Organizational identification

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

“One does not always think that it`s always present” : a case study of employee involvement in CSR

Abstract: Author Eveliina Kuvaja Title “One does not always think that it`s always present” -A case study of employee involvement in CSR Discipline Corporate Environmental Management Type of work Master`s thesis Time (month/year) 6/2019 Number of pages 80+2 According to micro-CSR studies individual stakeholder reactions to corporate social responsibility (CSR) can explain the variability between CSR activities and organization`s financial performance (Jones et al., 2017). Therefore, studying and understanding stakeholder perspectives on CSR is needed. This case work focuses on one specific stakeholder group, namely employees and their involvement in CSR. Employee involvement in CSR is necessary for strategy implementation, but it is also beneficial, since involvement can improve organization reputation (De Roeck et al., 2016) and lead to additional organizational outcomes, such as higher employee commitment (Kim et al., 2010). This work aims to examine employee current involvement in CSR as a case study in large multinational corporation. The aim with this work is to help organization in its CSR strategy implementation by describing the current involvement of employees and giving recommendations how involvement could be further supported. This qualitative study is based on the theoretical background considering the relationship between employees and CSR and empirical data consisting of five focus group interviews conducted within the employees of the case organization. The results of the work indicate that employees as a group are comprehensively involved in CSR. Comprehensive CSR rise emotions and is connected to organizational commitment, which is found to be mediated from organizational identification. As a group employee involvement is comprehensive, which is based on the tripartite role of employees and variability in individual perceptions and experiences of CSR. Employees as a group see that CSR is present comprehensively, even though they do not actively think about it. Comprehensiveness of employee involvement may be a challenge, since in order to support involvement, CSR work need to be consistent and be communicated consistently between different segments and dimensions for different kind of individuals. Overall this work recommends case organization to take the full benefits out of its comprehensive CSR work, which employees of the organization seem to value. This work suggests organization to translate CSR strategy to employees in interaction with CSR, HRM and communicational professionals and employees themselves.

Bureaucratic reputation management in the public sector

Abstract: 1. IntroductionReputation is permanently under negotiation and thus challenged regularly in various forums. A manager aiming to consolidate reputation should bear in mind that communication can fortify the present reputation (Kets de Vries, 2015), but it can weaken or damage meaning around reputation. Grasping the communicative practices that shape, restructure or distort reputational capital is indispensable for novel and appealing value production processes in organizations. (Aula and Mantere, 2013) The stock of social capital and repositor y of benevolence ar e processes that bring about the a dva nta ges related to a significant reputation succeeding a negative event. The latter may be connected with a more relevant breach of requirements in comparison with an event with a comparable amount of misconduct in other entities. As low-identification stakeholders perceive less of a link between their individualities and the entity than high-identification stakeholders, how organizational identification impacts the function of organizational reputation (Bratu, 2015) succeeding a negative event differs. For the former, the more relevant consideration and breach of requirements related to a negative event in a significant reputation organization are more effective processes than the stock of social capital and benevolence the entity has consolidated with them. (Zavyalova et al., 2016)2. The Character of Organizational Reputations in the Public SectorPublic entities are not greatly different from their private equivalents, and it may be feasible to implement reputation management in public entities as effortlessly as in private-sphere ones. Public entities require the self-determination needed to function as autonomous organizational participants (Constantin, 2015) and can be correlated with subsidiaries of important companies. The framework in which they identify themselves brings about hurdles to reputation management that differ from those that usually are experienced by for-profit entities. Reputation-seeking public entities that do not consider purposefully the specific difficult tasks confronting them as a consequence of their public spher e sta tus ma y under go unpla nned outcomes, consume resources, and weaken the confidence connections they have set up with the audience. (Waeraas and Byrkjeflot, 2012) A significant reputation may constitute a responsibility for an entity and it may undergo less succeeding backing from low-identification stakeholders, in comparison with entities without a significant reputation. For high-identification stakeholders, a significant reputation entity's more significant stock of social capital and repository of benevolence are more effective processes (Nica and Potcovaru, 2015a, b, c) than stakeholder consideration and br each of requirements related to a negative event. A significant reputation is an advantage for an entity, and it undergoes more succeeding backing from high-identification stakeholders in comparison with entities without a significant reputation. The more relevant consideration and breach of requirements brought about by a negative event in a significant reputation entity may not cause the abandonment of backing from all stakeholders. (Zavyalova et al., 2016)The matter of external views (the kind of claims) should influence the agency's evaluation of the menace to its reputation and its subsequent option of feedback. Allegations of underregulation present a more relevant menace to regulatory reputation as they entail agency nonperformance to attain its different essential mandate for preserving a particular public value. In reply- ing to allegations of underregulation, agencies tend to additionally assess the effects of accepting an issue and admitting accountability for their long-run operational expenses and harm to reputation in the event of subsequent non-performance. Communication is essential for agencies' handling of menaces (Petcu, 2015) to their individual reputation. …

An Empirical Study on the Impact of Leader Humility on Leadership Effectiveness and Employees' Organizational Identification

Abstract: Leader humility is one of the latest topics in the field of leadership research,but its effectiveness still lacks rigorous empirical study.In this article,we clarified the connotation and functional mechanism of leader humility and tested its effects on leadership effectiveness and employees' organizational identification using multilevel models with a dataset composed of 45 companies,153 teams and 643 employees in China.Statistical analyses show that leader humility is positively associated with leadership effectiveness and employees' organizational identification with the effect of paternalistic leadership has been controlled for.This study provides evidence of the effectiveness of leader humility and will offer leaders with practical directions for the improvement of their leadership behaviors.

Perceived Organizational Support and Organizational Identification: The Mediating Role of Fit to Organization

Abstract: The aim of this study is to reveal the effect of perceived organizational support (POS) on organizational identification (OI) and to test the mediating role of fit to organization (FO) within the context of academicians. Data are collected from 193 academicians by questionnaire. Correlation and Regression analyses are performed to test the research hypotheses. Results show that there is a strong correlation among variables and perceived organizational support is a significant contributor to organizational identification. Moreover, POS has an insignificant effect on OI, while FO significantly affects OI. With reference to Regression analysis, we also performed the Sobel test in order to determine the significance of the mediator effect. Sobel test results confirm that fit into organization of participants has a significant effect on OI; meanwhile, it is a mediator between organizational support perceived by participants and their organizational identification.

Pinpointing the role of the self in procedural fairness

Abstract: What is the role of the self in explaining the links between procedural fairness and organizational experience? In three experiments, we examined four self-related mechanisms: respect, certainty, s...