Organizational identification

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

Coaching Leadership and Employees’ Deviant Innovation Behavior: Mediation and Chain Mediation of Interactional Justice and Organizational Identification

Abstract: Previous studies are based on social exchange theory to explore the influence of leadership style on employees' deviant innovation behavior. However, deviant innovation is risky, not supported by the organization, and is expected to benefit the long-term development of the organization. The key to the problem lies in how to guide employees to think and solve problems from the perspective of the organization, instead of just relying on material or spiritual exchange and return. Therefore, the purpose of this study was to analyze the relationship between coaching leadership, interactional justice, organizational identification and employees' deviant innovation from the perspective of changing cognition.This work surveyed employees in 26 Chinese enterprises in more than 10 regions. Questionnaires were distributed to 450 employees, the first round of survey mainly investigated demographic information of employees and coaching leadership style of supervisors, and the second round of survey mainly investigated employees' organizational identification, interactional justice, and deviant innovation behavior. By tracking and matching, 340 valid questionnaires were finally obtained. Spss 22.0 was used to describe all the study variables; Mplus 7.0 is used to carry out a confirmatory factor analysis and a multi-path regression model.According to self-categorization theory, the results demonstrated that coaching leadership can directly or indirectly promote employees' deviant innovation behavior through the dual-path intermediary and chain intermediary of interactional fairness and organizational identification.Under the open situation created by coaching leadership, coaching leaders will interact and communicate sincerely with employees, and employees' cognition will change. The original "I" of employees will be transformed into "big self" with organizational membership, which will guide employees to show behaviors beneficial to the organization. Therefore, interactional justice and organizational identification can play a key role of the influence of coaching leadership on employees' deviant innovation behavior.

Etkileşimci Liderliğin Örgütsel Özdeşleşmeye Etkisi: Adana’daki Seyahat Acenteleri Örneği

Abstract: In this study, the effect of transactional leadership styles upon organizational identification in group A travel agencies researched. Group A travel agents operating in the Eastern Mediterranean region explored and most studied agent identified as the province is Adana with a lot of practice. 86 groups A of travel agency serving those agents are actively operating in the province of Adana have been identified and 153 employees work in these agencies applied for data collection. As a result, there is a relationship between transactional leadership and organizational identification has emerged and it effects organizational identification. According to the results of t-test and analysis of variance perspective of demographic characteristics transactional leadership and organizational identification among the undifferentiated attitudes has emerged.

Communication Satisfaction and Communicative Adaptability Reinforce Organizational Identification

Abstract: Purpose - This paper aims to explore the effects of communication on organizational identification. For that reason, effects and relations of communicative ability (the self) and organizational communication satisfaction (the organization) of school teachers for engendering organizational identification were tested. Design/methodology/approach – As part of a larger study, an empirical study carried out at public schools in Canakkale, Turkey via survey having two parts were considered. The second part of the survey data collected from 238 teachers was analyzed with data on organizational identification. The main question seeking the effects of communication on organizational identification, and the role of communication satisfaction in linking communicative adaptability to organizational identification were considered in the research model and analyzed via structural equation modeling. Findings - The results show thatteachers beingmore satisfied or positive with their communication satisfaction about the organization are more positive with their communicative style/adaptability. Communication satisfaction leads to an increase in organizational identification, and it also has a mediating role between communicative adaptability and organizational identification. Originality/value - Several studies mention the link of communication in developing stronger sense of members’ identification. However, these studies concentrated on perceptions of members on organizational communicative practices such as institutional communication, employee communication, supervisory communication behaviors, vertical and horizontal communication, and external communicative efforts such as prestige and distinctiveness. This paper concentrates both on organizational communicative practices and members’ communicative ability together for better identification formation.