satisfaction was 2.94. organizational commitment was 2.94, and organizational identification was 3.62. The statistically significant predicting factors of job satisfaction were achievement, work itself and salary. In organizational commitment, the significant predicting factors were achievement, advancement, work itself, policy and administration, working conditions, and interpersonal relations. In organizational identification, the significant predicting factors were work itself, responsibility, interpersonal relations, and personal life. Conclusion: With these results, it was identified that the predicting factors of nurse's job satisfaction based on Herzberg's two-factor theory. The most statistically significant factors were salary on job satisfaction, policy and administration on organizational commitment and work itself on organizational identification. So these results will be used to develop the more effective strategy of nursing staff management. And also these will be contributed to developing the nurse's motivation enhancement plans.

Perceived organizational support and work engagement: the role of psychosocial variables

Abstract: Purpose This study aims to test the role that organizational sociopsychological variables may play in influencing job stress and work engagement in an organizational identity change scenario. Design/methodology/approach On a sample of 118 employees of an Italian company in the personnel training services sector, multivariate statistical analysis tests a pattern where organizational variables such as work support (by supervisors and coworkers, independent variables) – moderated by corporate identification (moderating variable) – and mediated by organizational trust (mediating variable) – boosts employee work engagement and lowers psychosocial risks (dependent variables). Findings The mediating effect of “organizational trust” is significant in the relationships of “supervisor social support” and “coworker social support” with the “absence of psychosocial risks.” Moreover, an increase in supervisor social support can lead to a statistically significant increase in work engagement. This occurs only for employees with low or medium identification and not in highly identified individuals. Originality/value The findings from the analysis on moderation are of primary importance because they show us a new perspective that can play the role of a guiding and practical principle on how to act on an organization’s human resources, specifically targeting those with lower or medium corporate identification.