Topic
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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TL;DR: In this paper , the authors examined whether the characteristics of flight attendants in terms of work passion and job tenure moderate the effect of perceived organizational support on organizational identification, and found that perceived support tends to have a weaker positive effect on organizational recognition for flight attendants who demonstrate high work passion.
Abstract: Grounded in Herzberg's motivation-hygiene theory, this research examines whether the characteristics of flight attendants in terms of work passion and job tenure moderate the effect of perceived organizational support on organizational identification. Data was collected from 307 flight attendants among the five domestic airlines based in Thailand during the COVID-19 pandemic. This study used the partial least squares structural modeling to analyze the data. The results confirmed the positive association between perceived organizational support on organizational identification. However, the results from the moderating effect analysis indicate that perceived organizational support tends to have a weaker positive effect on organizational identification for the flight attendants who demonstrate high work passion and for the flight attendants with long tenure. As a theoretical contribution, the study extends the knowledge from prior research by proposing the boundary conditions in terms of individual characteristics to explain why different groups of employees may not be motivated by organizational support to the same degree.
4 citations
TL;DR: In this article, the authors investigated the association between perceived glass ceiling and career satisfaction among Indian managers and examined the impact of glass ceilings on Indian managers' satisfaction with their career. But, they did not investigate the relationship of perceived glass ceilings with the actual reality.
Abstract: The motivation of the present study is to investigate the association between perceived glass ceiling and career satisfaction among Indian managers. The study examined the impact of glass ceilings ...
4 citations
01 Jan 2016
TL;DR: In this article, the mediating role of cynicism on the relationship between authentic leadership and organizational identification is explored, and it is found that authentic leaders can be described as genuine leaders who are transparent, have integrity, high ethical standards and who create trust.
Abstract: Positive organizational behavior is a contemporary field in organizational behavior and authentic leadership can be considered as a leadership style, emerged from positive organizational behavior. Authentic leaders can be described as genuine leaders who are transparent, have integrity, high ethical standards and who create trust. As authentic leaders are motivated by the well-being of their subordinates and organization, they help employees find meaning and connection at work through greater self-awareness and internalization of values. Hence, the follower’s organizational identification is expected to be higher. Authentic leadership is also found to have a negative effect on cynicism, whereas in some studies, organizational cynicism is found to have a negative and significant effect on organizational identification. The purpose of this study is to explore the mediating role of cynicism on the relationship between authentic leadership and organizational identification. In the context of the study, a survey using questionnaires is conducted. The data were gathered conveniently from 122 white collar employees who work in companies of different sectors and departments. The results reveal that the relationship between authentic leadership and organizational identification is mediated by cynicism.
4 citations
TL;DR: Herda and Lavelle as discussed by the authors examined how individual auditors' identification with, and commitment to, privately held audit clients affects their objectivity and found that client identification is distinct from client commitment.
Abstract: SUMMARY: This article summarizes our recent study, “Client Identification and Client Commitment in a Privately Held Client Setting: Unique Constructs with Opposite Effects on Auditor Objectivity” (Herda and Lavelle 2015), which examines how individual auditors' identification with, and commitment to, privately held audit clients affects their objectivity. Based on a survey of 102 external auditors, we find that client identification is distinct from client commitment. This distinction is important because identification as a construct is easily and often confused with commitment, and the terms are often used interchangeably. Client identification entails auditors perceiving themselves as one with the client. In contrast, client commitment reflects a responsibility for and dedication to the client, but the auditor and client remain separate psychological entities. Consistent with prior research, we find that client identification impairs auditor objectivity. Conversely, we find that client commitment enha...
4 citations
01 Jan 2016
4 citations