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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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TL;DR: In this paper, the consequences of customer orientation on organizational commitment and organizational identification were explored in public services organizations, but no significant direct relationship with job satisfaction was found between customer orientation and organizational commitment.
Abstract: The goal of this paper is to explore the consequences of employee’s customer orientation in public services organizations. We will start with a literature review of the theory of customer orientation measurement and the consequences of this orientation at organizational and individual level. Then, the research methodology and results are presented. Conclusions, research limitations and future directions are included at the end of the paper. We identified positive direct effects of the employee customer orientation on organizational commitment and organizational identification, but no significant direct relationship with job satisfaction.

1 citations

28 Jun 2018
TL;DR: In this article, the authors investigated how the type of contract an employee holds (temporary versus permanent) influences the relationship between workplace attachment and turnover intentions of employees by integrating insights from social identity theory and social exchange theory.
Abstract: The goal of this study is to gain insight in how the type of contract an employee holds (temporary versus permanent) influences the relationship between workplace attachment and turnover intentions of employees by integrating insights from social identity theory and social exchange theory. Based on the social identity theory, the social exchange theory and the integration of both theories, hypotheses are formulated. These hypotheses are tested with survey data that is gathered for the larger project ‘Commitment in Global Context: measurement equivalence study’. Hypotheses specific to this study are tested on the data of 501 respondents from this larger dataset. In line with our expectations, a negative effect of organizational identification and organizational commitment on turnover intentions has been found. Furthermore, a positive effect of organizational identification on organizational commitment has been found. Moreover, this study provides evidence for organizational commitment as a mediator on the relationship between organizational identification and turnover intentions. It was hypothesized that contract type (temporary versus permanent) influences these relationships. Contrary to our expectations, the direct negative relationship between organizational identification and turnover intentions is stronger for temporary employees than for permanent employees. Above that, the mediating effect of organizational commitment appears to be stronger for temporary employees than for permanent employees. This empirical finding is contradicting existing theoretical frameworks used for explaining the relations between contract types, workplace attachment and turnover intentions. By investigating these relationships theoretically and empirically, this study contributes to the literature on turnover intentions in temporary work, the organizational identification field, and the organizational commitment field.

1 citations

01 Jan 2006
TL;DR: In this article, the authors report on an attempt to separate organizational commitment and organizational identification at the theoretical and empirical level, based on a questionnaire survey of 798 French managers, showing that commitment seems to be a better reflection of the respondent's job conditions than identification.
Abstract: Both organizational commitment and organizational identification can be referd to be in order to describe the psychological bond between employer and emploee. Among them, organizational commitment has traditionaly been the more widely used construct by human resource management researchers. However, identification has gained increasing popularity in the past few years. As the potential conceptual overlap between both constructs issignificant, this article reports on an attempt to separate them at the theoretical and empirical level. It is based on a questionnaire survey of 798 French managers. The results show that organizational commitment and organizational identification are both conceptually distinct and different related to job characteristics and turnover intentions, in the sens that commitment seems to be a better reflection of the respondent's job conditions than identification

1 citations


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Performance
Metrics
No. of papers in the topic in previous years
YearPapers
202377
2022205
2021146
2020151
2019152
2018139