Topic
Organizational identification
About: Organizational identification is a research topic. Over the lifetime, 1988 publications have been published within this topic receiving 97047 citations.
Papers published on a yearly basis
Papers
More filters
TL;DR: In this paper , the authors examined the effects of general and organizational indicators of connectedness on employee well-being and (involuntary) remote work experiences during lockdown and whether organizational connectedness attenuated the ill effects of isolation.
Abstract: Maintaining social connectedness is crucial for health and well‐being—especially during uncertain times such as the COVID‐19 pandemic. The present study examined (1) the effects of general and organizational indicators of connectedness on employee well‐being and (involuntary) remote work experiences during lockdown and (2) whether organizational connectedness attenuated the ill effects of isolation on employee well‐being. Full‐ and part‐time workers (N = 188) recruited during the UK's second national COVID‐19 lockdown completed a questionnaire measuring time spent interacting and alone during lockdown, social connectedness, organizational identification, perceived organizational support, organizational communication, ill‐being, organizational well‐being (i.e., well‐being at work), and remote working experiences. Hierarchical regression analyses revealed that those with greater social connectedness and organizational support reported less ill‐being. In contrast, those spending more time alone and, unexpectedly, those strongly identifying with their organization, reported more ill‐being. Additionally, those who felt greater organizational support had more positive remote working experiences, whereas stronger organizational identification negatively related to the latter. Only organizational support was significantly associated with (more positive) well‐being at work. Furthermore, moderation analyses showed that time spent alone during the pandemic was associated with poorer organizational well‐being but only among those with lower levels of organizational identification, and those whose organizational communication strategies were poorer. These findings demonstrate that indicators of organizational connectedness played a distinct role in explaining ill‐being, workplace well‐being, and remote working experiences, above and beyond the effects of general connectedness, during lockdown. [ FROM AUTHOR] Copyright of Journal of Applied Social Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full . (Copyright applies to all s.)
2 citations
TL;DR: Wang et al. as discussed by the authors found that professionals with a career identity tend to engage in career networking behaviors and identify themselves with a client company, while extraverted professionals were more likely to engage and collectivist professionals were less likely to identify with their on-demand organizations.
Abstract: PurposeDrawing upon the social identity theory, the authors argue that professionals' career identities have a positive indirect effect on identification with on-demand organizations through career networking behavior. In addition, the strength of these beneficial effects was also bound by extraversion and collectivism.Design/methodology/approachThe hypothesized moderated mediation model was tested by multisource and time-lagged data about 242 Chinese accountants engaging in on-demand work.FindingsThe results demonstrated that professionals with a career identity tend to engage in career networking behaviors and identify themselves with a client company. In addition, extraverted professionals were more likely to engage in career networking behaviors, and collectivist professionals were more likely to identify with their on-demand organizations.Practical implicationsThis research provides important guidelines on how managers in on-demand organizations leverage gig workers' career identities to establish deep relationships with them.Originality/valueThe authors expanded the traditional framework of identification in the setting of nontraditional work arrangements by establishing a link between career identity and organizational identification for on-demand professionals.
2 citations
TL;DR: In this article , the authors proposed the mediation of survivors' job uncertainty, stress, and organizational identification between COVID-19 downsizing and survivors' affective commitment, and posits the moderating role of transformational leadership between COV-DS and both the mediators.
Abstract: Downsizing due to COVID-19 (COV-DS) and its consequences on laid-off employees has attracted the attention of many researchers, around the globe. However, the underlying mechanisms that explain the effects of COVID-19 downsizing (COV-DS) on the employees who have survived cutoffs remain underexplored. Grounded in the conservation of resources theory, this manuscript aims to study the causal path through which COV-DS reduces the survivors’ affective commitment. The current study proposes the mediation of survivors’ job uncertainty, stress, and organizational identification between COV-DS and survivors’ affective commitment. This study also posits the moderating role of transformational leadership between COV-DS and both the mediators. The extant study has employed WARPED partial least square WARP PLS 7 and Hayes Process Macro to test the hypothesized relationships. Using the sample of 274 employees from the private sector of Pakistan, it was found that job uncertainty’s stress strongly mediates the relationship between COV-DS and survivors’ affective commitment. While mediation of survivors’ organizational identification was not proven to be significant. However, with the moderation of transformational leadership, both the mediators were proven to be significant.
2 citations
01 Jan 2006
TL;DR: In this article, the impact of perceived external prestige on turnover intentions of key people was examined. But, the authors also assumed that this influence is moderated by individuals' need for organizational identification.
Abstract: Recent research has highlighted the importance of understanding the influence of an organization’s external image on its members. Although progress has been made in understanding how perceived external prestige relates to workplace outcomes, researchers have not examined the joint effect of perceived external prestige and individual differences on such outcomes. In this article, we tested the impact of perceived external prestige on turnover intentions, but we also assumed that this influence is moderated by individuals’ need for organizational identification. Using three samples and a longitudinal research design, we found consistent support for this assumption. These results provide empirical support for the theoretical integration of social identity and need-based motivation theories. XVConference Internationale de Management Strategique, Annecy / Geneve 13-16 Juin 2006 1 A matter of prestige? Examining the role of perceived organizational image in turnover intentions of key people Abstract: Recent research has highlighted the importance of understanding the influence of an organization’s external image on its members. Although progress has been made in understanding how perceived external prestige relates to workplace outcomes, researchers have not examined the joint effect of perceived external prestige and individual differences on such outcomes. In this article, we tested the impact of perceived external prestige on turnover intentions, but we also assumed that this influence is moderated by individuals’ need for organizational identification. Using three samples and a longitudinal research design, we found Recent research has highlighted the importance of understanding the influence of an organization’s external image on its members. Although progress has been made in understanding how perceived external prestige relates to workplace outcomes, researchers have not examined the joint effect of perceived external prestige and individual differences on such outcomes. In this article, we tested the impact of perceived external prestige on turnover intentions, but we also assumed that this influence is moderated by individuals’ need for organizational identification. Using three samples and a longitudinal research design, we found consistent support for this assumption. These results provide empirical support for the theoretical integration of social identity and need-based motivation theories.
2 citations
TL;DR: An investigation into the impacts of the psychological contract for nurses in nonprofit aged care in Australia highlights the importance of nonprofit organizations fulfilling their obligations and living their principles.
Abstract: Aged care services are a large recipient of public money in many developed countries and are primarily provided by nonprofit organizations in Australia. This paper reports on an investigation into ...
2 citations