Organizational identification

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

The Effects of Compassion and Virtue experienced by police officer on Organizational Identification : Mediating effects of positive emotions and moderating effect of collective self-esteem

Abstract: The purpose of this study is to verify the effect of the compaction and virtue experienced by police officers in the organization on positive emotion and, second, to demonstrate the effect of positive emotion on the organization uniformity, which is subordinate variable. Third, we intend to verify the mediated effect of positive emotion in the relationship between compassion and organization uniformity, and fourthly, to demonstrate the coordination effect of collective self-esteem in the relationship between positive emotion and organization identicalness. Sampling of this study was conducted on 353 male and female police officers working at police stations belonging to the National Police Agency and used these samples for hypothesis testing. Studies have confirmed that the compaction and virtue experienced by police officers have a positive effect on positive emotion, and that positive emotion has a positive effect on the phenomenon of tissue co-ordination. And it has been shown that positive emotion plays a full role in the relationship between compassion, virtue and organizational co-ordination, and that positive emotion and collective self-esteem plays a controlling role in the relationship with organizational co-ordination. The theoretical implications of this study will contribute to creating a positive organizational culture by maintaining a strict hierarchical relationship and spreading the compaction and virtuous behavior to police organizations with high task stress.

The Mechanism and Effect of Abusive Supervision on the Voice Behavior

Abstract: The voice behavior is important for significant organizational change and development,but in reality many employees are often reluctant to make suggestions.Managers' abusive supervision is one of the most important factors accounting for the voice behavior of employees.This paper mainly explores the mechanism which can help understand how abusive supervision impact voice behavior,as well as proposes and verifies the mediating effect of organizational identification/organization-based self-esteem on the relationship between abusive supervision and employee voice behavior.The paper mainly answers three research questions: Does abusive supervision affect an employee's voice behavior? What is the mechanism influencing the relationship? What individual traits can affect the process of abusive supervision that can influence an employee's voice behavior? Our literature review leads to theoretical development,and clarifies connotation and extension of variables,division of dimensions,and existing research related to the logical relationships from abusive supervision to organizational identification/organization-based self-esteem to voice behavior.The paper proposes research hypotheses and a theoretical model.Based on the data collected from a survey with 340 effective subjects and their managers,the paper uses αcoefficient and CFA method to test the reliability and validity of measurement scale,the equation of the linear regression,the mediating effect of organizational identification/organizational-based self-esteem,and the moderating effect of power distance. The empirical result shows that abusive supervision has significant effect on subordinates' voice behavior and abusive supervision has significant effect on an employee's organization-based self-esteem.In addition,organizational identification and organization-based self-esteem have the mediating effect on the relationship between abusive supervision and employee voice behavior.Furthermore,an employee's power distance has moderating effect on the relationship between abusive supervision and organizational identification/organization-based self-esteem.The previous study of voice behavior is conducted from the perspective of positive leadership.In reality,voice behavior will be more sensitive to the negative leadership from the perspective of risk characteristics of voice behavior.This paper adopts the perspective of negative leadership to understand its impact on voice behavior.Unlike other studies on the mechanism of voice behavior from the exchange theory,this article reveals endogenous motives of employee voice behaviors at the level of employee organizational identification,as well as analyzes and verifies the mediating effect of organizational identification/organization-based self-esteem on the relationship between abusive supervision and employee voice behavior.Considering the influence of personality value,this paper verifies and analyzes the moderating effect of employee's power distance on the relationship between abusive supervision and organizational identification /organization-based self-esteem.

Employee Corporate Volunteering, Organizational Identification and Work Outcomes

Abstract: Although companies are increasingly adopting volunteering programs as a form of corporate social responsibility, studies are lacking on the antecedents, consequences, and contingencies of employee ...

How Collective Climate and Collectivistic Orientation Predict Occupational Well-being: The Mediating Role of Organizational Identification

Abstract: The authors investigated the relationship among collective climate,collectivistic orientation and occupational well-being in a sample of 302employees of 34teams from two big companies. Collective climate and collectivistic orientation influence employee occupational well-being through the mediating effects of organizational identification.The effect of collectivistic orientation on organizational identification is moderated by collective climate,such that higher collective climate exhibits stronger positive effects of collectivistic orientation on employee organizational identification.Our findings extend the causal model of occupational well-being and integrated literatures of collectivism and those of organizational identification.Implications of the study are discussed,together with limitations and suggestions for future research.