Organizational identification

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

Sinnvolle Arbeit ist identitätsstiftend – Zur Bedeutung der sozialen Identifikation als Wirkmechanismus zwischen Bedeutsamkeit der Aufgabe und Arbeitseinstellungen / Meaningful work contributes to identity development – The role of social identification as a mediator of the task significance- job attitude relation

Abstract: The past decades of research in work psychology have consistently shown positive relations between meaningful work (here: subjective perceptions of task significance) and employees’ job attitudes. We propose that organizational identification provides a key mechanism explaining the positive link between meaningfulness and job attitudes. In reanalyses of three different data sets, we provide evidence for our hypothesis and show that task significance indirectly relates to job satisfaction, burnout, Organizational Citizenship Behavior, psychosomatic complaints and turnover intentions.

Motivation, Organizational Identification, and Experiences of the Quality Examiner

Abstract: Little has been written about the role played by volunteer examiners within an organization in the success of quality assessment programs such as the Malcolm Baldrige National Quality Award. Insight is provided into what motivations and influences, espe..

The Creation and Evolution of District Identity theoretical and empirical observations

Abstract: Industrial districts (IDs) are characterized by institutional and firm networks of SMEs, which can be called small business networks (SBNs). Among many factors, researches attribute IDs competitiveness to the diffusion of cooperative behaviors. Recent studies in the field of social psychology and organizational behavior sustain that cooperation, and the related aspects of trust and reputation, are influenced by the existence and strength of organizational identity and identification. If also SBNs generate its own identity, then they could give raise social and organizational identification processes too. They could explain the diffusion of cooperative behaviors in IDs and address the formation of a district identity. The more SBNs create a strong identity, and its members identify with, the more they develop cooperative behaviors. Through a process of members’ identification a positive feedback loop can be developed, reinforcing cooperation and identity within the network. Trust, commitment and citizenship behaviors are affected by inter-organizational identity and identification processes. Using the theory of strategic group identity, a model to investigate inter-organizational and district identity is proposed and specifically applied to SBNs. In order to validate the model, some empirical observations concerning biomedical district are discussed.

Self-concept Orientation and Organizational Identification: A Mediated Relationship

Abstract: The purpose of this paper is to test a mediated model of the relationship between self-concept orientation (individualist and collectivist) and organizational identification (OrgID, Cooper and Thatcher, 2010), with proposed mediators including the need for organizational identification (nOID, Glynn, 1998) as well as self-presentation concerns of social adjustment (SA) and value expression (VE, Highhouse et al, 2007),Data were collected from 509 participants in seven countries Direct and mediation effects were tested using structural equation modeling (AMOS 250),Individualist self-concept orientation was positively related to VE and collectivist self-concept orientation was positively related to nOID, VE and SA VE mediated the relationship between both self-concept orientations and OrgID In addition, nOID mediated the relationship for collectivist self-concept orientation,This study identifies underlying psychological needs as mediators of the relationship of self-concept orientation to OrgID Understanding these linkages enables employers to develop practices that resonate with the self-concept orientations and associated psychological needs of their employees, thereby enhancing OrgID,This study provides a significant contribution to the OrgID literature by proposing and testing for relationships between self-concept orientations and OrgID as mediated by underlying psychological needs The results provide support for the mediated model as well as many of Cooper and Thatcher’s (2010) theoretical propositions, with notable exceptions

The effect of professional identification and organizational identification on career satisfaction, job satisfaction and organizational commitment

Abstract: Article history: Received: February 16, 2020 Received in revised format: March 22 2020 Accepted: March 22, 2020 Available online: March 22, 2020 The purpose of this paper is to assess the impact of professional identification, organizational identification on job satisfaction, career satisfaction and organizational commitment. The study was conducted on 1118 lawyers licensed to practice in Vietnam for a period of 3 months. The results show that both professional identification and organizational identification had strong positive impacts on job satisfaction, career satisfaction and organizational commitment. In addition, Job satisfaction plays a mediate role in the relationship between professional identification, organizational identification and organizational commitment. But unlike previous studies, the two variables moderating Gender and organizational tenure have no moderate role in the relationship between professional identification and organizational commitment. © 2020 by the authors; licensee Growing Science, Canada