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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2 citations
TL;DR: In this paper , the authors used conservation of resources theory to investigate the effect of workplace social courage on the formation of positive relationships and collaboration among co-workers and to enhance social resources at work.
Abstract: What individuals themselves may do to enhance their identification with their employer organization? Does being socially courageous promote such formation of identity? If so, does this process occur because those who are socially courageous also proactively foster positive relationships and collaboration amongst co-workers and thus enhance social resources at work? Answering these questions is essential given that positive relationships and identification at work are essential for employees’ motivation and well-being and organizations’ success. Using Conservation of Resources Theory, we expected that increases in workplace social courage would strengthen organizational identification via boosting increases in two types of relational job crafting: crafting positive relationships and collaboration, which in turn were expected to increase three social resources at work: meaningful relationships, relational identification, and social support. Findings based on a sample of 2919 employees who participated in the study twice, in late 2019 and late 2020, largely supported our hypotheses. Findings suggest that crafting social aspects of work can increase social resources and help maintain positive attachment with one’s workplace, and such relational crafting may be fostered by being socially courageous at work. This applied similarly to those who increasingly teleworked due to the COVID-19 outbreak and those who did not.
2 citations
16 Sep 2010
TL;DR: Zhang et al. as mentioned in this paper empirically examined the linkage among organizational centrality, organizational identification, and OCB, and found that organizational identification partially mediated the relationship between organizational centralities and the frequency of OCB.
Abstract: This study empirically examined the linkage among organizational centrality, organizational identification, and OCB. Survey data were collected from 312 employees and their supervisors in two state-owned companies in China. The results of structural equation modeling showed that organizational identification partially mediated the relationship between organizational centrality and OCB. This suggests that the more that people perceive to be inside the organization, the more inclined they are to identify with their organization, and in turn display high frequency of OCB.
2 citations
TL;DR: In this paper , the saliency of employees' social (organizational, sub-organization, group, micro-group), interpersonal, and personal identifications and their dimensions (cognitive and affective) and the relationship and structure of the identifications of employees in different areas of professional activity was addressed.
Abstract: This research addresses: (1) the salience of employees’ social (organizational, sub-organizational, group, micro-group), interpersonal, and personal identifications and their dimensions (cognitive and affective); (2) and the relationship and structure of the identifications of employees in different areas of professional activity. The study was conducted on independent samples of employees in the socio-economic sphere (241 participants), in the law enforcement agency (265), and in higher education (172). To assess the respective identification foci and dimensions, the study employed four questionnaires. The personal identification was the weakest and the micro-group identification was the strongest for both dimensions in all samples. The affective dimension prevails over the cognitive in all identifications, except for interpersonal. Social identifications were significantly positively correlated to each other in all samples whereas personal identification was significantly negatively correlated with all social identifications (on the affective dimension) in two samples. The results expand our understanding of the identifications of employees in organizations.
2 citations
TL;DR: Wang et al. as mentioned in this paper investigated the role of organizational identification as a psychological mechanism linking employee perceptions of corporate social responsibility (CSR) to job embeddedness, and found that CSR to employees and organizational identification were positively and significantly related to job embedness.
Abstract: This article aims to investigate the impact of employee perceptions of corporate social responsibility (CSR) on job embeddedness under the drastic circumstances of coronavirus disease 2019 (COVID-19). This study also investigated the role of organizational identification as a psychological mechanism linking employee perceptions of corporate social responsibility (CSR) to job embeddedness. Survey data were collected from 325 employees in banking industry of China and analyzed using partial least squares structural equation modeling (PLS-SEM). Results revealed that CSR to employees and organizational identification were positively and significantly related to job embeddedness, while CSR to customers, CSR to government, and CSR to society did not significantly predict job embeddedness. Organizational identification fully mediated the relationship between CSR to customers, CSR to government, CSR to society and job embeddedness, and partially mediated the relationship between CSR to employees and job embeddedness. The results suggest engaging in CSR activities can lead employees to identify themselves with the organization and enhance their embeddedness. The article concludes with several implications for practice and recommendations for future research.
2 citations