Organizational identification

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

Committed to the Causes? Identification, Commitment, and Behavior in a Hybrid Identity Organization

Abstract: Hybrid organizations have multiple, often conflicting, identity elements with which members may identify. Research suggests organizational identification is positively associated with commitment in single identity organizations, and that commitment in turn motivates behavior. Yet we know little about the relationships between identification, commitment, and behavior in hybrid organizations. Using multi-method data from a socially responsible retail company, I find members’ identification with the social and business elements of the organization has a positive interactive effect on commitment and also influences how such commitment manifests behaviorally. I discuss implications for commitment, identification, and hybrid organizations.

Putting servant leadership to the test

Abstract: markdown____ As interest in the servant leadership model has grown among academics and managers alike, so too has curiosity about the complex mechanisms underpinning it and its applicability within real-life relational and organisational circumstances. These and other concerns are explored in a recently published research paper, which adds considerably to our understanding of this leadership approach.

Path analysis of organizational commitment: the mediating role of organizational identification

Abstract: This study examined and investigated the causal analysis relating the personnel management (PM) practices, perceived organizational politics (POP), and perceived satisfaction level (PSL) with the mediating role of organizational identification (OI) to organizational commitment (OC) among the employees of Adventist Medical Center and Adventist Medical Center College, Iligan City, Lanao del Norte. The study utilized a descriptive-correlation and causal non-experimental design and the selection of sample were done through simple random sampling. Results revealed that among the three predictors, only PM has direct and indirect effects to OC. Thus, it is concluded that if PM practices within organization are more beneficial to the employees, they will more likely possess higher satisfaction in their works. They also tend to have strong identification with the organization, which leads them to greater commitment.

Nonprofit organizational and work unit identification and the occupational stress process

Abstract: Research investigating the transactional approach to the work stressor-employee adjustment relationship has described many negative main effects between perceived stressors in the workplace and employee outcomes. A considerable amount of literature, theoretical and empirical, also describes potential moderators of this relationship. Organizational identification has been established as a significant predictor of employee job-related attitudes. To date, research has neglected investigation of the potential moderating effect of organizational identification in the work stressor-employee adjustment relationship. On the basis of identity, subjective fit and sense of belonging literature it was predicted that higher perceptions of identification at multiple levels of the organization would mitigate the negative effect of work stressors on employee adjustment. It was expected, further, that more proximal, lower order identifications would be more prevalent and potent as buffers of stressors on strain. Predictions were tested with an employee sample from five organizations (N = 267). Hierarchical moderated multiple regression analyses revealed some support for the stress-buffering effects of identification in the prediction of job satisfaction and organizational commitment, particularly for more proximal (i.e., work unit) identification. These positive stress-buffering effects, however, were present for low identifiers in some situations. The present study represents an extension of the application of organizational identity theory by identifying the effects of organizational and workgroup identification on employee outcomes in the nonprofit context. Our findings will contribute to a better understanding of the dynamics in nonprofit organizations and therefore contribute to the development of strategy and interventions to deal with identity-based issues in nonprofits.