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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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Book ChapterDOI
14 Nov 2019
TL;DR: In this article, a newcomer's information-seeking decisions are affected by motivation, level of uncertainty, and the nature of the interaction situation, and a newcomer benefits from knowing how to manage their emotions according to workplace norms.
Abstract: Newcomers create an understanding of “our workplace” by interpreting their work tasks, professional identity, relationships, and the organization; they do so by making sense of these aspects of working life in communication situations. A newcomer’s information-seeking decisions are affected by motivation, level of uncertainty, and the nature of the interaction situation. In workplace communication, employees do express and share emotions. A newcomer benefits from knowing how to manage their emotions according to workplace norms. When entering the workplace, a newcomer’s workplace relationships begin to form. During entry, all the relationships are mainly informational in nature, and they lack personal commitment. An employee’s participation in work is connected to high levels of organizational identification and low levels of intent to leave. All workplaces are unique social systems in which individual members create and share meanings. All workplaces are unique social systems in which individual members create and share meanings.

1 citations

Journal Article
TL;DR: Based on social exchange theory and social identity theory, this article examined the effectiveness of human resource management (HRM) practice in perspective of employee attitudinal reactions and found significant influence of organizational HRM practice on employees' affective commitment to and positive identification with the organization, and the mediating role of their perceived organizational support.
Abstract: Based on social exchange theory and social identity theory,this paper examined the effectiveness of human resource management(HRM) practice in perspective of employee attitudinal reactions.Results of cross-level analysis of 601 employees from 122 organizations supported the significant influence of organizational HRM practice on employees' affective commitment to and positive identification with the organization,and the mediating role of their perceived organizational support.By integrating the macro and micro approach,this study supported the positive effect of HRM practice on employee attitudes and the mechanism through the meso approach.

1 citations

01 May 2011
TL;DR: In this article, the authors make a reasonable and illustrative study in respect of the management of human resources for a travel agency, and make a plan to investigate into the effect relation related to organizational identification and job satisfaction by introducing the management performance, a performance factor.
Abstract: A travel agency has a managerial characteristic that has great dependency on human resource. Tourism products also have characteristics of intangibility, similarity, easiness for imitation, etc., that require different means to improve their competitiveness. However, as most of the travel agencies are small in their size, they have difficulties differentiating themselves through tangible factors like material resources, and have generally lower efficiency in the management of human resources. In view of the importance and necessity of human resources for a travel agency, it seemed necessary to make a reasonable and illustrative study in respect of the management of human resources. For this reason, We should pay attention to the organizational identification and job satisfaction, important factors for the management of human resources, and made a plan to investigate into the effect relation related thereto by introducing the management performance, a performance factor. The result of this study proved that first, the higher the organizational identification, the more improved the job satisfaction became. Second, the more the job satisfaction, the higher the entire factors(including financial and non-financial factors) of management performance became. Third, it turned out that the organizational identification had direct effect on all of the factors of management performance.

1 citations


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