Topic
Organizational identification
About: Organizational identification is a research topic. Over the lifetime, 1988 publications have been published within this topic receiving 97047 citations.
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01 Jan 2012
1 citations
13 May 2011
TL;DR: In this article, the authors analyzed the relationship between the variables in the process of organizational identification from the perspective of charismatic leadership and followers' emotional intelligence and found that followers' empathic intelligence mediates and effectively moderates the relationship.
Abstract: Employees' organizational identification has an important influence on their attitudes and behaviors, thus their performance will be influenced at last. Therefore, it's necessary to focus on employees' organizational identification. There are many factors causing the emergency of employees' organizational identification, we just theoretically analyses the relationship between the variables in the process of organizational identification from the perspective of charismatic leadership and followers' emotional intelligence. This research suggests that followers' emotional intelligence mediates and effectively moderates the relationship between charismatic leadership and followers' organizational identification.
1 citations
TL;DR: In this article , the authors explored the relationship between organizational identification (individual, group, and shared), job satisfaction, and collective actual turnover in a large Italian firm and found that shared identification moderates the within-person relationship between individual organizational identification and job satisfaction.
Abstract: Drawing on the Social Identity Approach principles, we explored the relationship between organizational identification (individual, group, and shared), job satisfaction, and collective actual turnover. We hypothesize that (a) shared identification moderates the within-person relationship between individual organizational identification and job satisfaction, namely, the effect is stronger for groups in which the level of shared organizational identification is higher; (b) group job satisfaction mediates the relationship between group organizational identification and collective actual turnover. This study was conducted in a large Italian firm (N = 1090; sale locations = 91). Data were collected using both surveys (e.g., job satisfaction) and archive data (collective actual turnover). By means of Bayesian Multilevel Structural Equation Models, we supported the moderating role played by shared organizational identification in the relationship between individual organizational identification and job satisfaction, while no evidence was found for the mediational hypothesis. We discuss the theoretical and practical implications for management.
1 citations
TL;DR: Li et al. as mentioned in this paper explored how leader-member exchange (LMX) affects employee turnover intention through the mediation of relational and organizational identification, and through the moderating role of leader competence in the relationship between LMX and relational identification.
Abstract: This study explored how leader-member exchange (LMX) affects employee turnover intention through the mediation of relational and organizational identification, and through the moderating role of leader competence in the relationship between LMX and relational identification. Study 1 explores the indirect effect of LMX on employee turnover intention through relational and organizational identification by analyzing data collected from 210 employees in China at two points in time. Study 2 explores the moderating role of leader competence in the relationship between LMX and relational identification by analyzing data collected from 872 employees in China. The results show that LMX affected employee turnover intention through the serial mediation of relational and organizational identification, and that leader competence moderated the relationship between LMX and relational identification. Our findings provide implications for research on employee turnover intention and identification. Limitations and future research directions are also discussed.
1 citations
TL;DR: In this article , a moderated mediation model was tested to examine organizational identification as mediator and employee unethical tolerance as the moderator in relationships between leader-member exchange (LMX) and unethical pro-organizational behaviors (UPB).
Abstract: Purpose: In this study, drawing on social learning theory, a moderated mediation model was tested. This model examines organizational identification as the mediator and employee unethical tolerance as the moderator in relationships between leader-member exchange (LMX) and unethical pro-organizational behaviors (UPB). Methodology: The research sample is comprised of 432 full-time employees of a private company operating in the service sector in Turkey. Results: Consistent with the theoretical model, analysis results indicate that organizational identification mediated a positive relationship between LMX and UPB. Furthermore, results supported the moderated mediation model and showed that an indirect effect of LMX on UPB through organizational identification is stronger when EUT is high rather than low. Conclusion: This study contributes to LMX and UBP literature by integrating research on organizational identification and employee unethical tolerance.
1 citations