Organizational identification

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

Identity and Belonging in Policing

Abstract: Building on the discussion of police culture in Chap. 2, in this chapter I briefly explore the concept of identity before turning to a description of the police occupational identity, how it is shaped, how it might be threatened, and possible reactions to that threat. I also touch on the concept of organizational identification and the relevance of this concept today. While culture may be deemed as providing the necessary resources and scripts for individuals within an organisation [17, 94], identity is the image that is presented to others based on cultural expectations of behavior [56]. Consistent with other chapters, I also incorporate excerpts from interviews with police personnel to illustrate or reinforce key points.

The Effects of Ethical Leadership on Organizational Identification and Organizational Commitment

Abstract: The paper examines how ethical leadership and organizational identification contributed to explaining organizational commitment. In order to verify the relationships and mediating effect, data were collected from 256 individuals in employees working in small and medium-s ized firms at Jinju, Changwon, Gimhae City to test theoretical model and its hypotheses. All data collected from the survey were analyzed using with SPSS 18.0. This study reports findings as f ollows: first, the relationship between the ethical leadership and the organizational identification is positively related. Second, there was also a positive correlation between the organizational identification and the organizational commitment. Third, the relationship between the ethical leadership and the organizational commitment is positively related. Finally, the organizational identification played as a partial mediator on the relationship between ethical leadership and organizational commitment. Based on these findings, the implications and the limitations of the study were presented including some directions for future studies.Keywords: Ethical Leadership, Organizational Identification, Or ganizational Commitment, Mediation.

Servant Leadership and Voice Behavior: Organizational Identification as a Mediator

Abstract: To conduct a survey with 68 supervisors (85% response rate) and 463 subordinates (with 82.68% response rate) in 68 work units in tourism industry across multiple organizations, by using “supervisor and subordinate” questionnaire with convenience sampling and stratified sampling to get data. Using Smart PLS 3 to conduct data analysis and statistical result support for our hypothesized models that (1) servant leadership is positively related to voice behavior, (2) organizational identification can mediate the relationship between servant leadership and voice behavior. In the later, we discuss the theoretical and practical implications of these findings, and provide limitations and suggestions for the future study. Keywords—servant leadership; self-efficacy; voice behavior

Islam, Identity, and the Organizational Roots of Political Tolerance

Abstract: The growing literature on tolerance has struggled to understand its social foundations. In this paper we argue theoretically, and show empirically, that religious organizations play a central role in shaping tolerance towards religious minorities. Drawing on a rich survey of 1000 elites from three large Muslim organizations in Indonesia, we demonstrate that Muslims elites’ willingness to tolerate Christians depends on the social situation, and we identify distinct patterns of tolerance in the domains of politics, the public sphere, residential segregation, demonstration, education, and religion. We then demonstrate that organizational membership, in and of itself, does not explain attitudes of political tolerance; instead, organizational identification does. Among those elites whose organizational ties are weak relative to their identification with their faith or with Indonesia, organizational membership does not explain tolerance. Our argument provides structure to the complex interactions among organizations, identities, and tolerance in the Muslim world.