Organizational identification

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

The Mediating Role of Organizational Identification on the Relationship between Job Satisfaction and Organizational Citizenship Behavior: A Research in the Finance Industry

Abstract: This study aims to examine the relationship between job satisfaction, organizational identification and organizational citizenship behavior of the employees in the finance industry. Also, it is aimed to reveal the mediating role of organizational identification on the relationship between job satisfaction and organizational citizenship behavior. The convenience sampling method was used in the study. The questionnaires were distributed to 355 personnel working in the finance industry and the responses obtained from these participants were analyzed. The correlations between the variables were found statistically significant and hierarchical regression analysis was used.

Empirical Study on the Relationships between Organizational Justice,Organizational Identification and Organizational Citizenship Behavior

Abstract: This study has empirically researched about the relationships between organizational justice,organization identification and organizational citizenship behavior by statistics methods.Data were collected among 181 workers at 16 companies through questionnaires.The results showed that the organizational identification of domestic employees is mainly affective organization identification,organizational justice is an important antecedent of perceived organizational identification,and organizational identification has significant influence on organizational citizenship behaviors.The article provides an evidence support for organizational identification theory on domestic employees.

Role of ceo leadership towards the performance of indonesian soes

Abstract: The results of this study give us a big picture that the role of the leader in an organization is very important, including companies as large as the SOEs holding company. Companies that have good governance will have an impact on company performance directly and indirectly. Previous research has discussed a lot about leadership and corporate governance in certain companies, especially private companies, but very few studies of corporate governance and leadership have made the SOE holding company its object due to limited access and data. This research informs us that the transformation of CEO leadership and leadership style strategies has a direct and indirect influence on company performance following previous research conducted by several researchers such as Abdelrahman Zuraik, Louise Kelly (2018) and Ozer & Tinaztepe (2014 ). The results of the analysis of this study also found that innovative leadership did not have a significant effect on the performance of SOE holding companies. This was interesting because in several innovative leadership studies it had a significant influence on company performance, observing the condition of SOE holding companies that were governed by quite strict government regulations. thus making the leaders in the SOE holding company restricted to innovating too far from the rules set by the government in terms of policy, but when mediated by organizational identification and the involvement of innovative leadership work has a significant influence in accordance with previous information that the organization in the SOEs holding company has a stronger factor compared to leadership, this is also in accordance with previous research conducted by Wang et al. (2017) Buil et al. (2019) and Soarez & Masquera (2019) who got the same results both in the form of the influence of organizational identification and direct work involvement on company performance.

Young people in a big structure : a quantitative study of the relationship between some work-related factors, organizational identification, and OCB of young employees in a public institution in Indonesia

Abstract: The growing number of young employees makes them a potential human capital asset that play important role in organizations’ success. To ensure that young employees performances is supporting organizational values and goals, it is important to observe the feeling of oneness with and belongingness to an organization among young employees that is predicted by the present study to have significant relationships with the willingness to go extra mile for the organization. This study also aims to gain insight of what factors that are significantly related to organizational identification and organizational citizenship behavior (OCB) among young employees. By knowing the related factors, organizations could perform effective approaches in promoting organizational identification that, in turn, motivate the employees to engage in OCB. Factor analysis finds OCB measured in this study is categorized as OCB for the sake of co-workers (OCB-I) and for the sake of the organization (OCB-O). This study thus observes several frequently-measured intraorganizational factors, namely value congruence, quality of top-down communication, distributive justice and procedural justice, along with two factors which rarely related to organizational identification and OCB, namely motivational drives and perceived organizational readiness for change, using an online survey on 372 young employees of a government organization in Indonesia. The results of this study show that value congruence, perceived organizational readiness for change, and motivational drives have positive and significant relationships with organizational identification. It is also found that organizational identification is significantly related with young employees’ willingness to supports other members of the organization, whereas more significances of work-related factors to OCB-O are needed to embody organizational identification among young employees to be the willingness to do extra efforts for the organization.