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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TL;DR: In this article , the authors investigated whether the positive relation between organizational identification and employees' experiences then extends also into a positive association with more general well-being that is unrelated to the work context, and found that organizational identification is positively related to employees' job satisfaction and negatively related to their intention to leave.
Abstract: Recent literature highlights that well-being, happiness, as well as personal stress, has become important for guiding public policy in areas that might involve suboptimal behaviour. Positive life outcomes can extend from one field of life (family, work, sport, children, hobbies, etc.) to another, multiplying success, performance, and health. In the present study, we aimed to verify whether the positive relation between organizational identification and employees' experiences then extends also into a positive association with more general well-being that is unrelated to the work context. For this purpose, we considered two proxies of organizational well-being: job satisfaction (on the positive side) and turnover intention (on the negative side) as well as the distal associations with happiness. The study involved 305 workers who completed a questionnaire made up of five scales: organization identification, job satisfaction, turnover intention, happiness, and personal stress. We found that organizational identification is positively related to employees' job satisfaction and negatively related to their intention to leave. Afterwards, job satisfaction and turnover intention were related to personal stress and happiness, suggesting a positive effect of organizational identification above and beyond the work context.
3 citations
TL;DR: In this article, the authors conducted an online survey of 332 employees from eight German companies with published Common Good Balance Sheet (CGB) scores and found that employees from companies with higher CGB scores perceived more corporate social responsibility than employees from those with lower CBG scores and whether relationships can be found between the achieved CGB score and employees' job-related attitudes and behaviors.
Abstract: The Common Good Balance Sheet (CGB) is an instrument to measure a company’s contribution to the common good. In our study, we investigate whether employees from companies with higher CBG scores perceive more corporate social responsibility than employees from companies with lower CBG scores and whether relationships can be found between the achieved CGB scores and employees’ job-related attitudes and behaviors. We conducted an online survey of 332 employees from eight German companies with published CGBs. According to results from multiple linear regression analyses, employees from companies with higher CGB scores perceive more CSR and are more satisfied with their jobs and payments. In addition, they report less job demands, more organizational support, more work meaningfulness and more organizational citizenship behaviors towards their company. Employees identify more with their company if high transparency and co-determination is practiced. However, the value and social impact of the companies’ products is not related to employees’ organizational identification. Moreover, employees from companies with high CGB scores do not report more organizational citizenship behaviors towards their colleagues. Our results indicate that the CGB is a tool that measures aspects concerning job-related attitudes and behaviors and allows comparability between companies. However, aspects relevant to job satisfaction may still be missing in the CGB scoring.
3 citations
DOI•
15 Apr 2012TL;DR: This paper explored the way in which contextual and dispositional factors impact on students' development of identification and disidentification, and proposed guidelines for building an effective strategy to foster students' identification with their university.
Abstract: The paper explores the way in which contextual and dispositional factors impact on students’ development of identification and disidentification. We investigate these relations in one cross-sectional and one longitudinal study. The results indicate that need for identification moderates the impact of contextual variables upon disidentification and the transformation of ambivalent identification into disidentification. Based on these findings, the proposed guidelines for building an effective strategy to foster students’ identification with their university follow two lines. The first one refers to the differential impact of policies on students, depending on their need for identification and initial level of organizational identification. The second targets the manipulation in strategy making of organizational level factors affecting identification, such as the incongruence of the organization’s identity and organizational prestige.
3 citations
Dissertation•
01 Jan 2018
3 citations
TL;DR: In this paper, the authors investigated the relationship between perceived organizational support and organizational identification, and put forward the dynamic changes in the development of research hypothesis of relationship between perception of support and identification.
Abstract: To investigate relationship between perceived organizational support and organizational identification. How the interaction between perceived organizational support and organizational identification influence to employee’s work attitude and behavior. Finally, put forward the dynamic changes in the development of research hypothesis of relationship between perceived organizational support and organizational identification.
3 citations