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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01 Jan 2020TL;DR: In this article, the authors discuss transformational leadership, employee engagement, and organizational justice as three major components for building a police culture of wellness, and then provide ways to implement their associated tools into an organizational approach to creating a policeculture of wellness.
Abstract: Building a culture of wellness requires three major components: transformational leadership, employee engagement, and organizational justice. Transformational leadership, the most well-researched and highest regarded type of leadership within a policing context, consists of four distinct behaviors: idealized influence, inspirational motivation, individualized consideration, and intellectual stimulation. Engaged employees express a fulfilling and active work-related state of mind inclusive of strong organizational identification and self-expression. Organizational justice begins and ends with the policies and procedures intended to manage employee behaviors and the leader attitudes expressed throughout the administrative decision-making process. Individually, each component encourages a healthy organization and, when applied to the priority of building a culture of wellness, the constructs that support transformational leadership, employee engagement, and organizational justice can be refined to focus on wellness. This chapter discusses each and then provides ways to implement their associated tools into an organizational approach to creating a police culture of wellness.
3 citations
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31 Jul 2017
3 citations
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TL;DR: In this paper, the authors look at the issue of value congruence as being a key driver of fit among persons and the organizations they work for in the context of construction industry in Malaysia.
Abstract: This paper looks at the issue of value congruence as being a key driver of fit among persons and the organizations they work for in the context of construction industry in Malaysia. In construction industry many parties have been identified as stakeholders and these abundant and diverse stakeholders do need to be managed based on this fact that, success in construction projects is significantly dependent on meeting the needs of project stakeholders. According to this issue in the construction industry, the importance of embracing Personal-Organizational fit (P-O fit) which mostly emphasizes on values and known as value congruence is revealed, due to its function for creating compatibility between individual values and organizational values. Recently, the concept of value congruence has attracted many scholars, especially in the field of Organizational Behaviour (OB). Although the literature of OB regarding value congruence indicates a disarray according to several theories and methodologies but affirms the positive outcomes of this construct on some individual variables related to work environment like; organizational commitment, job satisfaction and organizational identification.
3 citations
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TL;DR: In this paper, the effects of employee communication and perceived external prestige (PEP) on organizational identification were evaluated, and it was shown that employee communication affects organizational identification more strongly than PEP, suggesting that the importance of how an organization communicates internally is even more vital than the question what is being communicated.
Abstract: Employees' Organizational Identification (OI) is measured in a customer service organization. Particularly the effects of employee communication and perceived external prestige (PEP) on OI were evaluated. Results show that employee communication affects OI more strongly than PEP. One aspect of employee communication, the communication climate, appears to play a central role: it mediates the impact on OI of the content of employee communication. These results suggest that the importance of how an organization communicates internally is even more vital than the question what is being communicated. Consequences of the results for managing and synchronizing internal and external communication are discussed.
3 citations
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Abstract: The study is an investigation of the influence of an organization’s citizenship practices on its employees, in the Indian context. The major objective of the research is to explore and empirically ...
3 citations