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
01 Dec 2011
TL;DR: In this paper, the authors examined how internal marketing would affect organizational identification, which in turn would affect customer orientation, and found that the relationship between internal marketing and customer orientation was mediated by organizational identification.
Abstract: ?;?;It has been recognized as organizational identification as the primary goal of internal marketing However, there is little empirical research on internal marketing despite its intuitive appeal and anecdotal accounts of its benefits. The current research attempted to examine how internal marketing would affect organizational identification, which in turn would affect customer orientation. Data were collected from employees of the travel agency’s headquarter and branches operated in Seoul and Gyeong-gi province during a month period from February 1st through March 20, 2010. Results revealed that all four internal marketing activities had significant effects on organizational identification, which in turn strongly affected customer orientation. In addition, our research found that the relationship between internal marketing and customer orientation was mediated by organizational identification. Theoretical and practical implications associated with the findings were discussed along with future research.
2 citations
TL;DR: Wang et al. as discussed by the authors adopted workplace spirituality viewpoint to develop Teacher's Sense of Organizational Identification Scale, which is classified as the organization level, which content can be further divided as sense of goal connection, sense of identification with organization's values, and sense of organization care.
Abstract: This study adopts workplace spirituality viewpoint to develop Teacher' Sense of Organizational Identification Scale. There are four procedures in process of developing the scale: 1. Literature analysis: In the past, people mainly developed Sense of Organizational Identification Scales by social identification theory or workplace spirituality. Sense of organization identification from scales of workplace spirituality is classified as the organization level, which content can be further divided as sense of goal connection, sense of identification with organization's values, and sense of organization care. Following literature analysis, draft of 18 items was proposed. 2. Reviewed by experts: After the initial draft of the 18 items were reviewed by four experts, one was deleted, one added, fourteen remaining the same, and three modified. 3. Exploratory Factor Analysis(EFA): The 18 items after reviewed by the experts were conducted EFA(N=235), and further divided into item analysis, factor analysis, and reliability analysis. In the first analysis, due to low loading of two items, we deleted them. After analyzed again, the reliability became acceptable. 4. Confirmatory Factor Analysis(CFA): We further investigated 332 teachers to confirm whether the Three Factor model's 16 items are stable. The result showed the initial model fits well. In addition, the initial model's basic fit does not "offends estimation," and the fit of the internal structure is acceptable(including the individual reliability, the composite reliability, the average variation extraction, and the construct discrimination analysis). Up to now, the Three Factor 16 items in the Teacher's Sense of Organizational Identification Scale was established, including sense of connection to organization's goal's(5 items), sense of connected to organization's goals(5 items), and sense of identification with organization's values(6 items). To conclude, the Sense of Organizational Identification Scale with three factor's 16 items has acceptable reliability for relative research.
2 citations
TL;DR: The findings of this study suggest that the final measures of OI and ODI using the categorical dimension approach are one-dimensional, reliable, and valid.
2 citations
TL;DR: In this article , the authors analyzed the impact of corporate social responsibility (CSR) perceptions on organizational citizenship behavior through the mediating role of the organizational identification of employees in the hotel sector.
Abstract: The impact of the employees’ perceptions of CSR activities on the employee-organization relationship has been little explored in the literature. This study aims to analyze the impact of corporate social responsibility (CSR) perceptions (Environment-related CSR; Employee-related CSR, Customer-related CSR) on organizational citizenship behavior through the mediating role of the organizational identification of employees in the hotel sector. A questionnaire was applied to a sample of 214 frontline employees who work in four- and five-star hotels. Using Model 4 of the PROCESS macro, a mediation model was designed to test the hypotheses. The results indicate that there is a mediation model that uses the effect of organizational identification in the relationship between perceptions of CSR and organizational citizenship behavior. This study concludes that an increase in identification with the organization based on environmental-related activities, employee-related activities, or customer-related activities impact on OCB. The results of this study represent contributions to the literature in the CSR field, as well as to the case of human resources managers who wish to enhance organizational citizenship behavior and identification among hotel staff.
2 citations
TL;DR: Li et al. as mentioned in this paper explored the cross-level interactive effect of organization-level factor (organizational justice climate and psychological safety climate) and individual-level factors (organization identification) on employees' taking charge behavior.
Abstract: In the view of complexity theory, the emergency behavior of individual is nonlinear and influenced not only by individual variables but also by many other environmental variables. Based on complexity perspective, this article explored why employees’ taking charge behavior occurs in organizations from a multilevel approach. Specifically, this study has explored the cross-level interactive effect of organization-level factor (organizational justice climate and psychological safety climate) and individual-level factor (organizational identification) on employees’ taking charge behavior. Using a total of 806 valid matching questionnaires from 91 firms in China, this study found that first, organizational identification is positively related with employees’ taking charge behavior. Second, distributive justice climate positively moderates the influence of organizational identification on employees’ taking charge behavior. Third, psychological safety climate negatively moderates the influence of organizational identification on employees’ taking charge behavior. According to our results, organizational policies and practices should be made to foster employees’ identification with the organization, to construct a fair environment within the organization, and to convince employees that taking charge behavior will not entail political risks, especially for those employees with low organizational identification.
2 citations