Organizational identification

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

From green training and involvement to an organizational rationale for sustainability: does it improve individual green performance?

Abstract: ABSTRACT Organizations are pressured by their stakeholders to promote sustainable actions, so they need to adopt strategies that encourage their employees to engage in green behaviors. Our aim was to analyze the effects of green training and involvement on individual green performance, with the intervention of the interactive and diagnostic use of Performance Measurement Systems (PMS), organizational rationale for sustainability, and organizational identification. A survey was conducted with employees of a private electric power generator operating in Brazil, and 101 valid responses were obtained. The analysis used mixed methods: partial least squares structural equation modeling and fuzzy-set qualitative comparative analysis. The findings suggest the influence of green training and involvement on the interactive and diagnostic use of PMS, and on the organizational rationale for sustainability, which influences individual green performance moderated by organizational identification. Furthermore, two (four) combinations of the conditions promote high (low) individual green performance.

The comparative effect of perceived, projected and desired organizational identity on organizational identification and desired behavior

Abstract: It is especially during times of uncertainty or change in an organization, that a major concern for organizational management is how to elicit and maintain a high degree of identification and desired behavior from their members. Traditionally, scholars have taken a “bottom-up approach” in understanding these organizational processes, where the assumption is that members’ own, private perceptions of who their organization is, i.e. their perceived organizational identity, is the core driver of their identification and behavior. I challenge this one-sided approach of perceived organizational identity on the grounds that by focusing solely on members’ organizational identity perceptions, we disregard the “top-down approach”, i.e. the important role that management plays in setting an overall collective framework that directs and guides members in their identification and behavior. This dissertation is the first to empirically test the comparative significance of bottom-up and top-down identity types. Through three empirical studies in two different organizational settings, I study this force field between the bottom-up and top-down identity processes. My results indicate that especially during times of threat and organizational change, the role of perceived organizational identity is not nearly as prevalent as generally assumed. It is not only the perceived organizational identity in and of itself that drives identification and behavior, but also the degree to which members believe that their perceived organizational identity is consistent with the top-down determined identity types of projected and desired organizational identity. In doing so, this work takes a more integrative approach to organizational identity processes.

Implementing Simple Slope Techniques to Interaction of Work Variables

Abstract: The purpose of this study is to investigate the effects of different levels of Organizational Identification (OI) and Education variables as moderators on the relationship between Percived External Prestige (PEP) and Organizational Commitment (OC). Study carried out among 206 white collor employees who were working automotive industry firms in Bursa/Turkey. In related literature some researchers displayed that PEP association with OC by moderetor role of Organizational Identification. Thus we accepted this model and investigate the impact of diffrent level of moderator variable(s) on focal predictor .For this purpose, we used best subset regression procedure and simple slope tecniques for identify the different levels effects of moderator variables. The results showed that Education and OI were not only basic moderators but also their different levels have produced remarkable and various impacts on PEP and OC relationship.