Organizational identification

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

Interplay of organizational identification, regulatory focused job crafting and job satisfaction in management of emerging job demands: evidence from public sector enterprises

Abstract: Public sector enterprises (PSEs) face market complexities like any other commercial organization. To ensure sustenance of such enterprises, effective management of emerging job demands by their emp...

Impact of Perceived Corporate Social Responsibility on Organizational Citizenship Behavior: Mediating Role of Organizational Identification

Abstract: This study extends the research being carried out in the area of corporate social responsibility (CSR) and resulting extra-role employee behaviors. This paper deeply analyzes the process and mechanism through which employee perceptions of two components of CSR i.e. employee and community exhibit rewarding organizational citizenship behavior (OCB). Social identity theory presents the basis for predicting primary interventions of CSR initiatives that in this case are affective and evaluative dimensions of organizational identification, which lead towards building behaviors like OCB dimensions of sportsmanship and conscientiousness. This research model relies on a 277 employees’ data, collected from multinational and national companies of Pakistan. The analysis of the study is based on structural equation modelling to test the hypothesized relationships. Both dimensions of organizational identification partially mediate the CSR–OCB conscientiousness and CSR–employee turnover intentions links. However, in case of OCB sportsmanship only the link between perceived CSR towards community through evaluative organizational identification has been established. The other process affecting OCB sportsmanship by perceived CSR towards employees through affective organizational identification does not find any empirical support from the study. Although, all of the hypothesized direct relationships not find any empirical support from the study. Although, all of the hypothesized direct relationships proved significant. The study gives meanings to different processes and mechanisms involved in differently directed CSR initiatives and resulting employee behaviors that can lead to farther organizational success and progress. Therefore, this study is particularly beneficial for policy makers in order understand the value of different CSR initiatives even to have competitive edge as well as for researchers to explore further on different areas of CSR.

The Use of Agency Workers Hurts Business Performance: An Integrated Indirect Model

Abstract: The use of agency temps in the workplace has been the subject of considerable research interest, much of it focused on the effects that using temps have on the job attitudes of regular employees. W...

Analyzing the Effect of Corporate Social Responsibility Perception on Organizational Identification from Employee Perspective

Abstract: Organizational identification is a basic element of an employee’s connection to the organization. In the literature, organizational identification has been taken up with many concepts. The aim of this chapter is to debate the impact of corporate social responsibility on organizational identification. CSR cares for social benefit on a voluntary basis. The benefits of organizational identity and identification cannot be denied because employees who identify themselves with their organization also endeavor to implement the voluntary efforts made by their organization. It is widely accepted that corporate social responsibility activities play an important role in increasing the employees’ organizational identification. In the scope of the research, a survey study has been conducted with employees working in public and private sectors in Istanbul. The results of this research show that corporate social responsibility (CSR) activities explain the employees’ organizational identification. In addition, it has been determined that the employees’ CSR perceptions differ according to demographic specifications and seniority, but they do not differ according to age, gender, and position.

Company Facebook and Organizational Identification

Abstract: This study examined links between organizational Facebook pages and employee connection to the larger organization. Employee interaction with their company’s Facebook page was linked to higher levels of organizational identification and bridging social capital outcomes. Bridging social capital outcomes was also associated with organizational identification. Results indicate that the company Facebook page, considered primarily as a tool to engage external stakeholders, may also function to engage employees.