Organizational identification

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

Mechanisms for Stakeholder Integration: Bringing Virtual Stakeholder Dialogue into Organizations

Abstract: The growing use of Web 2.0 applications (social media) has led to easier communication with more and more interconnected stakeholders. The result is a stakeholder dialogue with high intensity and richness, which organizations should match by suitable coordination mechanisms. This conceptual article extends stakeholder theory by opening up the organizational black box through exploring and describing organizational structures and systems to coordinate issues emerging from virtual stakeholder dialogue. The authors identify two organizational outcomes – achievement of task-related objectives and organizational identification by stakeholders – and present propositions. Structures with high bandwidth increase both outcomes. Structures with high dispersion of control decrease achievement of task-related objectives and increase organizational identification. While routine-based systems increase achievement of task-related objectives, communication-based systems increase organizational identification. Redundancy in systems increases both outcomes. Finally, the authors discuss implications for further research.

The Effect Of Trust In Manager On Burnout At Schools: The Mediating Role Of Organizational Identification

Abstract: This study aims to investigate the relationship between trust in manager and burnout and the mediation role of organizational identification. Structural equation modelling (SEM) was used to analyze data from 272 high school educators (teachers and principals) in Nevşehir/Turkey. In terms of the findings, it is seen that the findings entirely support the research model. Trust in manager significantly affects organizational identification. The direct effect of trust in manager on burnout is also significant. The findings posit that the effect of trust in manager on burnout is fully mediated by organizational identification. Futhermore, theoretical and managerial implications and future research directions are suggested with some limitations in the study. For example, school attractiveness, well-clarified school identity, shared and common objectives, integration with school can play an important role to reduce teachers’ burnout level. The value of the study is that it proposes a model, showing full mediation role of organizational identification between trust in manager and burnout so it contributes to the literature about these three variables as the mediation role of organizational identification on the relationship between trust in manager and burnout has not been seen in the literature. Anahtar Kelimeler Duygusal Tükenme, Duyarsızlaşma, Kişisel Başarı, Yöneticiye Güven, Özdeşleşme,

Organizational Identification as a Basis of Alumni Behavior Support on Their Alma Mater (Study in Indonesian State University Alumni)

Abstract: Higher education as a part of national education system is one of critical factors in national human development. Universities which hold academic and moral strength play as the agents of change in the society. In these recent years, the role of university alumni in developing their alma mater is crucial. Alumni participation strategically helps the university accomplishing its objectives. This study aims to determine how the alumni identify themselves with their alma mater. Organizational identification theory is applied as the basis in identifying the influence of organizational variables, i.e., University uniqueness (Organizational distinctiveness), University Authority (Organizational prestige), Perception of University Competitiveness; and individual variables, i.e. Satisfaction during the study, sentimentality and involvement during lectures toward alumni identification to their alma mater. Alumni identification influences alumni support in the form of promotions and donations.A causal research design of 254 respondents found that University uniqueness, sentimentality and involvement during lectures influence alumni identification, whereas Organization prestige, Perception of University Competitiveness and satisfaction during the study do not. Research results also show that alumni identification does not influence the alumni support.The results of this study are expected to be useful as inputs for better relationship between the alumni and their alma mater, as well as a reference for future studies on similar research topics. The results also provide suggestions for future research in examining the role of other variables such as alumni involvement or cultural collectivism as mediating variables/moderator effect of organizational identification on alma mater of alumni support.

Uma análise da relação entre identificação organizacional e exaustão do trabalhador.

Abstract: As emotional exhaustion became an object of research in the field of Administrative Science, a growing number of studies turned to organizations in order to clarify how they contribute to the exhaustion of workers and how are affected by it. With this, different negative consequences for both employees and employers were identified, at the same time that several antecedents began to be analyzed. Among these antecedents, we cite the organizational identification, which refers to the alignment between personal and group identity, making the individual feel inserted and identified within a collective, whose relation with the exhaustion of the workers still lacks investigation. Thus, the objective of this research was to analyze the influence that organizational identification exerts on the emotional exhaustion experienced by individuals at work. As a research method, we opted for the survey, working with a sample of 331 workers. The collected data were analyzed through the Structural Equations Modeling. From the results obtained, it was found that workers who identify themselves with the organization experience a lower level of emotional exhaustion. Therefore, it is important to have employees whose personal values are consonant with organizational values, who feel psychologically linked to the organization and who associate "being a member of this organization" with their self-concept.

The Relationship between Organizational Justice and Organizational Identification:From the Perspective of Leader-member Exchange

Abstract: This study extends prior research on the relationship between organizational justice and employee attitude.Many scholars and entrepreneurs have paid much attention to organizational identification today.However,it is needed to study the mechanism.Organizational justice has been selected to explain how organizational identification is formed in this paper.This paper analyzes the mediation of leader-member exchange between organizational justice and organizational identification,and examines the adjustment effect and direct effects of the mediation on the organizational identification.Based on a sample of 294 employees from 6 enterprises in Beijing,an empirical test is conducted.Results show that organizational justice is positively related to organizational identity through perceived organizational support.The leader-member exchange takes the moderating effects in the relationship between organizational justice and organizational identification.In the case of good organizational justice,the employees who have high quality of leader-member exchange will easily form their organizational identification.