Organizational identification

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

Pozitif ve negatif duygulanım ve iş doyumunun örgütsel özdeşleşmeye etkisi: Otel çalışanları üzerine bir araştırma

Abstract: The main purpose of this research is to analyze whether positive and negative affectivity and job satisfaction affect the organizational identification level of employees. Therefore, questionnaire form was conducted on 403 hotel employees’ working in five star hotels in Alanya. A survey consisting of “Positive and Negative Affectivity Scale”, “The Minnesota Job Satisfaction Scale” and “The Organizational Identification Scale” was used as a measuring tool. Obtained data was analyzed in statistical package program by means of Pearson correlation and regression analyses. With regard to the analysis have been made, it has been found out that while positive affectivity is positively correlated with job satisfaction and organizational identification , negative affectivity is negative correlated with job satisfaction and organizational identification . The result indicated that positive and negative affectivity and job satisfaction predicted organizational identification of employees. Besides, it has been determined that predictive power of job satisfaction on organizational identification was higher than positive and negative affectivity.

Choosing a Group Representative : The Impact of Perceived Organizational Support on the Preferences for Deviant Representatives in Work Negotiations

Abstract: Group representative selection in negotiation is a topic that has only recently attracted researchers' attention. This article focuses on workplace negotiations and examines how employees' selection of representatives depends on their level of perceived organizational support (POS). We predict and show that employees who experience high levels of POS send to the negotiation table ingroup representatives who are perceived as close to (rather than distant from) the management team. The first study establishes the effect. The second study replicates the findings and investigates the underlying mechanisms. Results show that POS impacts endorsement of pro-management representatives through an increased perception that these deviant members are typical of the employee's group. Change in perceived typicality is triggered by POS directly and via an increase in employees' organizational identification. We discuss of the positive and negative consequences for groups who send to the negotiation representatives who are close to the opposing group.

How Perceived Organizational Obstruction Influences Job Satisfaction: The Roles of Interactional Justice and Organizational Identification

Abstract: In this study, the concept of perceived organizational obstruction was discussed and the results of the perception of obstruction were determined with reference to social exchange theory perspective. In this context, we tested a moderated mediation model that examines organizational identification as the mediator and interactional justice as the moderator in the relationship between perceived organizational obstruction and job satisfaction. Research data were obtained through the survey technique from 293 employees of a hospital in Turkey. In the findings of the analysis, it was observed that organizational identification has a mediating effect on the relationship between perceived organizational obstruction and job satisfaction. In addition, it was determined that interactional justice has a moderator effect on the relationship between perceived organizational obstruction and organizational identification. Furthermore, results supported the moderated mediation model and showed that the indirect effect of perceived organizational obstruction on job satisfaction through organizational identification was stronger under low interactional justice than under high interactional justice. Theoretical and practical implications are discussed.

The Boundary Conditions of High-Performance Work Systems–Organizational Citizenship Behavior Relationship: A Multiple-Perspective Exploration in the Chinese Context

Abstract: This research synthesizes social exchange, organizational culture, and social identity theories to explore the boundary conditions of the relationship between high-performance work systems and employee organizational citizenship behavior. In particular, it draws on the China-specific management context. In this country, in spite of the wide use of a long-term-oriented and loose-control-focused Western-styled strategic human resource management (HRM) model, a short-term-focused and tight-control-oriented error aversion culture is still popular. The study uses multi-source individual-level survey data in a large state-owned enterprise to test the hypotheses. It is found that employee-experienced, Western-styled high-performance work systems positively impact a China-specific employee’s organizational citizenship behavior (OCB), and the—joint—moderation effects of employee-perceived error aversion culture and organizational identification are significant. The research findings deepen the understanding of the HRM-OCB relationship by demonstrating that culture and identity can jointly adjust the effects of HRM on OCB. The findings also challenge an established argument in the HRM-OCB literature that compatibility between employees’ personalities and organizational values – organizational identification – can enhance OCB.

The influence of job crafting on the quality of care provided by nursing home employees: The moderating effect of organizational identification

Abstract: Our goal was to analyze the positive effect of job crafting activities involving nursing home employees on their perceived quality of care, and the moderating effect of organizational identification. A two-wave non-experimental design (with an interval of 12 months) was used. The Job Crafting Questionnaire, the Identification-Commitment Inventory, and the Quality of Care Questionnaire (QoC) were administered to 226 nursing home employees in two waves. The results of the hierarchical regression analyses found significant association between job crafting subdimensions and quality of care twelve months later. Organizational identification was shown to play a moderating role in these relationships when analyzing the effect of cognitive crafting. In this sense, the effect of cognitive crafting on quality of care is only found with high levels of identification. The findings highlight the importance of the job crafting dimensions (task, relational and cognitive) when it comes to enhancing quality of care in residential homes for the elderly. This is especially relevant for cognitive crafting among employees with high levels of organizational identification. This research provides managers with guidance when allocating job crafting opportunities aimed at making improvements in quality of care. In this respect, organizations must offer job crafting training to stimulate and support their employees and, on the other hand, managers should encourage employees to craft their jobs, gearing their needs, abilities, and goals to corporate values and competencies.