Organizational identification

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

Knowledge sharing among engineers: An empirical examination

Abstract: We study knowledge sharing among engineers to develop a nuanced understanding of the role of meaningful work and organizational identification by integrating the knowledge management framework, the job characteristics model and organizational identity theory. Using a cross-sectional survey of 168 engineers with managerial responsibilities from several industries in Colombia, we tested a structural equation model. Results show that a meaningful work is related with knowledge sharing, but is mediated by organizational identification. Furthermore, we found that the way to obtain knowledge donating is preceded by knowledge collecting. These associations provide insight into engineers' attitudes towards sharing knowledge as a way to differentiate profiles in the organizational environments and promote further research in this regard. Practical implications revolve around the justification for working on practices that not only foster meaningfulness in the workplace, but also organizational identification in order to obtain adequate levels of organizational knowledge sharing. Finally, since most studies have been carried out in developed countries, this study also contributes to a better understanding of the topic in previously unexplored contexts, in this case emerging economies.

The Cross-Cultural Validation of the Three-Factor Model of Fit

Abstract: The three-factor model of fit advanced by Cable and DeRue using a U.S. sample included person-organization (P-O) fit, needs-supplies (N-S) fit, and demands-abilities (D-A) fit. In this paper, we test conceptual and functional equivalence of the fit model cross-culturally, replicating Cable and DeRue’s work. Employee-supervisor paired responses were collected in Russia (N=233) and China (N=193). Conceptually, our results demonstrate that both Russian and Chinese employees distinguish between P-O fit, N-S fit, and D-A fit. Functionally, the results show that, similarly to that in the U.S., in Russia and China, P-O fit is linked to organizational identification, perceived organizational support, organizational citizenship behaviors, and intentions to quit, while N-S fit is related to intentions to quiz, job satisfaction, career satisfaction, and occupational commitment. We also found several functional differences. In Russia, the results supported the links, originally hypothesized but not found in the U.S.,...