Organizational identification

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

The relationship between perceived corporate culture, it’s attractiveness and employees’ organizational identification

Abstract: This arti cle deals with the problem of the relationship between perceived corporate culture and employee’s organizational identification. The existence of given interrelation is confirmed by many empirical studies, however, its nature and features are not fully clarified. It is well known that it is influenced by different variables, both strengthening and weakening it. Purpose. This paper gives ashort theoretical review of this issue and reports the results of conducted empirical research. The aim of this study was to clarify the nature of the relationship between perceived corporate culture andemployee’s organizational identification, and to verify the function of such variable as attractiveness of organizational culture - whether it is a moderator or a mediator. Study design. Participants were 67 for-profit employees with the education level not less than medium-special. It was a one-stagestudy. Participants were asked to complete a questionnaire consisting of four parts. The data was mathematically processed using a correlation analysis and a partial correlation analysis. Findings. According to the results of this study, the level of subdivision identification positively correlates withthe level of organizational identification. This data also demonstrates that statistically significant correlation between perceived corporate culture and organizational identification is mediated by the attractiveness of corporate culture. Thus, when an employee perceives corporate culture, establishedin his organization, as an attractive one, his positive identification is likely to form. A further perspective of this research area development is to create a complex conceptual model, which can take into account the strength and the direction of influence of all identified variables, mediating given interrelation.

The effect of an ethical work climate on organizational identification an example of a logistics company

Abstract: Purpose - This empirical study examines the relationship between an ethical work climate and organizational identification. Methodology - The survey was conducted across 122 employees, consisting of a sample from staff and managers of a leading logistic company in Turkey, which has branches in different cities such as Izmir, Mersin and Istanbul. The obtained data from the questionnaires were analyzed through the SPSS statistical package software. Findings- Analyses results revealed that two ethical work climate dimensions appear to have a positive impact on organizational identification. Conclusion- In today’s tough competitive environment achieving successful organizational outcomes are related to employee behavior and the factors that are affecting their attitudes towards the organization.

The right place for me: A moderated mediation model to explain the involvement of employees aged over 50 years

Abstract: Over the past decades, employment rates of older workers in most Western countries have rapidly increased. Hence, there is a growing interest in identifying the organizational dimensions that might impact the psychosocial adjustment of workers aged over 50 years. This study focuses on perceived organizational support (POS) and identity‐related measures (identification and authenticity) as key organizational components for workers at this stage of life. Furthermore, in the relationships discussed, we explore the moderating role of perceived age discrimination. In an ample sample of older workers (N = 4,563, aged 50–66 years), a moderated mediational model was tested where older workers' involvement was associated to POS. In the model, this relationship was mediated by organizational identification and authenticity, and the association between POS, identity‐related measures, and involvement was moderated by age‐based discrimination. Results showed that POS is associated with organizational involvement via organizational identification and authenticity and that high level of age discrimination decreased the positive association between POS, organizational identification, authenticity, and involvement.

Corporate Social Responsibility and Cheating Behavior: The Mediating Effects of Organizational Identification and Perceived Supervisor Moral Decoupling

Abstract: Previous corporate social responsibility (CSR) studies at the employee level have focused on the influence of CSR on employees’ positive attitudes and behavior. However, little attention has been paid to the relationship between CSR and unethical behavior and the underlying mechanism. Based on social information processing theory, this study investigates how CSR affects employee cheating via employees’ organizational identification and perceived supervisor moral decoupling. Additionally, this study discusses the moderating effect of employee bottom-line mentality on these relationships. We test this two-path model using a sample of MBA students in China. The results indicate that both organizational identification and perceived supervisor moral decoupling mediate the relationship between CSR and cheating, and employee bottom-line mentality moderates the effect of CSR on perceived supervisor moral decoupling. Specifically, for employees low in bottom-line mentality, CSR has a significantly negative impact on perceived supervisor moral decoupling, but the same relationship is insignificant for employees with a strong bottom-line mentality. Overall, our results uncover the relationship between CSR and employee cheating and extend the understanding of the influence of CSR on employees.