Organizational identification

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

The Role of Job-esteem between Psychological Ownership and Organizational identification of Hotel Employees

Abstract: The purpose of this paper is to examine the effects of psychological ownership (PO) and job-esteem (JE) on the organizational identification (OI) of...

Organizational Identification Questionnaire

Abstract: Cheney’s work on organizational identification falls within the thrust of scholarship that investigates individuals’ linkages with an organization. Originally piloted with 30 items, the version of the Organizational Identification Questionnaire (OIQ) contains 25 items, which are scored on a 7-point Likert scale ranging from very strong agreement to very strong disagreement. G. Cheney’s work on organizational identification falls within the thrust of scholarship that investigates individuals’ linkages with an organization. Because the OIQ contains only 25 items, it is easy to use and has been found to be generally consistent with other instruments that measure identification and organizational commitment. little normative data are available for the OIQ. Also, care should be taken when comparing results across studies using the different commitment instruments because although they are similar, they also have important differences in the way that identification or commitment is conceptualized. J. Barge and D. Schlueter pointed to one important difference that sets the OIQ apart from the others.

스포츠센터 종사자의 직무탈진이 조직성과에 미치는 영향

Abstract: This study is to examine the between burnout and organizational performance in sports center`s employees The subjects of this study were a total of 200 sport center employees. The sampling of this study practiced on convenience sampling method. The method of the statistical analysis used in this study, were exploratory factor analysis and structural equation modeling. As a result of these data analysis, the conclusions of this study are as follows. These results suggest that job efficacy was positive and significantly related to organizational identification. but cynicism and emotional exhaustion was negative related to organizational identification. Organizational identification was positive significantly related to organizational citizenship behavior.

The moderating role of interactional justice on the relationship between justice and organizational citizenship behavior

Abstract: THE MODERATING ROLE OF INTERACTIONAL JUSTICE ON THE RELATIONSHIP BETWEEN JUSTICE AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR By Arlene Ramkissoon This research was designed to examine the moderating effect of interactional justice on the relationship between justice constructs and organizational citizenship behavior (OCB) with organizational identification as a mediator of the influence of justice perceptions on OCB. This study was based heavily on social exchange, the norm of reciprocity, and psychological contracts between individuals and their supervisors. The study sample was comprised of respondents drawn from a crowd sourcing internet website (N = 250). Niehoff and Moorman’s Organizational Justice Scale was used to measure justice perceptions. Mael and Ashforth’s Organizational Identification Scale was used to measure the degree of the respondents’ identification with their organization; and Podsakoff, MacKenzie, Moorman, and Fetter’s OCB Scale was used to measure extrarole behaviors. Linear regression in IBM’s SPSS statistical package was used to test the proposed relationships. The results showed no support for the moderating effect of interactional justice on the relationships between justice dimensions and OCB. However, support was found for organizational identification as a mediator of the effect of interactional justice on OCB. Theoretical and managerial implications and suggestions for future research are discussed. ACKNOWLEDGEMENTS Finally, the time has come for me to express my sincere gratitude and thanks to the numerous individuals who played an instrumental role in helping me accomplish this lifelong dream of mine. My journey over the last few years has been both challenging and fulfilling. I emerged from this program much wiser and stronger thanks to the support, help, and encouragement I received from my family and the wonderful faculty at Nova Southeastern University. I would like to thank my parents who taught me, from a very young age, the value of hard work and discipline. To my mother, Parbatie, the countless hours you spent tutoring me in my formative years has undoubtedly contributed to the strong academic foundation upon which all my later accomplishments stand. To my father, Lenny, you always urged me to aim for the highest ideals in academia. Your work ethic and ideals have inspired me to always do my best, and for that I thank you. To my sister and best friend, Allison, you have been my biggest fan and supporter, especially when it seemed that there was no end in sight. I am forever grateful for the time you spent explaining the intricacies of various statistical methods to me. Your patience and understanding did not go unnoticed. I would like to thank my dissertation committee without whom none of this would be possible. To my chair, Dr. Greenwood, thank you for your guidance and words of counsel, which extended way beyond the boundaries of your role as my chair. I couldn’t have asked for a better mentor and friend. To my methodologist, Dr. Gong, thank you for going above and beyond to help me with more than the methodology of my research. I have learned so much from you, especially from my role as your research assistant. To the third member of my committee, Dr. Jones, thank you for graciously accepting my invitation to be a member of my committee despite your busy schedule. Your generosity and willingness to help is greatly appreciated. It was certainly an honor having you on my committee.

Institutional Trust as a Multilevel Construct

Abstract: Institutional Trust as a Multilevel Construct David Gearey This thesis assesses individual perceptions of factors at three organizational levels of analysis (individual, interpersonal, and collective) in terms of their effects on institutional trust among organizational members (i.e. the degree to which organizational members perceive that the organization is predictable and benevolent). Past research is drawn upon to develop testable hypotheses concerning several organizational factors which are likely to be predictors of institutional trust in organizations. These include personal proclivity to trust and organizational identification at the individual level, perceptions of appropriate supervisory role enactment and perceptions of interference with performance or rewards at the interpersonal level, and perceptions of procedural and interactional justice as well as organizational legitimacy at the collective level. Faculty members and graduate students at a large university were studied using a survey methodology in order to test the hypotheses. Ultimately, organizational identification, perceptions of procedural justice and perceptions of organizational legitimacy were found to be significant predictors or institutional trust among faculty members, while only perceived organizational legitimacy is significant as a predictor among students. Implications for practitioners as well as for future research are discussed.